manage personal and professional development assignment

How to Create a Personal Development Plan: 3 Examples

For successful change, it is vital that the client remains engaged, recognizing and identifying with the goals captured inside and outside sessions. A personal development plan (PDP) creates a focus for development while offering a guide for life and future success (Starr, 2021).

This article introduces and explores the value of personal development plans, offering tools, worksheets, and approaches to boost self-reflection and self-improvement.

Before you continue, we thought you might like to download our three Goal Achievement Exercises for free . These detailed, science-based exercises will help you or your clients create actionable goals and master techniques to create lasting behavior change.

This Article Contains

What is personal development 7 theories, coaching in personal development and growth, how to create a personal development plan, 3 examples of personal development plans, defining goals and objectives: 10 tips and tools, fostering personal development skills, 3 inspiring books to read on the topic, resources from positivepsychology.com, a take-home message, frequently asked questions.

Personal development is a fundamental concept in psychology and encompasses the lifelong process of self-improvement, self-awareness, and personal growth. Crucial to coaching and counseling, it aims to enhance various aspects of clients’ lives, including their emotional wellbeing, relationships, careers, and overall happiness (Cox, 2018; Starr, 2021).

Several psychological models underpin and support transformation. Together, they help us understand personal development in our clients and the mechanisms and approaches available to make positive life changes (Cox, 2018; Passmore, 2021).

The following psychological theories and frameworks underpin and influence the approach a mental health professional adopts.

1. Maslow’s hierarchy of needs

As a proponent of the humanistic or person-centered approach to helping people, Abraham Maslow (1970) suggested that individuals have a hierarchy of needs. Simply put, they begin with basic physiological and safety needs and progress through psychological and self-fulfillment needs.

Personal development is often found in or recognized by the pursuit of higher-level needs, such as self-esteem and self-actualization (Cox, 2018).

2. Erikson’s psychosocial development

Erik Erikson (1963) mapped out a series of eight psychosocial development stages that individuals go through across their lifespan.

Each one involves challenges and crises that once successfully navigated, contribute to personal growth and identity development.

3. Piaget’s cognitive development

The biologist and epistemologist Jean Piaget (1959) focused on cognitive development in children and how they construct their understanding of the world.

We can draw on insights from Piaget’s stages of cognitive development, including intellectual growth and adaptability, to inform our own and others’ personal development (Illeris, 2018).

4. Bandura’s social cognitive theory

Albert Bandura’s (1977) theory highlights the role of social learning and self-efficacy in personal development. It emphasizes that individuals can learn and grow through observation, imitation, and belief in their ability to effect change.

5. Self-determination theory

Ryan and Deci’s (2018) motivational self-determination theory recognizes the importance of autonomy, competence, and relatedness in personal development.

Their approach suggests that individuals are more likely to experience growth and wellbeing when such basic psychological needs are met.

6. Positive psychology

Positive psychology , developed by Martin Seligman (2011) and others, focuses on strengths, wellbeing, and the pursuit of happiness.

Seligman’s PERMA model offers a framework for personal development that emphasizes identifying and using our strengths while cultivating positive emotions and experiences (Lomas et al., 2014).

7. Cognitive-Behavioral Theory (CBT)

Developed by Aaron Beck (Beck & Haigh, 2014) and Albert Ellis (2000), CBT explores the relationship between thoughts, emotions, and behavior.

As such, the theory provides practical techniques for personal development, helping individuals identify and challenge negative thought patterns and behaviors (Beck, 2011).

Theories like the seven mentioned above offer valuable insights into many of the psychological processes underlying personal development. They provide a sound foundation for coaches and counselors to support their clients and help them better understand themselves, their motivations, and the paths they can take to foster positive change in their lives (Cox, 2018).

The client–coach relationship is significant to successful growth and goal achievement.

Typically, the coach will focus on the following (Cox, 2018):

• Actualizing tendency This supports a “universal human motivation resulting in growth, development and autonomy of the individual” (Cox, 2018, p. 53).
• Building a relationship facilitating change Trust clients to find their own way while displaying empathy, congruence, and unconditional positive regard . The coach’s “outward responses consistently match their inner feelings towards a client,” and they display a warm acceptance that they are being how they need to be (Passmore, 2021, p. 162).
• Adopting a positive psychological stance Recognize that the client has the potential and wish to become fully functioning (Cox, 2018).

Effective coaching for personal growth involves adopting and committing to a series of beliefs that remind the coach that the “coachee is responsible for the results they create” (Starr, 2021, p. 18) and help them recognize when they may be avoiding this idea.

The following principles are, therefore, helpful for coaching personal development and growth (Starr, 2021).

• Stay committed to supporting the client. While initially strong, you may experience factors that reduce your sense of support for the individual’s challenges.
• Coach nonjudgmentally. Our job is not to adopt a stance based on personal beliefs or judgment of others, but to help our clients form connections between behavior and results.
• Maintain integrity, openness, and trust. The client must feel safe in your company and freely able to express themselves.
• Responsibility does not equal blame. Clients who take on blame rather than responsibility will likely feel worse about something without acknowledging their influence on the situation.
• The client can achieve better results. The client is always capable of doing and achieving more, especially in relation to their goals.
• Focus on clients’ thoughts and experiences. Collaborative coaching is about supporting the growth and development of the client, getting them to where they want to go.
• Clients can arrive at perfect solutions. “As a coach, you win when someone else does” (Starr, 2021, p. 34). The solution needs to be the client’s, not yours.
• Coach as an equal partnership. Explore the way forward together collaboratively rather than from a parental or advisory perspective.

Creating a supportive and nonjudgmental environment helps clients explore their thoughts, feelings, and goals, creating an environment for personal development and flourishing (Passmore, 2021).

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A personal development plan is a powerful document “to create mutual clarity of the aims and focus of a coaching assignment” (Starr, 2021, p. 291). While it is valuable during coaching, it can also capture a client’s way forward once sessions have ended.

