1 understand principles of professional development 1. 1 Explain the importance of continually improving knowledge and practice I feel it is important for me to continually improve my knowledge to ensure that I am aware of, and follow all the current health & social care standards, legislation, and guidelines for good practice as well as ensuring I follow my company’s policies & procedures. I also feel it is vital that I pass any new knowledge I gain on to my team because this provides them with up to date information in order for them to carry out their roles as support workers effectively.
I will do this during in a team meeting, supported housing meeting and also by email then the staff can always reflect back on information that has been sent to them. For me learning is a way of gaining new skills and it enables me to progress, and achieve within my career and working practices as a team leader, support worker & counsellor.
Personal & professional development not only benefits me, but it also benefits the Company, as well as the staff & service users I support.
I like to focus on training that is relevant to the role I am carrying out and also ensures that I am able to be effective in my role. Continually professional development is important for my career I feel it increases my employability, and also helps me progress with better prospects and to hopefully gain promotion. As a Team Leader I am responsible for others this includes Staff, service users, visitors that come on site including contractors and other professionals, so it is very important to me that I am knowledgeable and effective in my role.
1. 2 Analyse potential barriers to professional development There are many potential barriers to professional development within an organisation these could include: • Poor communication • Lack of resources or budget • Staff shortages, • No encouragement from my manager • No training opportunities within an organisation or No time to train • Inadequate supervision or appraisal systems within an organisation Personal Barriers: • Transport problems • Possible Language barriers • personal issues • Health problems
• Conflicting appointments (unable to attend due to meetings! ) As a team Leader I have encountered a number of these barriers with staff not being able to attend training events due to public transport, child care, illness and conflicting appointments. I have resolved so of these situations without a lot of effect such as asking another member of staff to take them to the venue and ensuring the staff gain more time management skills to ensure appointments don’t conflict. But there are others that are not so easy to resolve such as childcare and illness.
These Barriers will always be there they have to be managed at the time they occur at times this means I have to move staff to different schemes. I have to do this to ensure all service users receive support I will also use bank staff and if required I will cover support session myself ,I believe in good practice so no matter what barriers are put in place I will find a way to overcome them to ensure that a quality service is provided. 1 Promote personal development (SHC52) 1. 3 Compare the use of different sources and systems of support for professional development
Sources and systems of support for development will vary to an individual and there are many types of systems and support formats for professional development. I feel it is important to promote personal & professional development from the induction, so from the beginning of employment an induction period can highlight possible future training requirements. Having this time enables me to provide adequate training and support to the staff member to carry out their role effectively and the probationary period provides both myself & employee with expectations required in a set time.
Mandatory training is also a good way of providing professional development to new and existing staff training is an important part of the role expected of us within our company and it is compulsory that it is completed and kept up to date. We also encourage & provide outside training that is relevant to our employees and ourselves this includes courses such as local authority safeguarding training housing management training stroke awareness, and more, staff can request this or team leaders suggest this.
I book all training for staff and ensure they are aware of dates times venue and any other information they may require. Within an induction period shadowing another member of staff is a useful way of learning a new role even if you are experienced at the role every work place has the own policies and procedures to adhere to. Each setting has different expectations from its staff and the service users they support, so this method of training is an effective way of introducing the work ethic and standards of each individual setting.
Regular team meeting are also a good way of developing I have team meeting once a month a staff meeting it is an opportunity to listen to other staff experiences it is also a chance to share with the team good practice and even things that haven’t gone so well. This enables the staff to also reflect on situations they have encountered and decide if it could have been handled differently or if they would do the same different, people have different ways of handling and looking at situations so sharing helps us all learn from each other.
This is also extended in our supported housing meetings this meeting is held every eight weeks for all team members in all areas the meetings are chaired by me and one other team leader. The area manager also attends these meetings at times and we will book a speaker to attend covering a range of subjects. 1 Promote personal development (SHC52) 1. 4 Explain factors to consider when selecting opportunities and activities for keeping knowledge and practice up to date In order for professional development to take place there are potential barriers to consider.
This could include: •Lack of training opportunities: the company many not provide training or it is minimum requirement. You may not have the funds to complete training courses. •Different learning styles some people learn by looking and listening such as in a class room and others will learn by having a hand on approach such as a placement or work experience. •Intellectual limitations there are many reasons why there may be intellectual differences and limitations it could be due to a language barrier a health condition a learning disability ect.
