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Unit 1: Advanced Professional Development

1. Skills Audit

This presentation is solely for the use of ISMS personnel. No part of it may be circulated, quoted or reproduced for distribution or use outside of ISMS without prior written approval.

Advanced Professional Diploma

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Agenda…………

Introduction Range of skills required for effective management Analysis of skills Personal SWOT analysis Skills Gap

Time in hand: 1 Session

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Introduction to TRAITs and SKILLS

TRAITS: They refer to a variety of individual attributes, including aspects of:

Personality Temperament Needs Motives Values

Traits are jointly determined by learning and by inherited capacity to gain satisfaction from particular types experiences.

Disposition to behaviour in a particular way: E.g. Self-confidence, extroversion, emotional maturity, energy level, etc.

Desire for particular types of stimuli: E.g. Hunger, thirst, achievements, esteem, power, affiliation, etc.

Internalized attitudes: Honesty, Loyalty, Whats right & wrong, Ethics, Morality

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Introduction to TRAITs and SKILLS

SKILLS: They refer to the ability to do something in an effective manner.

Technical Skills

Interpersonal (Human) Skills

Conceptual Skills

Like Traits, Skills are jointly determined by learning and by inherited capacity to gain satisfaction from particular types experiences.

Work knowledge: Methods, processes, procedures, techniques, etc.

Knowledge about behaviour : Understanding ability, feelings, attitudes, Communication, Social behaviour, etc.

General Skills: Analytical ability, Logical thinking, Creativity, Innovation, Problem solving,

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Management SkillsS

kill

s L

evel

Re

qu

ired

High

Low

Lower Middle Top

Managerial Level

Relative Importance of Skills at Different Levels of Management

Conceptu

al

Inte

rper

sonal

Technic

al

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Skills GAPS

kill

s L

evel

Re

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High

LowVerbal

CommunicationPresentation

Skills

Relative Importance of Skills at Different Levels of Management

WrittenCommunication

Leadership

SKILLS GAP

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SWOT Analysis

Introduction to SWOT In order to analyse or evaluate the nature of the business environment and its strategic capacity, an

organisation may undertake a SWOT analysis (sometimes referred as ‘WOTS’ up.

Defined as: The study of Strengths, Weakness, Opportunities and Threats facing an

organisation that may provide a basis for decision-making and problem-solving.

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Personal SWOT Analysis (Activity)

S

W

T

O

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Unit 1: Advanced Professional Development

2. Personal Development Planning

This presentation is solely for the use of ISMS personnel. No part of it may be circulated, quoted or reproduced for distribution or use outside of ISMS without prior written approval.

Advanced Professional Diploma

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Agenda…………

Introduction Discussion: Developing a strategy for personal development Introduce the importance of record keeping Identify personal development targets using SMATER objectives

Time in hand: 1 Session

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Personal development planning

Introduction

  ‘A structured and supported process undertaken by an individual to reflect upon their own learning, performance and achievement and to plan for their personal, educational and career development.’

Personal development planning or PDP means creating opportunities to think through, in a structured way, questions such as:

What do I really want to achieve from life? What kind of person do I want to be? Am I clear about my personal goals and ambitions? Am I making the right decisions to get me where I really want to be? Am I in charge of my life and my studies - or am I just hoping it all will work out somehow? 

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Personal development planning

Know yourself: Applying the JOHARI Window

ARENAE.g. Name, Age, Family, Phy appearance

DARKE.g. Comes as an surprise – by accident

BLINDE.g. Funny, Annoying, pleasing, Loving

CLOSEDE.g. Subordinate not asked to sit

Known to Self Not Known to Self

Known to Others

Not Known to Others

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Personal development planning

Developing a strategy for personal development  

CLARITY PRIORITIZE

PLAN

IMPLEMENETCOACHING

START

REVIEW

FOCUS DIRECTION

BALANCE

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Personal development planning

Importance of record keeping  

Keeping records serves to remind you--and others such as potential employers--of what you have done. Most importantly they help you to focus on what you have got out of the development activity. Record the date, the development need identified, the chosen method of development, the date(s) that development was undertaken, the outcomes, and further action.

The extent to which recording is a feature of PDP will vary according to the context. We naturally learn through reflection without recording anything but the discipline of recording helps us understand what we have learnt and provides us with evidence and a personal record of our own development. But the requirement to keep records can become the driver for PDP and lead to a bureaucracy that impedes learning and stifles enthusiasm. care must be taken to define the rationale for recording information and how this is integrated into learning processes and facilitative conversations with tutors.

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Personal development planning

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Personal development planning

Developing targets using SMATER objectives

While formulating an action plan for each of the gaps you have identified, set yourself SMART development objectives like below:

S=Specific

M=Measurable

A=Achievable

R=Realistic

T=Timely

There must be an element of challenge in them so they stretch you as an individual and carry you on to new ground. But they must also be attainable and viable within a realistic time-frame, otherwise time will overtake you.