Crucially, it should have the following characteristics (Starr, 2021):

• Short and succinct
• Providing a quick reference or point of discussion
• Current and fresh, regularly revised and updated

Key elements of a personal development plan include the following (Starr, 2021):

• Area of development This is the general skill or competence to be worked on.
• Development objectives or goals What does the client want to do? Examples might include reducing stress levels, improving diet, or managing work–life balance .
• Behaviors to develop These comprise what the client will probably do more of when meeting their objectives, for example, practicing better coping mechanisms, eating more healthily, and better managing their day.
• Actions to create progress What must the client do to action their objectives? For example, arrange a date to meet with their manager, sign up for a fitness class, or meet with a nutritionist.
• Date to complete or review the objective Capture the dates for completing actions, meeting objectives, and checking progress.

Check out Lindsey Cooper’s excellent video for helpful guidance on action planning within personal development.

We can write and complete personal development plans in many ways. Ultimately, they should meet the needs of the client and leave them with a sense of connection to and ownership of their journey ahead (Starr, 2021).

• Personal Development Plan – Areas of Development In this PDP , we draw on guidance from Starr (2021) to capture development opportunities and the behaviors and actions needed to achieve them.
• Personal Development Plan – Opportunities for Development This template combines short- and long-term goal setting with a self-assessment of strengths, weaknesses, and development opportunities.
• Personal Development Plan – Ideal Self In this PDP template , we focus on our vision of how our ideal self looks and setting goals to get there.

“The setting of a goal becomes the catalyst that drives the remainder of the coaching conversation.”

Passmore, 2021, p. 80

Defining goals and objectives is crucial to many coaching conversations and is usually seen as essential for personal development.

Check out this video on how you can design your life with your personal goals in mind.

The following coaching templates are helpful, containing a series of questions to complete Whitmore’s (2009) GROW model :

• G stands for Goal : Where do you want to be?
• R stands for Reality : Where are you right now with this goal?
• O stands for Options : What are some options for reaching your goal?
• W stands for Way forward : What is your first step forward?

Goal setting creates both direction and motivation for clients to work toward achieving something and meeting their objectives (Passmore, 2021).

The SMART goal-setting framework is another popular tool inside coaching and elsewhere.

S = Specific M = Measurable A = Attainable/ or Agreed upon R = Realistic T = Timely – allowing enough time for achievement

The SMART+ Goals Worksheet contains a series of prompts and spaces for answers to define goals and capture the steps toward achieving them.

We can summarize the five principles of goal setting (Passmore, 2021) as follows:

• Goals must be clear and not open to interpretation.
• Goals should be stretching yet achievable.
• Clients must buy in to the goal from the outset.
• Feedback is essential to keep the client on track.
• Goals should be relatively straightforward. We can break down complex ones into manageable subgoals.

The following insightful articles are also helpful for setting and working toward goals.

• What Is Goal Setting and How to Do it Well
• The Science & Psychology of Goal-Setting 101

1. People skills

Improving how we work with others benefits confidence, and with other’s support, we are more likely to achieve our objectives and goals. The following people skills can all be improved upon:

• Developing rapport
• Assertiveness and negotiation
• Giving and receiving constructive criticism

2. Managing tasks and problem-solving

Inevitably, we encounter challenges on our path to development and growth. Managing our activities and time and solving issues as they surface are paramount.

Here are a few guidelines to help you manage:

• Organize time and tasks effectively.
• Learn fundamental problem-solving strategies.
• Select and apply problem-solving strategies to tackle more complex tasks and challenges.
• Develop planning skills, including identifying priorities, setting achievable targets, and finding practical solutions.
• Acquire skills relevant to project management.
• Familiarize yourself with concepts such as performance indicators and benchmarking.
• Conduct self-audits to assess and enhance your personal competitiveness.

3. Cultivate confidence in your creative abilities

Confidence energizes our performance. Knowing we can perform creatively encourages us to develop novel solutions and be motivated to transform.

Consider the following:

• Understand the fundamentals of how the mind works to enhance your thinking skills.
• Explore a variety of activities to sharpen your creative thinking.
• Embrace the belief that creativity is not limited to artists and performers but is crucial for problem-solving and task completion.
• Learn to ignite the spark of creativity that helps generate innovative ideas when needed.
• Apply creative thinking techniques to enhance your problem-solving and task completion abilities.
• Recognize the role of creative thinking in finding the right ideas at the right time.

To aid you in building your confidence, we have a whole category of articles focused on Optimism and Mindset . Be sure to browse it for confidence-building inspiration.

With new techniques and technology, our understanding of the human brain continues to evolve. Identifying the vital elements involved in learning and connecting with others offers deep insights into how we function and develop as social beings. We handpicked a small but unique selection of books we believe you will enjoy.

1. The Coaching Manual: The Definitive Guide to the Process, Principles and Skills of Personal Coaching – Julie Starr

This insightful book explores and explains the coaching journey from start to finish.

Starr’s book offers a range of free resources and gives clear guidance to support new and existing coaches in providing practical help to their clients.

Find the book on Amazon .

2. The Big Leap: Conquer Your Hidden Fear and Take Life to the Next Level – Gay Hendricks

Delving into the “zone of genius” and the “zone of excellence,” Hendricks examines personal growth and our path to personal success.

This valuable book explores how we eliminate the barriers to reaching our goals that arise from false beliefs and fears.

3. The Gifts of Imperfection: Let Go of Who You Think You’re Supposed to Be and Embrace Who You Are – Brené Brown

Brown, a leading expert on shame, vulnerability, and authenticity, examines how we can engage with the world from a place of worthiness.

Use this book to learn how to build courage and compassion and realize the behaviors, skills, and mindset that lead to personal development.

We have many resources available for fostering personal development and supporting client transformation and growth.

