Free Essay

Managing Personal Development

In: Business and Management

Submitted By emmad38
Words 2960
Pages 12
1. Understand How to Identify and Prioritise Work-related Development Requirements

Personal development is a continuous process to help develop a person’s potential to the fullest and also learning new skills in order to practice new things. Personal development is important. Many of us work in ever changing and competitive environments. If we don't keep up with training, we can miss key opportunities, it also makes us more marketable and efficient in delivering a quality service. It can also give us a focus so that there is motivation to carry on. Although early life development and early formative experiences within the family, at school etc, personal development should not stop later in life. (www.skillsyouneed.com 1st May 2016) Most of us are motivated by needs. Maslow 1970 suggests that all individuals have an in-built need for personal development which occurs through the process called self actualisation. Maslow developed the Hierarchy of needs in which he provided a understanding of human motivation and needs which needed to be met in the given order in order to progress. 1. Psychological Needs The need for oxygen, food, sex etc. these are the basic needs required for survival. 2. Safety Needs. These are the needs for security and safety ranging from security of home or income and physical security. 3. Social Needs. The need for love and affection and feeling if they belong and not feel loneliness. 4. Esteem Needs. If people feel respected or loved it results in them feeling good about themselves resulting in them feeling 5. Cognitive Needs. This is the need to increase inteligence and the desire for knowledge. It is a natural human need to learn, explore and discover. This gives them a better understanding of the world around them. 6. Aesethic Needs. This is the appreciation and search for beauty 7. Self Actualisation. Achieving full individual potential and to become what we are capable of becoming.
The lower needs must be met before the higher needs can be achieved. By meeting all the needs in the hierarchy it leads to the person building confidence and increased motivation and possibly unlocking other skills that the person had previously had no confidence to use. Maslow (1970) states that all individuals have the need to see themselves as competent and autonomous and that every person has limitless room for growth.
Self assessment is a good way for me to analyse my strengths and weaknesses and to show myself and employer I understand what I can improve and build on which I can then discuss in my yearly appraisals. In order to get a better understanding of my strengths and weaknesses I completed a SWOT analysis before I undertook my last appraisal which I found a useful technique to identify my strengths, weaknesses, opportunities and threats. I have attached one below to show my results. Strengths 1. Enthusiasm to learn 2. Ability to implement new systems 3. My IT skills, confidence in setting up new IT systems and shared drives. | Weaknesses 1. Lack of confidence in certain situations 2. As I work in my own office and do not attend meetings I am not always aware of what is going on in the team. 3. Speaking in public and presenting information orally. | Opportunities 1. Confidence Skill training day 2. Diploma Management 3. Attending handover to improve communication skills and to know what is going on in the department. | Threats 1. Time needed off work, work commitments could change and work could become to busy to release me for the few hours required. 2. Time restraints and things changing in personal or work life resulting in me not being able to find time to do essays. 3. Not having cover for me to attend the meetings as can’t leave the office unattended. | Figure 1.

PDP reviews are mandatory in the AMBU Health board and must be undertaken yearly. There are many benefits to undertaking appraisals and PDP reviews which include helping me appraise what I want to do and how I can achieve it, identify any out of date skills that need updating and identifying how I can make the most of any opportunities that may arise or that I can develop. They are also important as they help to keep my skills and knowledge up to date by highlighting areas that I need to develop and plan how to do this. It gives me more self awareness and enables me to understand myself better and meet objectives by understanding what my goals are, it also serves a as a record of progress towards achieving my goals.

David Boddy (2012) described goals as providing the “reference point for other decisions and the criteria against which to measure performance”.

The following objectives are set up by the ABMU (2016) Health Board which state the Personal Appraisal Development Review process must: * Enable employees to understand ‘what they need to do’ – i.e., to understand the service that they work in, the objectives of their team (and the Health Board) and how they contribute to these. (Doing the right thing.)