•Language barriers this could be different cultures and •Time management issues could include having a large case load experiencing operational issues having meetings to attend. •Over and less confident you may have a member over staff that is very confident and feels training is a waste of time therefore doesn’t turn up or distributes the training. Or you could have a member of staff who has no confidence and this makes them think they are unable to complete training There is always a way to overcome barriers in professional & personal development and I feel it is important to support staff to achieve their goals.
This may mean sitting with the member of staff to identify any potential barriers before they start there development plan. This way you are both able to prepare for them and hopeful with the use of a plan overcome them with ease. In our company the performance plan is called The Programme. The plan is developed to measure not only performance but behaviors’, As a team leader it is up to me to write plans for my staff members, for one staff member I have to liaise and discuss his plan because he carries’ out two roles in the company so has two team leaders.
I am given the standard requirements and it is up to me to then produce different plans for all staff members. To do this I have to consider how many hours they work what roles they do and what service users they support. I do this to ensure I set a plan that is achievable I believe in putting a plan in plan that is unrealistic. There are many differences to how we learn some people will have no problem learning in a class in front of a teacher taking notes or seeing visuals.
But there are others who will learn better being more practical. I find I learn better being more hands on I find if I am shown how to do something then I am able to complete the task set. But in a class room I find it more difficult to remember what I’ve been told, so therefore I find it more difficult to learn. I have learnt to overcome this classroom issue by teaching myself to make short notes like prompts or I will highlight certain points I feel I need to improve on. I also make very short notes on any handouts given to me.
I feel happy with the way I have overcome this issues and I can see an improvement in my learning using this way. 1 Promote personal development (SHC52) 2 Be able to prioritise goals and targets for own professional development 2. 1 Evaluate own knowledge and performance against standards and bench marks My performance is monitored with the use of a performance plan theses are written for staff yearly and monitored during supervisions which takes place every six to eight weeks.
I am also measured by performance indicators which are sent to different housing associations four times a year this provides them with statically information on housing issues such as: rent arrears, voids, complaints, staffing Levels. I am also required to provide contingency plans for the services and a joint one for local authority as well as environmental action plans. This means I have to ensure I provide complete and up to date information. This information is gathered through staff it is done by sending me monthly reports on operational issues, health & safety reports and monthly monitoring forms.
Another way my performance is monitored is by provider visits being carried out in the services I manage. This involves the checking of service user files as well as the health and safety & fire log books, my peers will inspect the service for untidy or dirty areas, they will also talk to staff and service users at that service. This for any opportunity for the staff or service user to report anything they felt I hadn’t dealt with or had left outstanding any general concerns they may have etc.
This is then documented and sent to my line manager who will request an action plan for any areas identified on form. To monitor my performance myself I regularly ask my colleagues and line manager for feedback regarding my work performance or certain situations I have encountered. I find it beneficial to discuss past events this is to reflect and consider if I would have acted differently or if I would have stood by my decision. I also find this helps if I have encountered anything that has impacted on me talking to a peer helps off load.
At times I also find it helpful to consider future events and discuss possible approach’s with my colleague and line manger. I do look at my performance regularly and I also try to be self critique I try to note my own weaknesses and improve upon them, seeking training in these areas if I feel it is necessary. The purpose of feedback is to let me know what I am doing is correct or indeed incorrect as the case may be sometimes. It’s as useful to know you are doing things well as it is in the areas that require amendment or improvement.
This improves the quality of my work which in turn proves that I am capable of further responsibility. More experience and responsibility could be useful in gaining future job roles or for promotion in my current company. I ensure I read all electronic information sent to me by housing associations, DWP, Local authorities, commissioners, internal up dates, this information is then shared with my team to ensure we are both fully informed of recent changes to legislations policy’s procedures.
This is important as we work alongside many agencies to ensure a quality service is provided so we need to be aware of any changes within them agencies this ensures the delivery of the service and that the service user’s individual needs are meet. (See performance plan 2012/2013, performance indicators & supervision notes environmental action plan contingency plan staff performance plan) 1 Promote personal development (SHC52) 2. 2prioritise development goals and targets to meet standards
Ensuring my staff have a visible and accessible calendar allows me to see a quick overview of their daily tasks and allows me to check that they understand their work objectives and goals. It also helps to agree timescales and goals, and helps with performance and time managing. By using a calendar or plan, it enables you to decide the course of action for the day and it also gives a rough estimate of the time required for any amount of work or task that needs to be completed.