Our free resources include:

• Goal Planning and Achievement Tracker This is a valuable worksheet for capturing and reflecting on weekly goals while tracking emotions that surface.
• Adopt a Growth Mindset Successful change is often accompanied by replacing a fixed mindset with a growth one .
• FIRST Framework Questions Understanding a client’s developmental stage can help offer the most appropriate support for a career change.

More extensive versions of the following tools are available with a subscription to the Positive Psychology Toolkit© , but they are described briefly below:

• Backward Goal Planning

Setting goals can build confidence and the skills for ongoing personal development.

Backward goal planning helps focus on the end goal, prevent procrastination, and decrease stress by ensuring we have enough time to complete each task.

Try out the following four simple steps:

• Step one – Identify and visualize your end goal.
• Step two – Reflect on and capture the steps required to reach the goal.
• Step three – Focus on each step one by one.
• Step four – Take action and record progress.
• Boosting Motivation by Celebrating Micro Successes

Celebrating the small successes on our journey toward our goals is motivating and confidence building.

Practice the following:

• Step one – Reflect momentarily on the goal you are working toward.
• Step two – Consider each action being taken to reach that goal.
• Step three – Record the completion of each action as a success.
• Step four – Choose how to celebrate each success.

If you’re looking for more science-based ways to help others reach their goals, check out this collection of 17 validated motivation & goal achievement tools for practitioners. Use them to help others turn their dreams into reality by applying the latest science-based behavioral change techniques.

17 Tools To Increase Motivation and Goal Achievement

These 17 Motivation & Goal Achievement Exercises [PDF] contain all you need to help others set meaningful goals, increase self-drive, and experience greater accomplishment and life satisfaction.

Created by Experts. 100% Science-based.

Personal development has a rich and long history. It is underpinned by various psychological theories and remains a vital aspect of creating fulfilling lives inside and outside coaching and counseling.

For many of us, self-improvement, self-awareness, and personal growth are vital aspects of who we are. Coaching can provide a vehicle to help clients along their journey, supporting their sense of autonomy and confidence and highlighting their potential (Cox, 2018).

Working with clients, therefore, requires an open, honest, and supportive relationship. The coach or counselor must believe the client can achieve better results and view them nonjudgmentally as equal partners.

Personal development plans become essential to that relationship and the overall coaching process. They capture areas for development, skills and behaviors required, and goals and objectives to work toward.

Use this article to recognize theoretical elements from psychology that underpin the process and use the skills, guidance, and worksheets to support personal development in clients, helping them remove obstacles along the way.

Ultimately, personal development is a lifelong process that boosts wellbeing and flourishing and creates a richer, more engaging environment for the individual and those around them.

We hope you enjoyed reading this article. Don’t forget to download our three Goal Achievement Exercises for free .

Personal development is vital, as it enables individuals to enhance various aspects of their lives, including emotional wellbeing, relationships, careers, and overall happiness.

It promotes self-awareness, self-improvement, and personal growth, helping individuals reach their full potential and lead fulfilling lives (Passmore, 2021; Starr, 2021).

Personal development is the journey we take to improve ourselves through conscious habits and activities and focusing on the goals that are important to us.

Personal development goals are specific objectives individuals set to improve themselves and their lives. Goals can encompass various areas, such as emotional intelligence, skill development, health, and career advancement, providing direction and motivation for personal growth (Cox, 2018; Starr, 2021).

A personal development plan typically comprises defining the area of development, setting development objectives, identifying behaviors to develop, planning actions for progress, and establishing completion dates. These five stages help individuals clarify their goals and track their progress (Starr, 2021).

• Bandura, A. (1977). Social learning theory . Prentice-Hall.
• Beck, A. T., & Haigh, E. P. (2014). Advances in cognitive therapy and therapy: The generic cognitive model. Annual Review of Clinical Psychology , 10 , 1–24.
• Beck, J. S. (2011). Cognitive behavior therapy: Basics and beyond . Guilford Press.
• Cottrell, S. (2015). Skills for success: Personal development and employability . Bloomsbury Academic.
• Cox, E. (2018). The complete handbook of coaching . SAGE.
• Ellis, A. (2000). Can rational emotive behavior therapy (REBT) be effectively used with people who have devout beliefs in God and religion? Professional Psychology-Research and Practice , 31 (1), 29–33.
• Erikson, E. H. (1963). Youth: Change and challenge . Basic Books.
• Illeris, K. (2018). An overview of the history of learning theory. European Journal of Education , 53 (1), 86–101.
• Lomas, T., Hefferon, K., & Ivtzan, I. (2014). Applied positive psychology: Integrated positive practice . SAGE.
• Maslow, A. H. (1970). Motivation and personalit y (2nd ed.). Harper & Row.
• Passmore, J. (Ed.). (2021). The coaches’ handbook: The complete practitioner guide for professional coaches . Routledge.
• Piaget, J. (1959): The Psychology of intelligence . Routledge.
• Rose, C. (2018). The personal development group: The students’ guide . Routledge.
• Ryan, R. M., & Deci, E. L. (2018). Self-determination theory: Basic psychological needs in motivation, development, and wellness . Guilford Press.
• Seligman, M. E. (2011). Authentic happiness using the new positive psychology to realize your potential for lasting fulfillment . Nicholas Brealey.
• Starr, J. (2021). The coaching manual: The definitive guide to the process, principles and skills of personal coaching . Harlow: Pearson Education.
• Whitmore, J. (2009). Coaching for performance . Nicholas Brealey.

