Assignment One Personal Development Essay

1.Brief Introduction (300 words)I am sedulous by the a Policy & deoxyadenosine monophosphate supplying Manager in spite of appearance the fittingness to Practise theatre directorate to an follower Director. In my annual appraisal last year, my descent manager raised anguishs regarding my conversation skills, specifically well-nigh quality and semipolitical sensitiveness, which were regarded as stuporing on my readiness to build efficient relationships. As a result, I puzzle chosen to use this exercise as an opportunity to mother an up-to- accompaniment go steady of my relationship building skills inside the vertical and collaborative fashioning culture of the . To this end, I positive a Personal erectivity Questionnaire, which I circu slowd to a range of cured comrades with whom I submit regular impinging in a matched and convention con textual matter.To increase the response rate to the questionnaire ( a copy which is include as sustenance present), an d in recognition of the token my pit audience atomic number 18 bombarded with electronic knowledge and atomic number 18 in that locationfore credibly to give notice an email, I chose to circulate this confidentially, through the inseparable mail. Respondents were asked to complete the questionnaire and return to me anonymously. I as well as invited respondents who matt-up they had issues that they would equivalent to discuss further, to sink in me to arrange a confidential chat, unless nobody took up this opportunity, which may be an indicator either of their workload, or my entree magnate.I as well used a modification of other investigation methods, including Myers Briggs and Belbins team role questionnaires, self-assessment, and reflection on a range of attention model interlingual rendition materials supplied by the CMI website, to actualize how this might be applied to interpret my own behavior and management movement. I to a fault reflected on my notes fr om previous appraisal meetings, in pro forma and formal feedback from my manager and schoolmaster Insight carriage e genuinelyplace the past twelve months.2.Presentation slides (please shape enclosed)3.Presentation notes (2, 200 words)3a.Range of skills(i)Leadership & angstrom way person-to-person manner (150 words)To get an overview of my favourite(a) leadership and management style, I considered the results of a Myers Briggs assessment which I complete during a recent revision Management course. The results of this showed my self-assessed type to be INTJ and my describe type to be ESTJ. I estimation that it was interesting that the personality traits that were nearly consistently featured, were Thinking and Judging. I take that this reflects the fact that a quick magnetic dip towards supply and unfavourable thinking underpins my management style.I also found interesting that when I circulated the personal efficientness questionnaire, a return of colleagues indep endently volunteered remarks in the free text comments box at the bottom of the questionnaire, to the effect that I had a reputation for acquire things done. I feel that this observation, given in a free and unprompted context, is of particular signifi whoremongerce as it is therefore deally to reflect their true opinion of me. An ability to see things through to completion and to be a driving force within projects, is slightlything which I make up also set through self-assessment, to be a authorised characteristic of my management style.This focus on the incidentally completion of projects is in product line with Belbins team role, Completer/Finisher. I was occupationed to find that I also determine with the weaknesses of this team role as outlined in CMI management theory summary, as I involve observed that my angle of dip to worry can be an worry to colleagues. I certify that one of my blusher bristlement goals should be to be to a greater extent measured in my approach to escalating and communication risks or outstanding designates.(ii). group Management (300 words)Blake & Moulton place dickens drivers of managerial behaviour care for getting the crinkle done and concern for the concourse involved. These factors shape the managers style. I have undertaken a self-assessment use Blakes managerial grid and have identified the Team Management approach as my takered style. This involves eminent level of concern for the assign and low for battalion, which is seen by some organisations as rattling potent. However, I also piss that this may not be in step with the culture of my present employer, which in certain contexts promotes a much collegial style of working.I have identified two management styles which I think are more commonly exhibited within the culture of this organisationAuthority-Obedience broad(prenominal) levels of concern for both task and people. This represents quite a controlling style, but runs the risk o f electronegative relationships.Country Club Leadership high levels of concern for people and low for task. This is seen as accommodating it may create a warm and friendly working milieu but a the cost of getting the job done in effect(p)ly.I do not have the spaceal office to exert an authority-obedience managerial style, though I am working within a culture which sometimes tidy sums upon this. As there is an expectation of me to get jobs done middling efficiently, with the involvement and co-operation of other people, I introduce that it would probably be more useful to strive for a management approach that is more Middle of the lane.Middle of the Road involves a conduct level of concern for task and people. Adequate performance is achieved by balancing the necessity of getting work done with maintaining morale at a satisfactory level.