A well thought out plan/calendar gives a clear idea about what is to be done throughout the day and planning your day this way allows you to manage your time effectively to meet objectives and deadlines. Any targets set must be realistic nobody wants to fail therefore you need realistic time scale for preparation if required you may to research or need certain information so it is important to plan for and targets set or goals that you need to achieve. Your plan should also be easily to understand so that not only you but everybody else you want to support you with your goal understands it to.
The use of a plan/calendar can allow you to check that the resources you require are available and suitable for your use and take action if there is any problem which makes things easier if you establish exactly what you are supposed to be doing, the time limit and to what standard. Continual professional development is a process of life-long learning that meets the needs of all involved in providing a quality service enables employees to expand and fulfill their potential.
It is important to regularly improve your knowledge and practice in order to remain aware of updated guidelines, legislations and standards of good practice relative to your practice. As a team leader it is my role and responsibility to ensure staffs are kept up to date with training and legislation, good standards and guideline changes that affect our work. (See professional development plan) 1 Promote personal development (SHC52) 3Be able to prepare a professional development plan 3.
1 select learning opportunities to meet development objectives and reflect personal learning style. I do believe in continually improving my knowledge and learning new skills and I do enjoy learning in the past few years I have identified and completed a number of training course with my current company including all mandatory training, medication administration I identified a need for this training due to a service users needs changing. I have completed housing management training to improve my knowledge as I am Team leader for a supported housing service.
I completed the NVQ Level 3 in health & social care and a diploma in person centred counselling I have completed manager’s response training in safeguarding level 3, I done this because within our service we have a large number of safeguarding alerts that are mostly dealt with by me or my colleuge. My Learning style has been measured before with instep training when I was completing a management development program and then again more recently with learning curve this has enabled me to compare the findings.
ACTIVIST – Instep: 11 Learning curve: 8 PRAGMATIST-Instep: 14 Learning curve: 9 THEORIST-Instep: 12 Learning curve: 13 REFLECTOR-Instep: 14 Learning curve: 17 From both of these test I scored the most as a reflector, but I do see that my scores overall are very close together which gives me tendencies of all learning styles stated above. I feel I am a mix of all these styles after reading the general descriptions I am very logical in my approach to things as well as being very practical in my way of dealing with situations.
I am able to quickly work out where to prioritise workloads but I can become distracted by other issues and this then leads to me having to catch up on things. I am very good with crisis management and am able to adapt quickly to any situation, within my role as team leader I have to deal with a large number of issues so being able to adapt quickly is very beneficial. I am also a very supportive person I believe in helping rather than hindering people most times if staff are struggling with an issues I will guide and support and work alongside them if needed instead of just directing them on what they should do.
This would depend on the issues involved. 1Promote personal development (SHC52) 3. 2 produce a plan for development using an appropriate source See Development plan & exllentia program 3. 3 Establish a process to evaluate the effectiveness of the plan. 1See evaluation sheet & exllentia program 1 Promote personal development (SHC52) 4Be able to improve performance through reflective practice. 4. 1 compare models of reflective practice. For this I decided to look at Kolp & Peter Honey and Alan Mumford learning cycles.
Kolb says that ideally this process represents a learning cycle or spiral where the learner ‘touches all the bases’ such as a cycle of experiencing, reflecting, thinking, and acting. Immediate or concrete experiences lead to observations and reflections. These reflections are then assimilated absorbed and translated into abstract concepts with implications for action, which the person can actively test and experiment with, which in turn enable the creation of new experiences. Kolb’s model therefore works on two levels – a four-stage cycle: 1.
Concrete Experience – (CE) 2. Reflective Observation – (RO) 3. Abstract Conceptualization – (AC) 4. Active Experimentation – (AE) and a four-type definition of learning styles, (each representing the combination of two preferred styles, rather like a two-by-two matrix of the four-stage cycle styles, as illustrated below), for which Kolb used the terms: 1. Diverging (CE/RO) 2. Assimilating (AC/RO) 3. Converging (AC/AE) 4. Accommodating (CE/AE) Kolb explains that different people naturally prefer a certain single different learning style.