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BTEC Level 3 Diploma in Business Administration: Unit 2: Manage Personal and Professional Development

Learning Objective 1: Be able to identify personal and professional development requirements Assessment Criteria 1.1 Compare sources of information on professional development trends and their validity 1.2 Identify trends and developments that influence the need for professional development

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Your guide to personal and professional development

January 23, 2022 The first month of the year is almost over, but it's never too late to start setting your personal and professional goals. Whatever those may be, making a plan and getting intentional is an essential first step. Kick off 2022 with a growth mindset; the work you do today could set you on your path to CEO Excellence —preorder this forthcoming McKinsey book for insight on the six mindsets that set the best leaders apart from the rest. Or dive deeper with key insights on topics that could put you on the path to personal and professional development, including:

• developing new skills for continuous learning
• seeking or providing mentorship
• setting your leadership priorities
• taking care of your physical, mental, and emotional well-being

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Unit 13 Personal and Professional Development Assignment

Introduction

This Personal and Professional Development Assignment is related with the personal and professional development of an individual in an organization. Different approaches to development and managing skills are considered and discussed in the assignment to bring out the understanding of the self- managed learning and the personal and professional development . There are also benefits to these approaches which are explained in the assignment. In this assignment the self analysis of the skills and the competencies are also understood and hoe this can be achieved. Self SWOT analysis and the needs to achieve the overall development of an individual are briefly described. A development plan and the feedback or the evaluation of the performance and the development of an individual are also covered in the assignment. This assignment also talks about the problems of the work and the interpersonal skills and the skills which can be transferred as well as the time management skills.

 The aim or the purpose of the assignment is to develop the understanding of self analysing the skills and the competencies in order to achieve the achievement in own goals and the objectives effectively as well as efficiently. This assignment is designed to build an understanding the different methods and the plans of learning and developing the professional and personal skills.

Report - Introduction

This report includes the different approaches and the methods to manage the self learning and gaining the lifelong learning from these approaches. This report further discusses the different ways of improving the personal and professional lifelong learning of an individual. The report will explain the benefits of the self learning capability of an individual to an organization and to the person.

Self-managed learning approaches :  Self managed learning or the self directed learning is the process of learning in which the person understands the skills of learning and identifies the different sources and the learning capabilities of the individual. In this the person learns the development without the help of others and also provides the management of these skills in a manner to gain the maximum achievement in an organization. This learning technique provides the individual to analyse the desires and the wants to achieve.

Approaches to self managed learning are the ways or the efforts that can be put to achieve the self directed learning (Cunningham, 2010). These are mentioned below:

Research- An individual can obtain or achieve the learning by researching on different heads and attain the maximum knowledge on the same for improving the knowledge and the understanding of that. The research is the method to understand the topic and gain the knowledge on the same in deep.

• Superiors or mentors- The learning can be achieved by the experienced superiors and the coaches or the mentors. The mentors and the coaches of the organization provide the knowledge and improve the skills of the person in a manner to achieve the objectives of the organization effectively. The learning can be developed through observing these people in the organization.
• Meetings and seminars- The meeting and the seminars are also important in self learning management. The seminars which are conducted by the organization or the conferences where the discussion happens can be beneficial to gain the self learning to an individual. These improve the skills of communicating as well as provide the encouragement and eliminate the fear of communicating in the public.
• Access to internet- Internet is the best medium to learn anything anytime without any long process. The learning becomes easy with the technology. The internet can help an individual to develop the skills and learn the different skills and knowledge. The internet access is an easy way and an effective approach to gain the self learning management.
• Newspapers or information boards- The news papers and the bulletin boards are another methods which can improve the learning of an individual and improve the knowledge and skills of the people of the organization. The self learning can be developed through this method (Bunderson & Boumgarden,  2010).
• S.M.A.R.T goals setting- The S.M.A.R.T refers to the Specific, Measurable, Achievable, Relevant, Time bound. These goals provide the basic features of the person which helps in achieving the success by the work. These goals help to analyse the five such situations in a person and able to identify the needs to improve among these features.
• Personal vision and mission setting- The person can also improve the self learning by setting the personal vision and the mission of the person as an individual and then analyse them and work on achieving them.
• Theoretical model of self-learning management- In this model four steps related to the self learning are explained they are planning, monitoring, controlling, evaluating.

Ways of encouraging lifelong learning in professional and personal contexts

Lifelong learning is the continuous learning of an individual which provides the advance and deep knowledge about the different concepts. For lifelong learning an individual should put efforts and should analyse the performance and the development of the individual continuous and lifelong. The popular or the general used way to achieve the lifelong learning is the evaluation of the strengths, weakness, opportunities and threats of an individual. This technique is the SWOT analysis of the person. Another way to improve lifelong learning in both the contexts is strong leadership skills and also the improved and better communication skills. The encouragement in the lifelong learning can also be done by the motivation and achievement of the tasks and the goals of the individual.

These ways and the methods of encouragement whole life learning are discussed understood in detail here below:

• SWOT or self evaluation- The self evaluation or the SWOT analysis of an individual is the great approach or the method to increase the encouragement to learn and gain the knowledge and improve the skills in the both the contexts of the personal life as well as the professional life.  In the self evaluation an individual get the chance to analyse or evaluate the strength that the person has, the weakness which becomes the challenge to achieve the tasks, the opportunities which occur and provide the chance to achieve something and the threat which generates the risk of decreasing the performance of the employee or the individual.
• Strong leadership skills- To develop the lifelong learning the individual must consider the way of strong and the effective leadership skills in him. The strong leadership skills help the individual in leading and directing the life in a correct manner on a correct path. The clear understanding of goals and the clear performance analysis helps the individual in gaining the lifelong learning and the good skills to manage the personal as well as the professional life.
• Better communication skills- Communication skills of the individual matters the most in a corporate world as well as in personal life. The better communication skill of the person encourages or improves the personal as well as the professional life of the person. The communication skills are needed in an organization for each level. The organization people have to deal with the clients and the customers on a regular basis and the personal life and the social life is surrounded or covered by the communication with the people. The effective communication provides the lifelong advantage and the improvement in the personality and the personal and professional context as well.
• Achievement and motivation- The achievement in the life of an individual improves and encourages the life of the person as it has the impact on the person identity as well as the personal and professional life of the individual. The achievement of the goals or the tasks can be successfully completed if they are followed by the understood goals and the objectives. This provides the lifelong learning and the efficiency among them. The motivation helps to satisfy the individual and provide the lifelong learning. The motivation to work and the different motivational strategies of the people of the organization provides the encouragement to the individual to work more effectively and with efficiency to provide the more productive results and the improved personal and professional life of an individual (Hoyle, et.al, 2010).