* Enable employees to understand and review progress on ‘how they need to do things’- i.e. to review their performance and progress against the relevant behavioural framework that supports the Health Board values.( Doing them in the right way)

* Encourage managers and employees to work together to continually improve performance and behaviours for the benefit of the service, and to identify personal development and training needs to support the employee in achieving their objectives and realising their potential.( Doing things better)

I follow the principle of SMART .(Specific, Measurable, Achievable Realistic and Time bound) to ensure that I reach my goals whether they be short or long term, I take little steps in order to get to the bigger steps, This is done by discussing with my manager what is required of me, ensuring I ask questions so that I understand fully and if what I had planned would lead to the desired results. We would then agree a measure to enable the progress to be monitored, one way of doing this would be to agree regular supervision sessions. My objectives would need to be achievable and that the resources are available in order to complete the work. We would then discuss how realistic these goals were, I would discuss resources available and discuss if I had the skills available to do the task and if it was relevant to my development. More often than not objectives are time bound, we would discuss time frames in when the objectives needed to be me and set review dates in order to review progress. By setting SMART objectives it makes my goals more attainable.

Figure 2. Google images 2016

1.2 A personal development plan then results from establishing what I wanted to achieve or where I want to go, also identifying any skills, knowledge or competence I needed to improve on. It also helps me identify further training that I need to undertake in order to meet my plan. There are a number of ways that I can improve my skills and undertake further training within the Health Board. The ABMU Health Board have an internal training portal that staff can access, it provides a comprehensive list of training offered, E-Learning, handouts to read and attending classes. We also have our own personal record on the intranet indicating mandatory training that is required from us and how to access this training. At the beginning of my Diploma in Management and Leadership I completed two types of questionairres to understand my learning style. The first one was a VARK which is an acronym for Visual (V), Aural (A), Read/Write (W) and Kinetic (K). It is a questionnaire that provided me with a better understanding of my learning preferences and how best I process information. My results showed that the best strategies to use for myself was Aural/Auditory, for this Fleming states “Auditory/Aural learners have a preference for hearing and listening. These learners learn best from lectures, discussions, tapes or recorded material. Reading aloud or talking concepts through out loud is also beneficial for auditory or aural learners (Fleming, 2012). I found the outcome of the questionaire accurate as I learn best when I am participating in class discussions, listening to others and participating. I have a need to be told information in order for me to be able to retain it better. Another thing I have noted is that when I am reading any articles or books I need to read aloud in order for me to digest what I am reading. Following on from this I closely scored high on the Read/Write category. For Read/write strategies Fleming stated ,“You should put details into written form and use lists, PowerPoint, textbooks, diaries and the internet for your ideas. You are sensitive to word order and word usage, and you like to have things in print (handouts). You are also careful about recording your notes in written form, and you like to use dictionaries and other text aids (Fleming, 2012).” I prefer to take a lot of notes in the classroom so that I fully understand what is being discussed, as much as I like participating in group discussions I do not like being read too as I find I switch off and stop listening once someone is reading from a book, I prefer to read books by myself and write notes that I feel relevant to my learning.
In order to learn effectively, it’s important to be able to use all four styles, but most people have a preference for one or two. (http://www.skillsyouneed.com/learn/

I also completed the Honey and Mumford learning questionnaire, this is based on four styles of learning which I have shown in figure 3 below.

Figure 3. (Google images 2016)
The outcome of my questionnaire was that I am an Activist which I think is true. I often jump into things without sufficient preparation and often end up in the deep end unsure what to do. I get enthusiastic over new tasks but then quite often get bored when implementing it. I prefer to be more hands on and involved in order to learn new skills rather than being shown or told how to do it. 2.1 Plan and agree development activities with employment supervisor and/or learning supervisor. During my last PDR with my manager, I printed off the information for the Level 4 Diploma in Management and requested that I could enrol on it. We discussed how it would benefit the department, one of the main reasons for me was that I was a newly qualified manager in new team and felt it would be beneficial to develop these skills in order to provide a better service. We discussed the demands that the course would have on me and that I would need to ensure that there was cover in the office when I was absent. I have been fully supported to do this course and attend college twice monthly. I fully have the support of my manager for time off and have no children so am able to concentrate on essays some evenings at home. The only issue that may arise if things get busier in work or that I am unable to get cover for the office on the days I need to be at college. I also realise that for this type of learning I have to be self motivated in order to set aside the time needed to complete my work.

