Managing Self and Others: Assignment

Managing Self and
Others

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Q.1) Career development and lifelong learning.....................................................................3
a) Development of the PDP and to know how people manage themselves. ........................3
b) How strategies for skill development and lifelong learning can enable the career
development for self and team colleagues..............................................................................6
Q.2) High performance individuals and teams ......................................................................6
a) How may high performance people be developed by an effective performance management
................................................................................................................................................6
b) How high performance strategies enables you to reflect on how person work effectively as
part of a team..........................................................................................................................8
CONCLUSION..............................................................................................................................10
REFERENCES .............................................................................................................................11

INTRODUCTION
Managing self is an activity to control self throughout the personal career development or
lifelong learning process. It is one of the critical task, because particular person evaluate other
person bit not self. This might be needs courage to do so. Apart form this, career development is
the lifelong process of managing the learning, work, leisure and transitions in order to move
towards a personally determined and evolving the preferred future (Halegoua, 2015). Also,
managing self along with career development is necessary to take the career or future of
particular person for longer period of time. This report is completely based on self-reflection,
which will cover how people manage itself by managing stress, negative thinking along with
developing the own career development plan. This self-reflection will put light on personal
SWOT analysis along with preparing the personal development plan to identify any shortcoming
into the person and how that drawbacks can be removed.
This report will also reflect about how strategies for skill development and lifelong
learning can enables the career development for self and allotted team group. Also, it will focus
on how high performance people could be developed by effective performance management.
Lastly, report will disclose how high performance people can be developed through effective
performance management.
MAIN BODY
Q.1) Career development and lifelong learning
a) Development of the PDP and to know how people manage themselves.
Career development is the lifelong process for managing learning, work, leisure and
transitions in order to move towards a personally determined and evolving preferred future
(Schwartz, 2017). It means giving growth to the defined career to sustain it for an entire tenure of
life. It refers to managing one's career in an intra-organisational scenario. For actual
development, it involves training on new skills, moving from old to new responsibilities and
making a career change within the same organisation. One can improve its career development
through building own dreams, believe in yourself, never stop learning and sharpen own skills or
potential. It is important for every person to manage itself to handle properly in every tough
situation or even in critical situation of career (Bartel, 2014). If a person losses itself, it could be

as a reason of stress, pressure or even depression. Negative thinking or underestimating itself
could be a reason for it.
In my context, I manage myself by doing complete evaluation of day to day activities.
Generally, people provokes me on what I do or they create negative humour around me, which is
simply responsible for loosen of confidence, motivation or potential (Burris, 2013). In that case,
self-managing yourself is necessary, how I keep myself inspired, how I used to deal with people
of different nature or attitude etc. All this put effect on career empowerment of one individual. I
manage myself by controlling my stress or pressure, keep positive thinking around myself as
well as keep change myself on the basis of weaknesses which I identified. After noticing many
people, I put myself into realize that self-management is important for long live career along
with achieving success throughout the life tenure. Both society, culture and self-realization plays
a major role in career development. I used to manage stress by spending some valuable time with
my family, peers, friends etc. along with doing my favourite activities or fun. I used to maintain
positive thinking by reading books, novels or certain inspirational biographies. This is helpful in
creating someone's confidence and motivation on the top of the career level (Fast, 2018). I used
to evaluate my career development plan, by analysing my actual potential to work, inside skills
or pre-born abilities to do any task etc., I used to identify my mistakes or improper habits and
also know its impact on my overall personality or attitude. People says that personality and
attitude are important for life and career.
Building a empowering career is itself a bigger goals to achieve for everyone. Actually, it
needs a planning with right strategy, direction and goals measurement in an initial stage. For this,
I already into process for structuring plans for long term goal setting, which I had taken decision
on my desire goal for being as an “Entrepreneur” to start own company into FMCG sector to
contribute my efforts into problem solving of the people. For this, I have decided time tenure of
minimum of 1.5 years from implementation of an idea till initial success of my start-ups. To
achieve this, I actually gone through certain assessment to measure my goal suitability as well as
idea durability (Stoelhorst, 2014). This kind of assessment could be done by market analysis
along with application of own knowledge or information, which I already have for start-up goal
setting. To know the actual potential, it is important that I should analyse my strengths what I
have, weakness I need to overcome, opportunities, which I need to identify and threats I need to
eliminate. This could be possible by doing the personal SWOT analysis which is as follows:

Personal skill audit
Sr. No. Skills and Competencies Self-assessed
Score
Score from others Variances
1 Team Building Ability 8 10 -2
2 Time management 6 5 2
3 Decision making 7 7 -1
4 Confidence Level 8 9 -1
6 Communication skills 9 7 2
7 Information Technology Skills 8 9 -1
8 Time Management Ability 7 8 -1
Personal SWOT analysis:
Strength Weaknesses
My strength is continuous interest for learning
new things with agenda for application for my
goal accomplishments. Team-work, leading
the people, common communication along
with people management etc.
Time management and decision making are
two major weaknesses of mine, which I needs
to overcome before or throughout my entire
career as well as life tenure. Also, improper
planning is one part of it.
Opportunities Threats
Effective decision making and managing time
properly are some of the opportunities, which I
saw for my future development. As planning is
also my shortcoming, which I need to develop
to accomplish my pre-defined goals or targets.
The major threat for me could be presence or
surroundings, where I am currently engaged.
That surroundings may include negative ideas,
thought process among people or fear for being
get demotivated.
After the complete analysis of personal SWOT, it was noticed that ineffective decision
making and time management is my major weaknesses, which I found through doing personal

assessment. The scope for overcoming such weaknesses will be done by preparing the PDP is as
follows:
Skills Actual status Learning methods Expected Outcomes Timesc
ale
Time
management
This is one of my major
weaknesses, which I
needs to overcome. This
is why because, it
couldn't able to manage
my time properly
because of any issues
such as lack of planning,
proper direction to me or
lack of co-ordination.
Here, algorithm
learning, which is
considered as advance
learning will be used
to make myself
effective towards the
time and defined roles.
Other activities such
as Real life scenario,
regular planning
practices, case study
and simulation, all
these are some of the
activities or methods
through planning will
pursues effective time
management in me,
which will ultimately
bring proper time
planning.
The expected
outcomes would be
effective usage of
time management
technique for the
development of self
as well as
contribution towards
for job performing. I
will work according
to my actual ability,
which would be
generated through
developed managing
of time.
1.5
months
Decision
making
My actual decision
making power is weak,
because of lack of
confidence etc. I used to
take corrective course of
decisions not properly or
Majorly, mind-
mapping will be used
here, which is one of
the major advance
learning technique
useful to conduct an
The expected
outcomes would be
higher than the
actual ones. It could
expect that my
power to enables
1
month

I take high time to
enables it.
effective decision
making. Apart from
this, other activities
Simulation, learning &
development along
with practical work are
some of the most
suitable methods to
enhance decision
taking to pursue my
future dreams or goals.
decision making will
be raised for
achieving my desired
goals or targets.
b) How strategies for skill development and lifelong learning can enable the career
development for self and team colleagues
Career development is the process that actually forms a person's work identity. It is a
significant part of human development and spans over the individual's entire lifetime, beginning
when an individual first becomes aware of how people makes a living (Bridoux, 2016). There are
numerous strategies, which are connected with career development that would results into the
development of skills and enabling long-life learning for an employee. There are concepts
associated with career development such as person orientation support program, career
psychology, career counselling and guidance, making a career choice and career choice. These
concepts can be taken part into the strategies, which are the step by step process.
Orientation program, where person used to be given advices for selecting most suitable
career, might be out of the person's choice or his/her common interest towards any field. This
program generally done by counsellors or any specialized person who have expertise in
orientation for growing youth (Hartel, 2016). Career psychology focuses majorly on providing
explanations for career related activities such as individual attitude, personality, interest,
behaviour etc. Career counselling deals with guiding people or giving them suggestions for
taking decision, when they are ready for pursuing their career for entire life span. This activity
has to be taken care for an individual to make them self-aware about their area of interest, values,