(iii)Managing your time and workload (400 words) inquiry by Francis-Smythe & Robertson (1996) shows that individual optences close to how we deal with five aspects of time, defines our own laughable time personality. These five categories are intend, punctuality, impatience, time consciousness and polychronicity (multi-tasking). I resolved to explore this theory by using it to categorise and self-access my own pref rolled behaviours, to sustain me better understand my strengths and weaknesses in this area.Planning I think I have a strong preference for forgening ahead. I write to-do lists any day before I furnish work, in order of priority, to remind me what I need to do as presently as I get in the next day. This helps me to manage stress, by avoiding a last minute panic. It would be stabilising for me to develop better strategies for coping with events that supervene off-plan, or when deadlines are missed or rushed.Punctuality I have a tendency to be late. I prefer to work flexibly, and I am more effectual if I feel in control of my day. I feel very stressed if I am late for something important. I try to manage this by avoiding early morning meetings.Polychronicity I prefer to have lots of tasks on the go at the same time, keeping everything locomote forwards in small, manageable stages. I am boldnessworthy at prioritising and multi-tasking.Time- awareness I have a high awareness of the time. However, sometimes when I am focalization on a thinking task I lose track.Impatience I recognize that given that umteen of the tasks in which I am involved are dependent on input or timely decisions by other people my impatience sometimes manifests itself in a visible irritation which can impact on building effective relationships.(iv)Building effective relationships (200 words)I circulated a personal specialty questionnaire to colleagues which focused on my communication skills, as I recognize that these are the al-Qaida stone to an effective leadership & management style. In general, there was a good range of views regarding my sensitivity to the political nuances of the organization and awareness of the structural hierarchy. there was also a reasonably wide range of views regarding whether my tone is considered to be in step with the culture of the organization.I understand that my ability to build and maintain effective relationships in the workplace is dependent on my ability to understand of the culture of the organization. I found it ministrant to apply Johnson and Scholes cultural web to understand the factors (stories & myths, symbols, world author structures, organization structures, control systems, ritual and routines) which allure the organizational values of my employer. When I prospect about it from this perspective, I was surprised to recognize the power of stories and myths within my workplace, and the barrier this practically presents to my ability to develop effective relationships, since more of my colleagues have been in post for over twenty years, and therefore steeped in a divided up organizational memory which I , as a fairly recent recruit, have limited knowledge and understanding of.(v)Giving and receiving feedback (300 words)I circulated an anonymous personal effectiveness questionnaire to a range of colleagues, and induced six responses. half of the respondents entangle I was very good at responding to constructive criticism in a one-to-one situation. One colleague had some concern in this area. Three-quarters of the respondents felt I was excellent, or very good, at responding to other peoples ideas in a one-to-one situation. Two colleagues had some concern. I felt that, in general, it is sound to assume that colleagues are likely to err on the side of being fairly generous in their assessment of others. Therefore, the high incidence of close colleagues reporting concern round my ability to give and receive feedback is likely to highlight a strong area for using.When I circulated the questionnaire, I included in the shell out letter, the invitation to colleagues who had any con cerns that they would like to discuss, to arrange a incline to face meeting. Despite the high number of colleagues who clear had some concern about my fundamental interaction with them, nobody too up this suggestion. Although I do realise that colleagues are busy, I feel that the portentous reluctance of people to speak to me about their concerns directly, is in itself evidence of real concern about how I might react to feedback.I also self-assessed my own ability to give feedback that is specific, timely and effective in achieving the desired convince in performance. I identified two specific scenarios in which I discussed with my manager. Firstly, I provided feedback to Document Services staff in relation to the timely preparation of the oceanworthiness to Practise Reference Group document which resulted in significantly im be communication and higher standards of performance. I also provided feedback to some(prenominal) paper authors, intended to manage expectations close to the stages of preparing the papers for submission to Council, which had a tag and immediate impact on the tendency of authors to stick to the schedule.3b.Learning style and process (300 words)My most memorable attainment commence to date was study to scuba dive in the Red Sea. This is because it was very a practical, active course. The experience of scuba diving results in a very striking, multi-sensory memories the smell of the sea and the equipment, the image and feel of fish fluid next to you, the sound of the boat above. This is in line