There are a number of training opportunities available to staff in the ABMU, for any training to be effective it must be appropriate to the department objectives which are set in my yearly PDP. I have inserted a copy of my mandatory training requirements below. a) Statutory & Mandatory Training (identify such training which is considered pertinent to the role and which remains outstanding at the time of this review) The following are the minimum requirements for all staff (which should be added to in accordance with the requirements of the role, area of work and professional standards): | * Statutory / Mandatory Training | * Date Completed | * Time Scale | Fire Safety | * 1/02/2016 | * 2 years | Safeguarding Children Level 1 | * | * 3 years | Safeguarding Adults Level 1 | * | * 3 Years | Standard Precaution Infection Prevention & Control Training | * | * 3 years | Mental Capacity Act Level1 | * | * | Equality, Diversity and Human Rights Basic Awareness | * N/A | * 3 years | Manual Handling Modules A & B | * | * 2 years | Violence & Aggression Module A | * 19/09/2015 | * 1 year | Risk Management Training Level 1 | * N/A | * 1 year | Improving Quality Together (IQT) Bronze Level | * N/A | * | Information Governance | * | * 2 years | Resuscitation Level 1 | * N/A | * | Health, Safety & Welfare | * N/A | * | Carer Aware Level 1 | * N/A | * | The blanks in the date completed columns are training needs that have been identified and I have not yet undertaken the training which is mandatory. Each have different time scales in which to undertake and refresh the training. In my PDP we indentified their priority and timescales in which to complete. The way in which we identified these were by using short, medium and long term objectives. In the case of times scales above short term objectives are anything between a few months and a year, medium term can be between one to two years and long term anything between two and three years. Another way we set objectives is by identifying any development needs required in order to improve my workplace improvement. Below is a copy taken from my PDP which shows how we have done this and also shows that we have recognised any potential factors that may get in the way of training and how we will get around this, it also shows we have discussed how we will monitor the outcomes and in what timescales we will monitor them. As you can see from the table below we have set myself goals using the SMART principle in order to give them meaning which also results in my task becoming clear and a timeframe in which I need to complete it Objective Setting | Work-based Objective: | * Target Achievement Date: | * Action Plan – How will achievement be measured? | * Comments | To develop management skills. commence Level 4 diploma in Management . | * To complete by September 2017 | * 6 weekly supervision in college and 6 monthly with manager | * Emma to arrange cover for time off work and to protect time to write essays. | To free staff up to do more clinical work by attending handover meetings in order to assess what admin will be able to take over. | * To commence straight away | * By Emma attending handover daily and relieve staff from admin pressures. | * * Emma to arrange cover to attend handover | To take over setting up business meeting dates, agenda and minute taking. | * 3 months | * By setting up meeting dates and emailing staff agenda. | * Emma to attend a minute taking course in order to be more effective | To undertake admin staff annual PDP’s | * 1 month | * Emma to attend a Lean PDP training course in order to be able to effectively undertake PDP’s. | * Emma to find cover to undertake course | |

After undertaking my PDP my short term goals were identified as undertaking a training course in order so that I could effectively undertake staff PDP’s, the required time frame for this was one month. My medium term goals were identified in the mandatory training requirements in which they have a number of different timescales, my long term goal was to develop my management skills. In order to do this I identified that myself and the department would benefit from me attending the Diploma in Management and Leadership which would take 18 months to obtain.
“A long-term goal is something you want to accomplish in the future. Long-term goals require time and planning. They are not something you can do this week or even this year. Long-term goals are usually at least several years away. Sometimes it takes many steps to complete a long-term goal. These smaller steps can be your short term goals.”(https://www.iseek.org/mymncareers/english-learner/long-term-goal.html 16th May 2016)
Section 3
There are a number of techniques that can be used in gaining feedback on performance.
“Feedback is a process that requires constant attention. When something needs to be said, say it. People then know where they stand all the time and there are few surprises. Also, problems don't get out of hand. This is not a once-a-year or a once-every-three-month event. While this may be the timing of formal feedback, informal, simple feedback should be given much more often than this – perhaps every week or even every day, depending on the situation.” (https://www.mindtools.com/pages/article/newTMM_98.htm)
My main source of obtaining feedback on objectives and goals is by having regular supervision with my manager following on from my PDP to discuss my progress.
Within my PDP we also discuss the previous year objectives that have been set and if they have been achiveved and how this has benefited my development and the department, Review of Previous Objectives | Previous Work-based Objective: | * Target Achievement Date: | * Comments on Achievement | Complete NVQ 3 Management Support Admin in improving Excel skills | * 2014 * * * To source training for admin staff to improve skills | * Training completed and qualification attained. Brought new skills into the workplace and now a more confident manager. * * * I trained admin in the basic skills and also sent them on a one day refresher and monitored progress. Staff are now fully confident in using Excel so have been given the role of updating the ABM database. |