abilities and personality style. Making a career choice is consists of models which is the brief
journey of pre-decided career (Zerbe, 2015). The diagram for career choice is given above:
Source: Making a Career Choice, 2018
On the other hand, Career choice, where choice of the person is basically aligned with
personality, interests, values and skills that one will fulfil at his/her respective jobs. Career
choice is specifically based on Bull eye's models, which consists of such given elements
(Ashkanasy, 2013). The diagram for Bull eye's model is as follow:
Illustration 1: Making a Career Choice

Source: Bull’s Eye(Career choice), 2017
All these concepts of career development has played an important role in developing life
of an individual with well-structured career to be carried throughout the entire life tenure. Bull
eye model has given clear insight to the people for what they should pursue, how they can
accomplish their desired goals or targets using their self decided moral values, mission, long
term vision, skills, abilities, personality etc. (Grinter, 2014). This has given bright opportunity to
me and my team colleagues to build their career long live with daily basis learning to enhance its
durability for the longer period of time. Career development along with lifelong learning and
skills empowering has given lots of growth to different people in an organisation. Learning
involves continuous training & development along with enabling the knowledge and ability to
generate information of an individual to gear up the career for actual longer period of time.
The learning approach, which has been taken by me as well as for my team group is the
behaviourist approach to learning, where major learning is based on an idea that learners respond
to stimuli in their environment (Brown, 2017). This learning approach centres around the belief
that appropriate behaviour can be taught through constant repetition of a task combined with
feedback from the facilitator. Positive feedback encourages and reinforce success, while negative
Ill
ustration 2: Bull’s Eye(Career choice)

feedback and immediate correction discourages the repetition of the mistakes or any undesirable
behaviour.
This kind of learning has raised the motivation as well as confidence of myself and my
team at the larger context. This learning approach has raised the retention and progression of my
team colleagues in their career development through continuous planning they do with upgrading
their skills and potentials. Regular practice of behavioural learning approach has enhanced the
employee retention with long suitability of their career (Marginson, 2014). This approach has
developed my knowledge, skills, potentials, behaviour as well as traits for encouraging my mind
and also raised the thought process to generate relevant idea for growth of my FMCG start-ups.
Continuous learning over particular field of market including FMCG sector, retail, branding etc.
has increased my hope before starting off self business venture to generate contribution for
society as well as give employment opportunities to youth. Behavioural learning and skill
development has given positive acceleration to my dreams, vision, mission and accomplishing
goals and targets. Skills and career development supports employee motivation, retention and
progression through effective personal development planning, in such a way that each and every
portion of planning for development such as selecting activities for enabling skills, at what level
skills are be required to developed as well as how I will evaluate it with existing resources.
Actual results after the evaluation will help me in encouraging my motivation, retention and
progression. Decision making connecting to personal development planning would help in
getting the same.
In context with team working, confidence and inspiration of each and every member has
been increased at the top managerial level (Kim, 2014). They are become competent enough to
take their separate decision to empower the existing business for generating growth for future
FMCG sector business. On the other hand, learning has increased the individual talent at the
larger stage to generate the suitable results for my future start up business of FMCG sector. Also,
the our common vision are aligned towards every accomplishment of the pre-defined goals or
targets. Even, I can utilize the resources effectively and productively for getting results at the
right point of time or even right location. Learning and skill development has brought trust,
loyalty, belief and common behaviour among myself and also my team members. To end-up this
discussion, it has resulted that cumulative learning with increasing the skills has brought

