Managing Self and Others

This document discusses the importance of managing oneself and others in academic and professional life. It covers topics such as career development, lifelong learning, high performance individuals and teams. Strategies for skills development and effective performance management are also discussed.

Managing Self and Others

Table of Contents
INTRODUCTION......................................................................................................................3
MAIN BODY.............................................................................................................................3
Ques1: Career Development and Life Long Learning...........................................................3
Ques2: High Performance Individuals and Teams.................................................................8
CONCLUSION........................................................................................................................10
REFERENCES.........................................................................................................................11

INTRODUCTION
Managing yourself and others is the important task in the life of individual, as
management is the important aspect in academic life or professional life. Management is the
task where an individual keep learning in their whole life. Management skills teach a person
to how to respond with others and improve the communication skills and teamwork quality to
being manager a leader in the professional career (Cho and Heron, 2015). Managing your
personal skills means highlight or improve the own skills, abilities and experiences. Also
aware with your own behaviour and nature so that it will help to make improvement in the
skills and how your own nature and behaviour will impact on the others. So this is important
for every individual to know about their personal skills and ability and also others skills
which help in marinating the management. In this report I considered the concepts which are
associate with the career development strategies, assess the lifelong approaches and skills
development. Furthermore, a strategy is made to high performance in the professional life
and discuss the relevant criteria for working as an individual or as a team. In last I reflect the
personal performance to evaluate the learning outcomes and self-improvement.
MAIN BODY
Ques1: Career Development and Life Long Learning
Personal Development Plan
A personal development plan is the list of all the actionable plan of future and past to
achieve the career goals. Professional development plan will help the individual to gain the
career path by earn the specific certificates and courses or finding a mentor who can advise
you for choosing the right career with right steps (Hassenzahl, 2018). Personal development
plan include the five steps; self-assessment, an evaluation of the personal skills, knowledge
and abilities. It create a link for your current position with the future goal. By including your
skills which you want to improve and transferable skills which you can transfer from you to
any other person. The next step is Goals; it must be the SMART objective of your Personal
development plan, objective must be short-term for the next year, mid-term for one to two
years and long term for the next three to five year plan. I am using here a short term goal or
objective which provides me a fair and transparent future view in order to achieve that
objective and I can easily modify the objective according to the nature’s demand. Further
steps is defining and strategies the strategy in order to achieve the targets, resources and
timelines. Strategy means making the rules and experimental strategy which must be based

on my past one year experience and skills. Resources include educational institute which
provide a report on the specified topics, professional associations which help in increasing the
opportunities and webinars where the presentation has to be given on the specific topics such
as evaluating trends and managing techniques in the company and many more (Honeycutt
and McCann, 2017). In last the timeline which helps you to grow and change over the time.
Smart objective of my personal development plan is “To evaluate the skills in
administrating and professional career and collecting data to plan the appropriate intervention
through personal reflection.”
Skills which are needed to improve in next one year by me in order to achieve the
objective are:
 Complete the leadership training course in the end of the quarter, which help me to
improve the coordination skills and build the professionals skills to improve my
working capacity in the working life.
 Learn more about the office communication and knowledge tools before joining the
company in the next one or two months. If I joined the company and I have no
knowledge about the workplace nature and work culture.
 Improve the presentation skills, in order to make engaging the team more in the
company. Great presentation skills allow you to engage communicate, motivate and
inspire the team.
 Managing employability will help the work culture and make the motivation in the
company. This help me to make the higher position in the company to achieve my
future goals.
 By utilising my personal skills, help the society and work place by improving the
planning procedure and strategy.
Personal swot analysis help an individual to evaluate and explore the strength, weakness,
opportunity and threat which is related to career development plan (Jackson, 2015). It is the
valuable event which differentiate the strength and weakness of the individual. I evaluate my
Swot analysis:
 Strength: My key strengths are ability to learn the things easily and improve the
abilities, strong management skills are the improving and efficient abilities of
mine.