Similar Documents

Free Essay

Managing Personal Development

...Managing Personal Development Stress, Time, and Career Development April Smith Southern Nevada College Author Note April Smith, Student, Southern Nevada College April Smith is currently submitting this project during her last semester before graduation. The research founded is vastly supported by the class curriculum. Correspondence concerning this article should be addressed to April Smith, Southern Nevada College, Las Vegas, NV 12345 Contact: aprilsmith@email.com MANAGING PERSONAL DEVELOPMENT Abstract This paper explores three different yet related avenues regarding one’s management on personal development. They will cover stress in the workplace, as well as time management and career development. This will discuss the different types of stresses and individual personalities. Also, how to better utilize time and how to understand the aspects needed for personal career development and growth. MANAGING PERSONAL DEVELOPMENT Managing Personal Development Stress, time, and career management What defines stress in our common society? Do we know is all stress is unhealthy or bad for you? Furthermore, how to we better manage our time and understand better career development strategies? These topics will be discussed in the following paragraphs to help understand the management of personal development. Stress tends to be defined as pressure, strain, or force on a system. In regards to job stress, it seems that a “feeling of......

Words: 984 - Pages: 4

Premium Essay

Managing Work Priorities & Personal Development

...Managing Work Priorities & Professional Development | In today's business world, you can find any number of articles in the media about how important it is for you to manage your work priorities and develop your professional capabilities. Competition among people for professional advancement in both position and salary is high and being able to successfully manage your priorities and personal development is a cornerstone in achieving this. Without professional development you will find yourself left behind in the promotion race and missing out on all the 'plum' and challenging roles that you seek. This applies to all types of employees in every facet of business or industry but it is particularly relevant to office-based workers and managers who don't have the strict structures controlling their every task like a process or factory worker does. There are many different things to consider when thinking about managing priorities and professional development but to begin with you need to formulate a plan. The plan should include your performance as a role model, developing your traits as an effective leader, ensuring your work goals and plan reflect the organisation's, meeting your job responsibilities, measuring and maintaining your personal performance, prioritising your work, use of technology, maintaining a work/life balance, meeting competency standards, determining your developmental needs, taking advantage of learning opportunities that best match your......

Words: 3810 - Pages: 16

Premium Essay

Nursing

...In order to fully understand the personal development and reflective reasoning in relation to your development in the Nursing field, one will have to define these two terminologies. Personal development means to include activities that improve awareness, can develop potential that will ultimately enhance the quality of life. Medical colleges advocate personal development plans as a basis for continuing professional development. Whereas, reflective reasoning is where a nurse can apply learning and insights of others into their own work. In nursing courses students learn through lecture and discussion, which is the primary method for teaching theoretical principles, but when you add a more complete understanding of the relationship between theory and practice one may become a more competent nurse. Awareness of issues and analysis of knowledge and feelings are some stages that are involved in reflection but then identification and integration of new learning is needed as well. By consciously engaging in their own and others reflection it is believed that the level of professional interaction will improve. Motivation, one issue bound to crop up in ones work life, as well as leadership and of course managing conflict these are some issues when speaking of personal development. The ability to reflect upon us is a valuable part of human life, insisted Taylor (2000). Reflection and reflective practice are claimed to enhance professional development, link theory and practice,......

Words: 921 - Pages: 4

Premium Essay

Essay

...In order to fully understand the personal development and reflective reasoning in relation to your development in the Nursing field, one will have to define these two terminologies. Personal development means to include activities that improve awareness, can develop potential that will ultimately enhance the quality of life. Medical colleges advocate personal development plans as a basis for continuing professional development. Whereas, reflective reasoning is where a nurse can apply learning and insights of others into their own work. In nursing courses students learn through lecture and discussion, which is the primary method for teaching theoretical principles, but when you add a more complete understanding of the relationship between theory and practice one may become a more competent nurse. Awareness of issues and analysis of knowledge and feelings are some stages that are involved in reflection but then identification and integration of new learning is needed as well. By consciously engaging in their own and others reflection it is believed that the level of professional interaction will improve. Motivation, one issue bound to crop up in ones work life, as well as leadership and of course managing conflict these are some issues when speaking of personal development. The ability to reflect upon us is a valuable part of human life, insisted Taylor (2000). Reflection and reflective practice are claimed to enhance professional development, link theory and practice,......