Various factors influence a person’s preferred style Whatever influences the choice of style, the learning style preference itself is actually the product of two pairs of variables, or two separate ‘choices’ that we make, which Kolb presented as lines of axis, each with ‘conflicting’ modes at either end: Concrete Experience – CE (feeling) V Abstract Conceptualization – AC (thinking) Active Experimentation – AE (doing) V Reflective Observation – RO (watching) A typical presentation of Kolb’s two continuums is that the east-west axis is called the Processing Continuum (how we approach a task), and the north-south axis is called the Perception Continuum (our emotional response, or how we think or feel about it). Peter Honey and Alan Mumford developed ideas about learning styles into a learning cycle the stages are: 1. Doing something, having an experience 2. Reflecting on the experience 3. Concluding from the experience, developing a theory 4. Planning the next steps, to apply or test the theory
Honey and Mumford gave names to the people who prefer to enter the cycle at different stages: Activist, Reflector, Theorist and Pragmatist. While different people prefer to enter at different stages, a cycle must be completed to give learning that will change behavior. The cycle can be performed multiple times to build up layers of learning. The learning cycle has four phases: 1. Engage: in which a student’s interest is captured and the topic is established. 2. Explore: in which the student is allowed to construct knowledge in the topic through facilitated questioning and observation. 3. Explain: in which students are asked to explain what they have discovered, and the instructor leads a discussion of the topic to refine the students’ understanding. 4.
Extend: in which students are asked to apply what they have learned in different but similar situations, and the instructor guides the students toward the next discussion topic. The fifth E is Evaluate, in which the instructor observes each student’s knowledge and understanding, and leads students to assess whether what they have learned is true. Evaluation should take place throughout the cycle, not within its own set phase. On studying both models I find I prefer the Peter Honey and Alan Mumford model but I find the Kolp model more in-depth the reason I prefer the Honey & Mumford model is due to its simplicity, it is an easy read simple to understand so I feel that it would suit all types of learners.
However the Honey &Mumford model is very in-depth and I feel it would put people off using it. 4. 2 Explain the importance of reflective practice to improve performance. Reflective practice is there to ensure that high standards are kept continuously as circumstances, such as legislation, company policy & procedure, new employees, individual support needs, new service users new environments and many more change So In order to reflect we must be aware of approaches used and how they can be changed or developed to improve and adapt to these changes. Continually improving and adapting approaches benefits everyone involved, ensuring that each individuals needs are catered for.
My use of reflective practice for me comes from the counselling person centred approach. The benefits to development and reflective practice will be experienced as individuals skills grow and they develop both in their personal and professional life. The person centred model also promotes a better level of understanding and acceptance of those different from us, taking on board the opinions, cultures and attitudes of others to ensure a diverse and positively productive daily experience that enables higher levels of understanding from all and of ourselves. As a person centred counsellor and team leader I believe reflective practice evolves our experiences enabling higher standards of learning experiences.
Experience can only be beneficial when it is either a positive experience (good practice), or a negative experience that is reflected upon and consequently changed and improved upon. 4. 3 use reflective practice to feedback from others to improve performance. I think the first thing we need to remember is that reflection is not the same as reflective practice. The use of reflective practice is an extension of reflection: while reflection may lead to thinking about an event in great detail and gaining new knowledge only this will not improve your practice it is only when this new knowledge is directly used to make improvements that reflection becomes reflective practice.
The knowledge for reflection for me is received mostly though discussing situations with peers and line manager receiving feedback and then looking at potential situations and considering what I could do to improve my response to them even before they occur. I may have encountered a particular situation in the past and I need to plan what I am going to do the next time it arises. I can improve the quality of my work this enables me to view events objectively. It also enables me to transfer what I do well to other similar situations. It improves my professional judgement and helps me identify not only my own but my staffs development needs. I can then identify where to make changes or improvements in what I do or my staffs do. I am able to respond to change well and to learn from the experience of myself and others. 4.
4 Evaluate how practice has been improved through: Reflection on best practice – Reflection on failures or mistakes. I reflect on every part of my life this comes from my counselling training and framework reflection helps me learn things about myself and it also helps me learn about my staff, clients, peers & service users. I use reflection as a daily process whether this be with my peers, line manager, supervisor, friends, and family If I don’t reflect on my mistakes I am likely to repeat them which is something I don’t want to do. So I find if I reflect on those mistakes I can figure out what went wrong, and then look at how I can prevent it from happening again.
I can use the experience and knowledge gained from those mistakes to get better. So then those mistakes made then become a valuable learning tools, instead of something to feel embarrassed or upset about. If I reflect on the things I did right on my successes I can celebrate every little success I have giving confidence to continue. It allows me to realize how much I have done right and the good things I have done if I didn’t reflect it would easy to forget the good things and to focus on my failures instead. Even though I have a busy life I think it is important to take a minute to step back and reflect on my day this helps me gain perspective on things.
Cite this Promote personal development
Promote personal development. (2016, Aug 13). Retrieved from https://graduateway.com/promote-personal-development/