Benefits of self-managed learning

The self managed or the self regulated learning is the effective way to analyse and evaluate own competencies and skills and improve and develop them to gain the achievement of effective results and the efficiency in the work. There are certain benefits to the individual as well as the organization in achieving the self managed learning.

The benefits of self managed learning to the individual are discussed below:

• Continuous learning- The self managed learning technique provides the continuous learning to the individual and also improves the capacity of lifelong learning. The continuous learning provides the constant development and enhances performance regularly.
• Self evaluation- By the self learning management the individual enables to achieve the self evaluation task effectively and understand the own results which helps to improve them accordingly. The self evaluation provides the self actualization to an individual.
• Enhances satisfaction level- The satisfaction level of the individual regarding job and regarding different aspects of the life increases by the self learning ability of an individual.
• Attaining weakness and threats- The self learning capability of an individual provide the advantage of gaining the weakness and the threats of the individual and provide the solution about how these weakness and the threats can be cope up. This advantage of attaining the weakness and the threats of an individual on time provides the efficiency in the work of the person.
• Build confidence- It builds up the confidence among the person as the analysed situation of the person brings him more confident about what could be achieved and what could not and how the negative aspects can be improved to provide the better results.
• Effectiveness in work and improved efficiency- The effectiveness and efficiency runs together and the people of the organization needs to achieve these two in the achieved objectives or tasks. The self learning ability of an organization provides the effectiveness in the work and the efficiency is also improved.

The benefits of self managed learning to the organization are discussed below:

• Improves learning skills of the employee- The learning skills of the employee as the self learning ability provides the learning methods and the ways to the employee.
• Improvements in environment- The environment of the organization also improves because of the people of the organization work and communicate effectively and in a manner to improve the skills which brings the positive vibes to the organization.
• Increased profits- The profits of the company or the organization also increases as the employees are clear about their goals and the objectives and perform better to achieve them as they know their weakness and strength.
• Enhanced performance of the organization- The performance of the organization also increases as employees put extra and effective efforts to complete the objectives of the organization. The employees also work on the performance of themselves which helps to increase the overall performance of the organization.
• Focused employees- It also helps the employee to focus on the work and increases the concentration power of the employee as it provides the stability to the employee mind and to understand the goals correctly (Bezzina, et.al, 2010).

 The study of this report help us to build a conclusion that the there are various approaches to self learning management which can improve the skills and the competencies of the individual. The lifelong learning can improve the knowledge of the individual and it provides the ability to learn for the whole life of an individual. It also brings us to the conclusion that there are various benefits to the organization and individual of self learning management.

2.2&2.3 SWOT analysis

In relation to identifying and developing the needs the best suited way is the SWOT analysis that would help in identifying the strength, weakness, opportunity and threats that can affect the person. They are mentioned below-

2.4 Devise a personal and professional development plan based on identified.

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The organization in the today competitive world needs the people who can achieve the objectives and the goals of the organization effectively and efficiently. To develop such skills in the people the development should be provided. The development plan is the process in which the overall development steps to achieve the skills and the competencies of the employee are included.

Process and activities of the implementation of the development plan

The personal and professional development in the organization and its employees are very important in this competitive and changing world. The organization needs to improve the professional as well as the personal skills of the employees so as to gain the maximum benefit in achieving the goals of the organization. In order to provide such development the organization some organization uses the development plan which features some activities required:

• Scope of professional or personal development plan- The plan aim to provide the development to the areas in which the employees need to develop. The personal and the professional development in an employee will be increased by the organization.
• Relationship between personal development plan and the interlinked factors- The development plan and the relationship between the links of the plan are understood under efforts in context of this.
• Implementatio- The implementation of these plans are not easy as these plans need to achieve the efforts of the organization in a manner to provide the properly communicated and the training of the employees and in self learning management as some of the employees may not be able to understand self learning.
• Influence- The impact of the personal development is a positive one in which the employees are responsible for their development (Eckert & Clarkson, 2010).

Undertake and document development activities as planned

The professional and personal development plan includes the various activities which are to be performed. Some of the important points or the activities which are to be considered while preparing a document for the development plan are:

• To develop the document.
• To gather all information and the requirements of the plan.
• To bring out the meeting notes and the decisions of the meetings.
• To record the decisions and the result of the meetings.
• To review the document prepared.
• To identify the errors.
• Provide the presentation of the document.

Reflect critically on own learning against original aims and objectives set in the development plan

It is very important for an individual to develop the skills and the competencies for the professional and the personal development. The organization provides the development plan to the people of the organization to manage and to develop the skills and the abilities of the employees to achieve more. The employee using these plans should improve and develop the skills and the capabilities and then should able to analyse the learning and the objectives of the development plan. The employees should be able to compare the objectives and the aims of the development plan and the achieved objectives by the individual (Shucksmith, et.al, 2010).

The self learning and the objectives of the development plan should provide the understanding of what work has been done, what are the skills developed, what is achieved, what needs to be improved further. To achieve the desired goals a proper analysis of the achieved work should be considered. The organization should improve the ability of the employees to understand and compare between the achieved results and in aims and the objectives of the development plan.

Update the development plan based on feedback and Evaluation

Updated development plan.

In this report the interpersonal skills and the transferrable skills are discussed. The problems which are related with the work and their solutions are defined in this report. The different styles of communication at the various levels are explained as well as the effective strategies of the time managing are provided in this assignment.