Words: 921 - Pages: 4

Premium Essay

Career Management

...Career Self-Development | Research Paper | | | | Majd Mohammed | [Pick the date] | | Contents 1. Introduction 3 2. Classification of Career 3 2.1. Overall Goals & Objectives Development 3 2.2. Short Term Career Goal (few months to 2 years) 4 2.3. Long Term Career Goal (above 10 years) 4 2.4. Making Career Choices and Decisions 4 2.5. Managing the Organizational Career 4 2.6. Managing Boundary-less Careers 4 2.7. Taking control of personal development 4 3. Career Planning 5 3.1. Importance of Career Planning 5 4. Process of Career Planning 5 4.1. Self Assessment 5 4.2. Self Development 6 4.3. Career Research and Development 6 4.4. Action Plan 6 5. Need to Understand Career Self Management 7 6. Types of Career 7 7. Career Orientation 8 7.1. Organizational Tenure and Age 8 7.2. Employment Status and Gender 9 7.3. Educational Level and Employability 9 8. Conclusion 9 9. References 10 1. Introduction Career Self Management also referred to as Individual Career Management can be expressed as self monitored and examined process of planning the carrier. It involves selecting and setting of goals and working on strategies for achieving them. In recent times career options have increased to a great extent. Career opportunities have also increased due to rapidly development of technology and globalization. It is very essential to manage the career and understand the opportunities......

Words: 3008 - Pages: 13

Premium Essay

5dpp

... | Purpose and aim of unit This unit is designed to enable the learner to develop a sound understanding of the knowledge, skills and behaviours required by human resources (HR) professionals, whether in a generalist or specialist role, and as described in the CIPD HR Profession Map (HRPM). The unit embraces the ‘thinking performer’ perspective and covers the competencies needed by the HR professional in a personal capacity, when collaborating and working with others, and when functioning efficiently and effectively in an organisational context. It will enable learners to assess their own strengths and identify a continuing professional development (CPD) plan, based on the capabilities required for ethical, business-focused and interpersonal professional conduct. This unit is suitable for persons who: • seek to develop a career in HR management and development • are working in the field of HR management and development and need to extend their knowledge and skills • have responsibility for implementing HR policies and strategies • need to understand the role of HR in the wider organisational and environmental context. Learning outcomes On completion of this unit,...

Words: 1310 - Pages: 6

Free Essay

Hr Practitioner

...operational level tasks such as administrative activities. To be an effective HR practitioner you need to posses particular skills have underpinning knowledge and posses certain behaviours. The activities within these roles are wide & varied. Producing and maintaining secure and confidential records, monitoring absence, staff training, advertising vacancies are to name only a few. Liaising with colleagues and sharing information, producing data for such purposes, and the day to day running of the HR department. Supporting managers; on the implementation of HR policies and procedures, inline with the organisations values and all the relevant regulations. The HR function supports the improvement in processes and policies such as; employee development, performance and reward, recruitment and selection. With such changes HR help staff and managers understand the need for and benefit of change, their role in these processes and the expected outcomes. It’s about providing an efficient service to managers to help them run the business. The CIPD HR Profession Map covers the technical elements of professional competence required in the HR profession as well as behaviours that an HR professional needs to carry out their activities. It captures what HR people do, what you need to know & how you need to do it within each professional area at 4 bands of professional competence. It also creates a clear &...