with a preference for learning through kinetic experience (N. Fleming, VARK methodological analysis Teaching and Learning Strategies.During the course seminar, we completed a learning styles questionnaire which investigated our preferences for activist, reflector, theorist or pragmatist types. This exercise indicated that I had a moderate preference for theorist, compared to the other learning types. I think this reflects the fact that I also tend to learn effectively through independent reading and listening. I am interested in abstract concepts and theories, which I think may be partially the result of conditioning through the favored teaching styles of successive teachers and university tutors.Throughout my career, in the workplace I have acquired many new skills and strengths through practical experience. For example, I have a strong ability to prioritise my work and meet deadlines, which has developed out of necessity through my experience as a bid-writer responding to invitations to tender. In that situation, missing a deadline would have had significant pecuniary consequences. Similarly, I have developed strong active listening skills as a helpline worker for a childrens charity, as we were provided with specific training to develop dependent communication and trust. The inability to gain the trust of callers would have had significant consequences for child safety.3c.Development plan, including justifi cation and resourcesDevelopment PlanWhyWhatWhenTo improve awareness of internal hierarchy and political nuances and distinguish risk escalationMentoring with Assistant Director of sanctioned Services appalling 2010 January 2011 To improve skills chairing meetings and improve ability to be inclusive of other peoples ideasOne day training house programmeSeptember 2011To develop effective relationships across directoratesSix month secondmentJanuary 2011 To develop strategies for managing stress (expected to improve communication with colleagues)GP advice and every week counselling Cognitive Behaviour TherapyAssessment by West London Mental wellness Trust August 2011To monitor surface and review emergence planMonthly personal development with line-manager to focus on communication skillsFrom August 20113d.Future Direction (100 words)I recognize that my weaknesses around communication skills, particularly within a group setting or chairing meetings, soon presents an obstacle to le ading projects at the highest level. In terms of future direction, I would like to visualize myself having sufficient political sensitivity and nuanced communication style, to chair Project room meetings, line-manage other members of staff, and blend into the culture of the organization. In particular, I would like to improve my ability to manage stress and work flexibly to cope with unexpected events. I reckon that the successful completion of my development plan will help to equip me to position myself for future promotion and to operate at a more senior level.4.Personal review article (500 words)I chose to give a instauration exploring my management style to my line-manager. in a confidential one-to-one basis, as I considered that this would facilitate honest feedback and constructive critical evaluation. In terms of my presentation style, felt that I achieved an appropriate balance amongst credibility as a donor in a professional context, with an relaxation and approachab ility most suitable to the one-to-one format. She felt that in terms of the marrow of my presentation, I demonstrated a significant level of insight into own strengths and weaknesses in terms of my personal management style, and how that supports me in delivering the requirements of my role and dovetails with the preferred management style and culture of the organization.In particular, the presentation proved to be a very effective mechanism for opening up a debate and honest exchange of views around our different management styles which provided a computer program for rebuilding a relationship that had lately been in danger of breaking down.We discussed the development plan, which felt to contain achievable and applicable activities. In terms of building effective relationships, we identified that difficulties around this tend to turn out where my line-manager is on leave and I deficiency the positional power to manage risks effectively. In recognition of this, has made arrang ements for the Assistant Director of Legal to act as my teach and provide additional senior mask to enable me to escalate risks appropriately. We also had a useful conversation around the power dynamics of tasteing senior cover for risk management from other Assistant Directors, where departmental agendas may be in conflict with achieving the goals of the organization.We also had a very constructive discussion around learning styles, which enabled me to articulate my preference for auditory learning, and draw attention to my active listening skills in telephone contact with distressed clients, in both past and present roles. This kinda helpfully distilled what may be an laughable emphasis on the content and tone of speech, rather than body language, which sometimes leads to differences of wisdom of the mood of face-to-face communication, and its impact on effective relationships.I think it was helpful to arrive at a shared understanding of this with my line-manager, and we dis cussed a variety of strategies for footing limitation of this in meetings and improve my personal development in this area. She has also offered to seek funding for six additional sessions of Professional Insight coaching from an external provider, which can be added to my development plan.