transparency in relationship of me and team members. Also, it will lead to effective and
productive structure of my decided start-up.
Q.2) High performance individuals and teams
a) How may high performance people be developed by an effective performance management
High performance means when particular person uses its actual potential to complete its
task accountability. Performance management is a process of creating a work environment or
setting in which people are enabled to perform to their best of their abilities. Managing the actual
performance is a whole work system that begins when a job is defined as need. It basically ends
when an employee leaves the organisation (Lee, 2016). However, high performance for people
has been achieved through performance management of an employee's. Performance
management where credentials or work accountability of an employee is used to be measure
annually to tell the scope for performance development. There are various strategies for high
performance such as roles delegation, team identification, specify goals along with building
excitement, which are helpful to increase the performance of an individual employee as well as
team working. My previous experience shows that performance management has raised my
skills, potential, ability at to the optimized level for accomplishing the well-structured goals or
targets. Performance management where employee evaluation is required to be converted into an
employee development. Performance management has brought work ability of an individual
person as well as team to the bigger level for organisation's to accomplish their well-defined
goals and targets with purpose to measure or enhance the personal development.
High performance has raised my confidence & motivation for achieving the my personal
as well as team level goals (MacDonald, 2014). Performance appraisal which is a part of
performance management has brought motivation & confidence of the people onto the top level
which will facilitates their growth for career development along with ascertaining the lifelong
learning to enhance the performance growth of an employee to accomplish the desired goals.
Performance appraisal has enabled measuring the potential of the person to enhance their
performance at the bigger as well as utilized level. I am equipped with skills, potential and
abilities that would result me in high performance enabling with surety over the achieving the
target.
For example: When I was working with Amazon as the customer service manager, I
realized that people their suffering with an issue of improper team performance. This could be as

a reason of cultural indifferences, negative attitudes, personality, behaviour as well as perception.
After this identification, organisation has undergo with performance management, recognized
authority has been measured that there is lacking of adequate skills, talent and motivation for the
people of Amazon (Choi, 2014). It has noticed that performance management has enabled
identifying of shortcomings, which has ultimately impact the high targeted performance of the
people. In response to this, Amazon has undergo various online learning & development along
with training etc., to enhance the performance and capacity of the person to the expected level.
Amazon has implemented performance appraisal system to their organisation to evaluate their
employee's performance on desired basis to get well-equipped results.
From the above experience, it shows that how performance management has been
resulted into the brining high performance to an employee's of the Amazon. Also, this practices
has brought competencies to their employee which has ultimately enhanced the performance of a
n employee, which has boosted their confidence & motivation at the greater & resulted manner.
It has been revealed that performance management has set the benchmark to identify the
performance of the people to enhance it to the greater and utilized level (Bazarova, 2014). Also,
the performance management technique 360 degree appraisal has all the people such as
investors, suppliers, buyers, employee's etc., into the one umbrella to evaluate the people of any
organisation.
This technique has been initiated to understand the performance pattern of the people by
different entities such as investor, customers, suppliers, peer, other co employee etc. In addition
to this, performance management has led an opportunity to make employee's aware about their
career development along with raising the performance expectancy (Murray-Webster, 2017). To
end this discussion, it is just want to tell that performance management has raised the growth
development for an individual as well as team group.
b) How high performance strategies enables you to reflect on how person work effectively as
part of a team
High performance is necessary for every person to enhance its suitability for working as
an independent individual or team working. It may be achieved from regular practices or focus
towards well-defined goals or targets. High performance could be achieve from building goals &
targets, effective management, building an excitement, proper team and roles assignment etc.
High performance simply when an employee is working with its actual potential for contribution

