Planning and Organizing Personal and Professional Development

Chris Sangster

• Publisher: Routledge
• Year: 2017
• eBook ISBN: 9781351910934
• Edition: 1
• Topic: Business
• Subtopic: Business General
• Index: Business

Chris Sangster's book is a practical, step-by-step guide to personal and professional development that covers the strategy, techniques and philosophy behind the process. Lifelong learning, the shift from trainer-centred delivery to learner-centred development and the opportunities provided by new technologies, place considerable onus on individuals to take responsibility for their own learning. This guide will help trainers and facilitators to enable learners to do just that. There are, at least, three different participants involved in any meaningful and sustainable process of personal development at work - the learner, his or her line manager and mentor(s), and the training (or development support) function. Chris Sangster provides a route map for each of these three roles. He offers a simple, compelling triangular model to illustrate the interaction of each and places particular emphasis on 'learning outcomes' - as opposed to inputs, focusing attention and objective measurement on learning that manifests itself through application, achievement and changes in behaviour. Whether you are looking for a complete and holistic process for developing your people or a highly readable guide to unravelling the myths of development - such as the confusion between personal and professional development - this book has it all.

Contents

1. Preface
2. I Setting your sights on the CPD goal
   1. 1 What is CPD?
   2. 2 Personal and professional: the difference
   3. 3 Mixing and matching
   4. 4 Personal and professional: the subdivision
   5. 5 Individual empowerment
   6. 6 Empowerment 'free flight'
   7. 7 Some benefits of empowerment
   8. 8 Making empowerment work
   9. 9 Empowerment in context
   10. 10 The benefits of setting out a plan
   11. 11 The benefits of a systematic approach
   12. 12 The principle of 'triangular integration'
   13. 13 The integrated triangle
3. II Mapping your development path
   1. 14 The difference between training and learning development
   2. 15 Tracks and paths
   3. 16 The benefit of 'time outs'
   4. 17 The structure of objectives
   5. 18 Objectives: the facts
   6. 19 Psychomotor and cognitive objectives
   7. 20 Affective objectives
   8. 21 Cognitive objectives in detail
   9. 22 Advanced cognitive stages
   10. 23 An ongoing process
   11. 24 Business, departmental and individual objectives
   12. 25 Identifying stages
   13. 26 Milestoning
   14. 27 Modularization
   15. 28 Checking for hazards
4. III Getting your team together
   1. 29 Triangular integration in action
   2. 30 Motivating the manager
   3. 31 The support function in our triangle
   4. 32 Building the mentoring team
   5. 33 Setting lines of communication
   6. 34 Contracting to work together
   7. 35 Working and existing together co-operatively
5. IV Adding individual inputs to the team outcome
   1. 36 The holistic effect in detail
   2. 37 The holistic bonus
   3. 38 Involving line managers
   4. 39 Selling the benefits
   5. 40 Launching the concept of changing roles to DSF
   6. 41 Change begins to appear
   7. 42 Individual empowerment
   8. 43 Addressing strengths and shortfalls
   9. 44 Identifying needs
   10. 45 The outcome of the process
   11. 46 Eliminating the hidden agenda
   12. 47 Co-operation on a sliding scale
   13. 48 Planning and recording
6. V Moving along the development path
   1. 49 Preparing sound foundations
   2. 50 Setting off on individual development paths
   3. 51 The great time perspective
   4. 52 Goals and milestones
   5. 53 The Personal Pending file
   6. 54 Using a 'Things to Do' list
   7. 55 Personal planning
   8. 56 Personalized planner: suggested headings
   9. 57 A planning system
   10. 58 Monitoring progress
   11. 59 Prevention rather than cure
   12. 60 The power of communication
7. VI Learning along the way
   1. 61 Reviewing the options
   2. 62 The hypothetical development challenge
   3. 63 Selecting from the range
   4. 64 Introducing objectivity into the selection
   5. 65 Selecting horses for courses
   6. 66 Overviewing the 'learning big picture'
   7. 67 Self-study
   8. 68 Open and distance learning
   9. 69 Training courses
   10. 70 Criteria for course type and technique evaluation
   11. 71 Coaching
   12. 72 Mentoring
   13. 73 The limitless scope of mentoring
   14. 74 Altering our perspective
   15. 75 The selection process
   16. 76 Viewing th...

Table of contents

• Cover
• Half Title
• Title
• Copyright
• Contents
• Preface
• I Setting your sights on the CPD goal
• II Mapping your development path
• III Getting your team together
• IV Adding individual inputs to the team outcome
• V Moving along the development path
• VI Learning along the way
• VII Selecting the proper equipment
• VIII Charting progress
• IX Reviewing progress
• X Keeping our eye on the goal
• XI Character building
• XII Distant hills-charted paths