Solutions to work-based problems

In the workplace the employee or the employers face the different types of problems which are to be solved according to the situations and the structures. The work based problems are those which the people of the organization face in the daily operations. To improve the efficiency of the organization and to increase the performance of the organization it is required to provide the solutions to the problems of the work. Here is the solution to work based problems-

• Identification of problems- The identifying the issue or the problem is to be done. The identification of the problem refer to find the issue or the problem which took place and why.
• Understand the people opinion- to understand the opinion of the people or the take on the problem of the people of the organization is needed to be understood.
• List the solutions- The solutions to the problems should be listed down. The possible remedy to the issue occurred should be written down.
• Examine the solutions- The solutions listed should properly examined and evaluated so as to find out the most effective and efficient solutions.
• Select a solution- The solution which is most appropriate and effective must be selected.
• Provide a solution- The solution must be provided to eliminate the problem (Escarrabill, et.al, 2015).

 Communicate in a variety of styles and appropriate manner at various levels

Communication in the organization is very important as it provides the easy working and  efficient working to the organization. The communication in an organization takes place in different forms which provides the different styles of communication at different levels of the organization.

• The higher authorities can be communicated the board of directors in formal sessions or in meetings which provides the professionalism in an organization and the discussion is done in an effective manner.
• The middle level employees or the mangers can be communicated through the conferences or the seminars of the organization. It provides the proper way of communication. The verbal or the written forms of communication can be used by these level managers. Through mails and notices the communication can be done.
• The lower level managers and the employees can be communicated by the organization in a manner of notices or the big meetings and the conferences. It is the correct way to communicate in an organization at different levels.

The organization should use the written form of communicating the different levels as it is the best method to disseminate the information to the various people and is the effective way of communicating in the organization (Rocha, 2015).

      Effective time management strategies

Time management is the crucial factor of the organization which needs to be improved. The time management should be done so as to achieve the maximum results in efficient time and which does not create hectic schedule for the organization and people. The time management can be done to achieve the desired results on time and effectively and efficiently as well (Bach & Grant, 2015). There are some strategies to manage the time effectively-

• Maintaining a diary- To manage the time on should use the diary management strategy. According to this to manage the time the diary should be maintained and the important tasks and the time allotted should be noted to complete those tasks accordingly.
• Prioritizing the work- Prioritizing the task refers to that the tasks should be provides the importance first which are to be done first. To giving the priority to the task on the basis of importance helps to manage the time and complete the task effectively and efficiently.
• Dividing the tasks- The tasks should be divided among the different people so as to achieve the task properly and efficiently. It will help to manage the time of the people and the maximum results will be produced (Robbins, et.al,  2011).

The report prepare bring us to conclusion that the self learning ability and the lifelong learning helps the organization and the individual in gaining the benefit of effectiveness and the efficiency in the performance of the organization as a whole as well as in developing the various skills and the competencies in an individual. The personal and the professional development of the individual are done by this. The report was able to communicate the self evaluation techniques and the different methods such as SWOT analysis deeply. The personal and the professional development and the development plan in an organization and its uses are properly communicated in the report. The interpersonal skills and the transferrable skills are also discussed. The report brings us to conclusion that the different strategies to manage time are also needed.

 Bezzina, F.H. 2010, "Investigating gender differences in mathematics performance and in self?regulated learning: An empirical study from Malta", Equality, Diversity and Inclusion: An International Journal, vol. 29, no. 7, pp. 669-693.

Bach, S. & Grant, A. 2015, Communication & interpersonal skills in nursing, 3rd edn, Learning Matters, an imprint of Sage Pulications, Ltd, Thousand Oaks, California;London;.

Barnett, C. 2012, "Our friend electric: Indian company Tata is making moves in the UK with its Ace CV", Motor Transport, , pp. S7.

Bryson, D. 2011, "The Personal Development Planning Cycle", Journal of Visual Communication in Medicine, vol. 34, no. 4, pp. 177-182.

Bunderson, J.S. & Boumgarden, P. 2010, "Structure and Learning in Self-Managed Teams: Why "Bureaucratic" Teams Can Be Better Learners", Organization Science, vol. 21, no. 3, pp. 609-624.

Cunningham, I. 2010, "Learning to lead - self managed learning and how academics resist understanding the process", Development and Learning in Organizations: An International Journal, vol. 24, no. 2, pp. 4-6.

Eckert, C.M. & Clarkson, P.J. 2010, "Planning development processes for complex products", Research in Engineering Design, vol. 21, no. 3, pp. 153-171.

Escarrabill, J., Clèries, X. & Sarrado, J.J. 2015, "Transferable skills of healthcare professionals in providing homecare in chronically ill patients", Atencion primaria / Sociedad Española de Medicina de Familia y Comunitaria, vol. 47, no. 2, pp. 75.

Gupta, G. & Mishra, R.P. 2016, "A SWOT analysis of reliability centered maintenance framework", Journal of Quality in Maintenance Engineering, vol. 22, no. 2, pp. 130-145.

Hoyle, R. 2010, "Winning the self-managed learning war", Training Journal, , pp. 41.

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Management: Personal and Professional Development

Introduction.

Management is an important part of any business. Many success stories in the business world have been due to effective management practices. This paper is an analysis of the concept of management and how it relates to business. It embarks on a series of research questions into the most crucial part of management which is leadership.

Management is a term that is used to broadly mean the:

“process of designing and maintaining an environment in which individuals, working together in groups, efficiently accomplish selected goals” (Koontz & Weihrich 2004).

It involves the processes of planning, organizing (co-coordinating), leading, and controlling. Management is also responsible for such activities as listed below:

• Infrastructural development which includes: accounting, finance, strategic planning;
• human resource management which includes recruiting, training, and development of existing competencies, compensation management such as pension and welfare benefits;
• technology development which includes: product and process improvement through new innovations, and lastly procurement (material acquisition of the necessary raw materials for the organization (What does management mean, n.d.).

Let us look at the functions of management in detail.

Planning. It involves making a blueprint for the organization as to how to achieve objectives and the future plans of the company in the short and long term. It is the first step in a business management model.