Words: 2035 - Pages: 9

Free Essay

Personal Development

...Personal Development: Introduction This article needs attention from an expert in Psychology or Personal life explain the issue with the article Personal life (or their Portals) may be able to help recruit an expert. An individual's personality is an aggregate conglomeration of the decisions they have made throughout their life and the memory of the experiences to which these decisions led. There are inherent natural, genetic, and environmental factors that contribute to the development of our personality. According to process of socialization, "personality also colors our values, beliefs, and expectations. Hereditary factors that contribute to personality development do so as a result of interactions with the particular social environment in which people live." There are several personality types as Katharine Cook Briggs and Isabel Briggs Myers illustrated in several personalities typology tests, which are based on Carl Jung's school of Analytical psychology. However, these tests only provide enlightenment based on the preliminary insight scored according to the answers judged by the parameters of the test. Other theories on personality development include Jean Piaget's stages of development, Erik Erikson's stages of psychosocial development, and personality development in Sigmund Freud's theory being formed through the interaction of id, ego, and super-ego. Speak to almost any volunteer and they will tell you that they get at least as much out of giving time as......

Words: 4402 - Pages: 18

Premium Essay

Btec Level 7 Unit 1

...and holistic commitment to the continued professional development of employees and managers alike is highly beneficial, not only for the continued success of a business or organization but for the well being and personal development of individuals. Megginson and Whitaker (2007:3) reflect on the personal opportunities afforded through CPD: ‘ It challenges us to make time for personal reflection and review. It reminds us that we have responsibility for developing ourselves…’ Remaining competitive in this ever changing global market is becoming increasingly difficult, putting pressure on managers to deliver consistently high standards of product/service delivery. Guskey (2001) asks that we recognise that professional development is a purposeful and intentional process, which is designed to evoke positive change within organisations. In order to maintain an effective and efficient workforce and to ensure that managers’ skills reflect this commitment to professional development then it is imperative that we, as managers, set personal and professional targets to ensure that our skills accurately reflect organisational goals and direction. Section 1: Demonstrate how you would assess personal and professional skills required to achieve strategic goals There exists a plethora of models to evaluate personal and professional skills but if we are to construct the most accurate and objective overview of our own development needs we must ensure that we do not interpret......

Words: 3079 - Pages: 13

Premium Essay

Personal and Professional Development

...Introduction The best way to develop our personal and professional development is by changing ourselves according to situation and by organizing or improving life of our environment by learning and self improvement. Here by using my personal traits in this report I am going to describe the benefits and all aspect of personal and professional development impact on our life. Nowadays the need of personal and professional development is universal whether they have different profession. Professionals mainly increase their knowledge and their experience in professionalism over the aspects of their work based on current research based practice. According to my point of view higher education study is not about increasing the book knowledge and gaining critical and analytical knowledge of respective subject but it is more important the applicability of the knowledge which is mainly gain by practical knowledge. In present scenario job are not longer for life . at this time knowledge and skill are increasing at very fast rate where we have to adaptable and flexible according to the needs. And we have to prepare for taking responsibility for lifelong skill. It is very important for both personal and professional development. Lifelong Development As I experienced lifelong learning mainly develop the skill to know how to learn or implement the knowledge from your work experience. Whether its constant changes in academic...

Words: 1030 - Pages: 5

Premium Essay

Advanced Professional Development

...Methods to Improve Personal and Professional Skills • Counselling 3 • Mentoring 3 • Differences 3-4 Professional Development Skills to Help Meet Personal or Organizational Goals and Objectives • Conflict Management 4 • Delegating With Confidence 4 • Meeting the Challenge of Administrative Leadership 5 Time Management 5 The Value of continuous Professional Development to the Organization and the Individual 5 • Value to the Individual 6 • Value to the Employer 6 Task 2 Personal Skills Audit • Purpose 7-8 Importance of Identifying Learning Style 8 How to Monitor the Effectiveness of My Own Learning Style 8-9 Task 3 The Purpose of a Personal Development Plan (PDP) 10-11 My Skills Audit as a Business Development Officer 12-14 Personal Development Plan for Current Position as Business Development Officer 15-16 Conclusion 16 References 17 Advanced Professional Development Introduction Advanced Professional Development is a programme designed to guide learners in being accountable for their learning and development needs to meet personal, professional, and organizational goals and objectives in order to remain competitive in a globalized working environment. This paper seeks to: • Explore methods to improve personal and professional skills to meet organizational and own goals and objectives. • Carry out personal skills audit......