towards building its long live career (Hillson, 2013). To enhance my high performance, there are
different range of strategies, which would enables my ability to work as an individual or as a
team group. These strategies are as under:
Specify goals: It has been stated that defining the goal is one of the key initiative to start
the team project. It basically provides the perfect springboard to ideas for achievement, when
your employees know exactly what they needs to accomplish. In my context, if I would identify
my desired goals in an early stage, it will help to raise my performance to the optimised level for
contribution for the team working. Identify the goals could be done through assessment of actual
skills, potential as well as ability to work at the right target with at right time. Goals may be
identify through personal dreams or interest towards particular area. When working into the team
effectively, I needs to set a goals to raise up my high performance suitability for accomplishing
both individual as well as team targets.
Build excitement: Creating the excitement increases flow of confidence for an individual
as well as team group, in such a way that person will perform its defined task or duties into the
given period of time and at the higher level. My strategies is about expressing the enthusiasm
about given work in front of the team members to inspire them to perform their defined job role.
More excitement could enhance my ability to work with an individual role or enhance the ability
to work with team as a collaboration. Excitement towards defined goals would develop my
confidence at the bigger level to accomplish well-set objectives. If I would create excitement in
my-self, there will be chances that I would help my recognized team members to build their
potential & ability at every stage for get their work or task complete at to the right point of time.
Team identification: Before assigning work to my recognized team, its my major duty or
say strategy to identify or build an actual potential team with right skills, abilities or traits. This
strategy would help me to allocate each and every member with right task or part of work for
them. This would help me to identify development scope for me and helpful to enhancing the
career development of my team mates. Team identification is helpful in analysing which team
mate of mine is suffering with an issue any skill shortcoming or any gap, which is barrier for
career development or needs.
Roles assignment: Role designation is helpful to make every individual be aware about
their actual role or tell what they actually needs to perform during his/her work tenure. Roles are
required to be identify in an early stage before starting the project being started. My role as the

team leader is structured with purpose to lead my team of people with different culture, creeds,
nature, behaviour, attitude etc. Assigning roles helps to identify actual development scope for an
individual to enhance their development of their career as well as fulfilment of needs or wants.
All these given strategies is helpful to enables the high performance for an individual as
team work. High performance would help me to fulfil my personal development needs such as
enhancing the skills, building the positive attitude or behaviour, motivation, communication etc.
There are various issues such as cultural differences, negative perceptions, attitude etc. which are
identified with team perspective. Strategies such as specifying goals, build excitement, team
identification, roles assignment etc. These strategies would reflect my performance into the
positive manner by bringing learning as well as self-improvement. Team identification will help
me to provide the accurate person who have right and adequate skills for project to be performed.
I will apply these strategies, with intention to develop my career building as well as enables the
high performance with an intention to contribute to me and team group.
Identification of goals has raised my personal performance to the utilization level, which
means that my goals are pre-defined which has helped to decide actual course of action or
strategies, which I will use during the work or leading the team. Also, it has given me accurate
learning to improve my performance in the future period of time. High performance has brought
self-improvement into my knowledge, information, personality, attitude and behaviour to the
beneficial rate which has raised my performance to an optimized manner. It has brought positive
thinking, behaviour as well as attitude to me. I also noticed that task accountability has been
taken place with major purpose to motivate my team member in order to accomplish the well-
defined goals & targets.

CONCLUSION
From the above report, it is concluded that managing self is somewhere critical task to
do. This is why because it needs the continuous evaluation along with self-judgement and notice.
Career development is an important part for every person to pursue for their life tenure to live
life and status into the society. It involves the step by step learning & development with self-
assessment towards enabling the particular skills. Developing personal SWOT and PDP has been
proven as into the right direction towards identifying the weaknesses or skills and developing the
structure to measure or method to improve it. High performance always be achieved through
effective performance management of an individual to identify the suitable for enhancing the
work accountability. Lastly, it is also concluded that it is necessary to implement strategies for
skill development as well as long learning to enhance career development of both self and team
working.

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Learning approaches, 2018. [Online]. Available through:
<https://oppimateriaalit.jamk.fi/approaches_to_learning/learning-approaches/>