Organizing. It involves the marshaling of resources and works force to implement the objectives set out in the plan. It involves co-coordinating the various departments by assigning certain tasks to individuals and departments in the company.

Leading. It is the most crucial part and it entails directing and influencing individuals to perform tasks. It calls for effective communication and use of power as well as motivation to ensure that subordinates effectively carry out organizational tasks.

Controlling. This is the function that calls for ensuring that the company does not deviate from the main objectives of the organization by ensuring that performance standards that have been established are in sync with those standards which are being met. It also calls for taking corrective measures upon the realization that these standards are not being met or achieved.

According to Mintzberg as quoted by Koontz and Weihrich (2004, p.16), a manager has the following ten roles:

Interpersonal roles

Under this, he identified these key roles:

• The figurehead role is the ceremonial role of being the social representative of the organization.
• The leader of the organization has been discussed above.
• The liaison role to other companies in the market.

Informational roles

Under this, we have the roles of:

• The recipient role involves receiving information about the organization with regards to the market, competition, products, and the subordinates.
• The disseminator role involves the communication of information to the subordinates such as training ideas, business objectives as well to the shareholders.
• The spokesperson role entails disseminating information about the organization to outsiders like the media on recent stock turnovers and profit margins.

Decision roles

Under this, we have these roles:

• The entrepreneurial role involves making decisive decisions about which direction to lead the company in and the possible benefits of taking different risks to develop the organization.
• Disturbance-handler role of taking responsibility for the mistakes made and taking corrective measures.
• Resource allocator role involving making decisions on how to use the various resources available and in which proportions.
• Negotiator role of dealing with various people and mediating or arbitrating where necessary.

This next section will deal with the leadership aspect of management as the overall basis for this research paper. This paper is interested in solving the question of leadership inefficiencies. The research question that directed my analysis of leadership is as follows: What factors account for the effectiveness of some leaders and perpetual growth in their companies while others get side-tracked and less effective in the senior levels of management?

The research methodology undertaken in this paper is in form of questionnaires. Some of these questions are listed below:

What are the personal attributes that interact or combine with the organization’s day-to-day activities? This question seeks to establish the qualities of an effective leader in making a company successful with a look at how these work well for the leader in promoting and sustaining growth.

Is good or bad leadership a different qualitative phenomenon? According to Sternberg (2007), good leaders exercise a degree of intelligence, creativity, and knowledge in managing organizations. Bad leaders however show a lack of wisdom and cognitive irrationalities that inhibit their efficiency in their leadership roles.

How do leaders adapt to changes in the business environment during the course of their professional careers so as to continually advance their organization’s agenda into positive growth? This question seeks to answer the age-old question “what makes them different” This question seeks to understand why do some leaders lag behind in the face of change while others soldier on exploring new things to achieve success (Lindberg & Craig 2006, pp.12-30).

How can leaders be helped to learn from past experiences? This question looks at the specific aspect of seeing failures and mistakes as slip-ups that should be inspected in order to prevent their recurrence. This question seeks to establish why good leaders will not blame external forces or others for errors but will instead enlist a collaborative approach to push the organization forward. This may involve raising anxiety arousing questions that call for a chronological reflection of the mistakes maybe and making a collaborative effort in preventing these errors from recurring (Hackman & Wageman 2007, pp.43-47).

The data needed to answer these questions is mostly from respondents of questionnaires, statistical records of leading business companies as well as articles related to successful leaders, and lastly, interviews conducted with selected company executives who have excelled in their organizations and with those who may not have had such luck.

The expected challenges in carrying out this research include:

• Unresponsive respondents may feel ashamed of their failures as leaders in their respective organizations.
• Some respondents may not wish to divulge their “secrets of success”.
• It may also prove to be difficult to get a one-on-one audience with some multinational executives.

I find this research particularly fascinating and challenging as it forms the most crucial part of management in my opinion. People are ready to work harder in their organizations under effective and efficient leadership that motivates and works together with the subordinates and not at in abdication. The leader should work in collaboration with the subordinates and not in an authoritarian or laissez-faire manner. This, I think, is what makes for a substantive effect on good management and effective leadership.

In conclusion, this research paper summarizes the topic of leadership through analysis and formulation of the basic question of what makes for good leadership and how leaders can embrace change in order to enhance their leadership skills and in turn the affect the growth of the organization. It establishes what sort of data can be used to collect information on this topic and it relates it to management as a whole. Lastly, it looks at the challenges or limitations in conducting this research study.

Hackman, J R & Wageman R 2007, Asking the right questions about leadership, American Psychologist, pp. 43-47, Web.

Koontz, H & Weihrich, H 2004, Essentials of Management , (5th ed.), McGraw-Hill, New Delhi.

Sternberg, R J 2007, A Systems Model of Leadership: WICS, American Psychologist, no. 62, pp.34-42, Web.

Lindberg, J T & Craig B S 2006, The Qualitative Study of Leadership: research methods and Substantive Findings, Center for Creative Leadership, pp.12-30, Web.

What Does Management Mean (n.d.), Universal teacher Publications , 2010. Web.

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Unit of competency details

Bsbpef501 - manage personal and professional development (release 1).

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Training packages that include this unit

Qualifications that include this unit, skill sets that include this unit, accredited courses that have this unit in the completion mapping, classifications, classification history.

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Unit of competency

Modification history, application, unit sector, elements and performance criteria, foundation skills.

• Investigates and uses a range of strategies to develop personal competence
• Analyses and interprets textual information from organisational policies and practices or feedback to inform personal development planning
• Uses feedback to prepare reports that summarise ways to improve competence
• Uses active listening and questioning to seek and receive feedback
• Identifies how own role contributes to broader organisational goals
• Considers organisational protocols when planning career development of self and others
• Selects and uses appropriate conventions and protocols when communicating with diverse stakeholders
• Uses interpersonal skills to establish and build positive working relationships with others
• Plans and prioritises tasks in order to meet deadlines, manage role responsibilities and to manage own personal welfare
• Identifies and uses appropriate technology to improve work efficiency
• Uses technology to manage and prioritise work tasks

Unit Mapping Information

• BSBLED503 Maintain and enhance professional practice
• BSBWOR501 Manage personal work priorities and professional development.