Words: 3023 - Pages: 13

Premium Essay

Lms Pdp

...Leading and Managing Services Personal Development Plan Name: XXXXXXXXXXXX Date: 10 July 2013 Area for development | How this will be achieved?Specific | How will I know I have improved?Measurable | Who can help? | By when?Time | 1. To be more visible and accessible to wider laboratory staff in Chemical Pathology 2. To be more assertive and outspoken. Try not to think too much inwardly before voicing my opinion 3. Do not get frustrated by staff who fail to adhere to standards and consistencies. Have more regard for feelings and well being of staff, and recognise they may have different priorities. 4. To compliment staff more for their good performance. Identify motivators and proactive team members more accurately to help achieve targets and objectives. 5. Shorter and more concise emails and letters to avoid information overload. 6. Less attention to factual data and think ‘outside the box’ so that long term visions of services are not overlooked. 7. Learn to challenge directives on occasions in support of what is best for the department and staff. | * Management by Wondering Around (MBWA) in both sites’ laboratories * Have regular tea-breaks and lunch with staff in staff tea room. * Attend Laboratory Staff Meeting and Educational Training 6 monthly * LMS personal coaching * Experience active discussion in PMB (Pathology Management Board) meetings * LMS personal coaching * Proactive in receiving feedback from peers and...

Words: 500 - Pages: 2

Premium Essay

Personal Responsibility

...Academic and Personal Success is our own Responsibility GEN/200 17 June 2012 Teresa Sanders Academic and Personal Success is our own Responsibility Personal responsibility is taking liability for actions, accepting the penalties that come from those actions and accepting that what he or she do influences those around. Societal, individual, and academic triumph is all-dependent on accommodating responsibility. Personal responsibility also entails the ability of a person wisely responding to the numerous challenges and situations of life. How well we manage time, stress, and the commitment to the main goal will affect the outcome of any situation. As a first step in taking accountability for actions is to manage your time successfully. Time management is an important tool when completing goals that have time limits and constraints. Realistic goals should be set when managing the time it will take to complete each task. An example is; when you are a working and going to school full-time. You must take into consideration your work schedule, studying, assignments due, and making sure, you have time to rest so that you can remain focused. Victory in college is about superior time management. Good time management is a tricky skill to learn. Many students have not had the chance to apply time management in secondary education. During their high school years, many students have not needed to handle their time vigilantly – it has to be prepared for them. Coursework in...

Words: 1127 - Pages: 5

Premium Essay

Business

...WILKINSON INTRODUCTION Wilkinson Company history begins about 83 years ago, started by James Kemsey Wilkinson as a family business, consisting in a small shop in Leicester. After about 2 years, followed the opening of the second store, in 1969 reaching up to hold more than 28 stores and the annual turnover was £ 2.4 million. In 1973, appeared the first own brand product Wilko closely followed by 23 other products belonging to the company. In the 90's the company selling over 13,000 products and have in its portfolio over 24 million consumers. In 2000 there were already 246 Wilkinson stores all over the UK and in 2003 thus achieving an annual turnover of £ 1 billion. In 2010 the company proposed that by 2013 have 500 stores in UK but due to economic problems and taking into account the effects of the global crisis Wilkinson company stopped expansion and focused on maintaining the over 370 stores that currently holds. (Wilkinson,2013) Company's vision is : ,, Extraordinary everyday shopping in the heart of the community’’ and its mission is how the company operates with passion and respecting their values in order to achieve this vision. (Wilkinson,2013) Regarding the products it sells, the company offers a wide range of products for home: from furniture, garden products, kids toys, stationery products, decorations, health & beauty products and addressing all categories of persons, regardless of age, gender, income or education. Wilkinson has over 23,000 employees dedicated to......

Words: 3393 - Pages: 14

Premium Essay

Competency

...guide1. A competency framework describes a set of competency standards for employees and makes the expected knowledge and capabilities of employees explicit for those within and outside of the University. This set of standards has been determined by the University through a process of consultation and benchmarking. Competency frameworks are used by organisations to: • • • • • • Focus workplace performance on the organisation’s vision and values Align workplace behaviours with organisational objectives Provide a benchmark against which all individuals or a broad band of individuals can be evaluated for recruitment and selection, performance management, succession planning or promotion Facilitate matching people to roles Focus Learning and Development strategies Allow organisations to establish a competency database, especially for critical roles. This database...

Words: 3601 - Pages: 15