Assessment requirements

Performance evidence.

• develop and implement a plan for own personal and professional development
• manage personal and professional development of at least two other individuals.
• identify roles and responsibilities of team members
• support two different individuals to develop work goals that align with their role and responsibilities
• facilitate team member access to relevant personal and professional development activities
• use technology to organise and prioritise tasks and commitments of a team or work area
• research and implement techniques for maintaining health and wellbeing of self and others
• develop personal work goals, plans and activities to meet work goals
• measure personal work performance, including assessing competency against competency standards
• participate in personal and professional development activities to develop professional competence.

Knowledge Evidence

• roles and responsibilities of team members
• principles and techniques involved in the management or organisation of:
• performance measurement
• personal behaviour, self-awareness and personality traits identification
• personal development plans
• personal goal setting
• task prioritisation
• common personal and professional development activities relevant to the industry
• technology to plan and prioritise work tasks
• techniques to manage health and wellbeing in the workplace
• organisation’s human resources policies and procedures relevant to professional development.

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CSCI 5980/8980 

Machine learning for healthcare: concepts and applications.

Meeting Time: 11:15 AM‑12:30 PM TTh  Instructor: Yogatheesan Varatharajah Course Description: Machine Learning is transforming healthcare. This course will introduce students to a range of healthcare problems that can be tackled using machine learning, different health data modalities, relevant machine learning paradigms, and the unique challenges presented by healthcare applications. Applications we will cover include risk stratification, disease progression modeling, precision medicine, diagnosis, prognosis, subtype discovery, and improving clinical workflows. We will also cover research topics such as explainability, causality, trust, robustness, and fairness.

Registration Prerequisites: CSCI 5521 or equivalent. Complete the following Google form to request a permission number from the instructor ( https://forms.gle/z8X9pVZfCWMpQQ6o6  ).

Visualization with AI

Meeting Time: 04:00 PM‑05:15 PM TTh  Instructor: Qianwen Wang Course Description: This course aims to investigate how visualization techniques and AI technologies work together to enhance understanding, insights, or outcomes.

This is a seminar style course consisting of lectures, paper presentation, and interactive discussion of the selected papers. Students will also work on a group project where they propose a research idea, survey related studies, and present initial results.

This course will cover the application of visualization to better understand AI models and data, and the use of AI to improve visualization processes. Readings for the course cover papers from the top venues of AI, Visualization, and HCI, topics including AI explainability, reliability, and Human-AI collaboration.    This course is designed for PhD students, Masters students, and advanced undergraduates who want to dig into research.

Registration Prerequisites: Complete the following Google form to request a permission number from the instructor ( https://forms.gle/YTF5EZFUbQRJhHBYA  ). Although the class is primarily intended for PhD students, motivated juniors/seniors and MS students who are interested in this topic are welcome to apply, ensuring they detail their qualifications for the course.

Visualizations for Intelligent AR Systems

Meeting Time: 04:00 PM‑05:15 PM MW  Instructor: Zhu-Tian Chen Course Description: This course aims to explore the role of Data Visualization as a pivotal interface for enhancing human-data and human-AI interactions within Augmented Reality (AR) systems, thereby transforming a broad spectrum of activities in both professional and daily contexts. Structured as a seminar, the course consists of two main components: the theoretical and conceptual foundations delivered through lectures, paper readings, and discussions; and the hands-on experience gained through small assignments and group projects. This class is designed to be highly interactive, and AR devices will be provided to facilitate hands-on learning.    Participants will have the opportunity to experience AR systems, develop cutting-edge AR interfaces, explore AI integration, and apply human-centric design principles. The course is designed to advance students' technical skills in AR and AI, as well as their understanding of how these technologies can be leveraged to enrich human experiences across various domains. Students will be encouraged to create innovative projects with the potential for submission to research conferences.

Registration Prerequisites: Complete the following Google form to request a permission number from the instructor ( https://forms.gle/Y81FGaJivoqMQYtq5 ). Students are expected to have a solid foundation in either data visualization, computer graphics, computer vision, or HCI. Having expertise in all would be perfect! However, a robust interest and eagerness to delve into these subjects can be equally valuable, even though it means you need to learn some basic concepts independently.

Sustainable Computing: A Systems View

Meeting Time: 09:45 AM‑11:00 AM  Instructor: Abhishek Chandra Course Description: In recent years, there has been a dramatic increase in the pervasiveness, scale, and distribution of computing infrastructure: ranging from cloud, HPC systems, and data centers to edge computing and pervasive computing in the form of micro-data centers, mobile phones, sensors, and IoT devices embedded in the environment around us. The growing amount of computing, storage, and networking demand leads to increased energy usage, carbon emissions, and natural resource consumption. To reduce their environmental impact, there is a growing need to make computing systems sustainable. In this course, we will examine sustainable computing from a systems perspective. We will examine a number of questions:   • How can we design and build sustainable computing systems?   • How can we manage resources efficiently?   • What system software and algorithms can reduce computational needs?    Topics of interest would include:   • Sustainable system design and architectures   • Sustainability-aware systems software and management   • Sustainability in large-scale distributed computing (clouds, data centers, HPC)   • Sustainability in dispersed computing (edge, mobile computing, sensors/IoT)

Registration Prerequisites: This course is targeted towards students with a strong interest in computer systems (Operating Systems, Distributed Systems, Networking, Databases, etc.). Background in Operating Systems (Equivalent of CSCI 5103) and basic understanding of Computer Networking (Equivalent of CSCI 4211) is required.

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