 Weakness: Some of the weakness of mine which I have to work are,
uncomfortable feeling in speak in front of the groups, poor listener and I have low
patience skills.
 Opportunities: I can compare my personalities and skills with others, also I can
join the other improvement courses and judge my threats and make approach to
beat them.
 Threats: The major threat is the increasing competition in academic and
professional life and the people who demotivate me in order to achieve the targets.
These threats are the major challenge for me and to overcome them is the target of
mine in upcoming net year.
These opportunities and threats will assess myself to get the success in my future goals
and objective. These skills audit, professional development plan and swot analysis help to
check and get the steps to evaluate my skills and knowledge for the help of future
prospective.
Strategies for skills development and lifelong learning
Growth is never met by chance, it is the result of forces which are used while working
together. The culture of skill development and lifelong learning will impact the powerful
force for the growth of any business (Kendrick and Drew, 2016). A person who is able to
upgrade their skills and ability along with the latest technologies to produce better
productivity and innovation in the professional life. And skill development and lifelong
learning can be increased by training one of the most effective way. There are various way
which can promote the skill development and lifelong learning which are explained below:
 Self-direction: Employee of the organisation and a student must provide the learning
and allow them to self-direction in their learning. Always prefer the interest of the
individual as they work according to that and work more effectively in their chosen
area. But it is also considered point that a company will improve the skills which is
beneficial for the company’s projects so for that they can provide some specific
options to their employee for self-direction.
 Learning goal is important as the professional goal: every individual is busy in
their life and somehow learning goal is comes in the shadow of the professional goal
(Kriesberg, 2016). As without learning goals none of the companies in the market can
achieve their target from the employees only on the basis of professional goal.

Without learning no one can achieve the lifelong learning objectives. So every
individual must considered the learning goal at their first priority than professional
goal in their career path.
 Casual learnings: This is one of the cost effective way to always make the interest of
the employees to get the lifelong learnings. People actually don’t think what they are
learning or achieving in future as they don’t get the opportunities to share their
feeling. These check-inn help the employee to grow their work and training (Mauer,
Neergaard and Linstad, 2017). This can be done by the weekly meetings and emails.
These day to day activities help the employee to get motivated.
 Inspirational mentors: Learning is not the easy task for the single person, so keeping
employee or a person motivated is very important and learn them meaningful
objective can be a tough task for the mentors. So an inspirational mentors will help
the person to get the desired objective and targets for maintaining the success and
achieving the lifelong learning process. Lots of programme, events can be organised
to improve the capabilities and increase the motivation of the individuals.
 Create opportunities: Opportunities for the social working help the person to
increase their ability as the social learning and doing the work for society and for the
workplace. So it can be said that opportunity learn in the group will be more effective
as compare to the learning in alone. Fireside session and brainstorming is the major
example of this style as here the individual can discuss openly and challenges. Also
encourage the lifelong learning for everyone prospective.
 Build a library: This is the new way to achieve the long-term goals for the
individuals as many people spend their free time with books. So it would be a nice
plan if company can build a library on the basis of professional career. If there is no
space to build the library at physical presence than it can be arranged on Electronic
platform which can be available to every employee at a single time without facing the
issue of coordination and hectic nature.
 Learning as an achievement: A reward is what you learned and work in the
company. To increase the productivity and motivation in the employees it is important
to reward for their learning and completing task on time (McCabe and Colbeck,
2015). It can be in only a certificate, in front of team or the entire company. Also a
public wall for the achievement on which people can share their experience and
training which they have completed.

Lifelong learning is best and different from adult learning, so it is very important for
individual to learn the things which are lifelong stable not for any particular adult
learning. There are various steps which are helpful for the individual growth and personal
development skills.
 Automation: The age of automation is the characteristics of the 21st century and it
make so many advantage and disadvantage at the same time. It affect as the threat to
the blue collar workers who perform routine work and create opportunities for white
collar workers who engaged in knowledge industry (Moon, 2016). Lifelong learning
help in the sector of automation and artificial intelligence as they are most growing
nature industry in the market. The job opportunities are available in this sector.
 Emergence of the gig economy: In this economy the companies reshape the ways
which they are used earlier to hire workers and manage the worries of the employee in
different way. It help to stay employed, motivated and improve the quality of the
work culture.
 Read widely: always being curious and ready to learn is the most important factor in
the way to achieving the target. It can be done by the reading newspaper or updated
with the current affairs of the country. Deal with the topic and don’t stop until you got
exhausted with the topics.
 Keep smart company: always use social media which admire you, like twitter and go
into the organisation for completing the research on the particular topic (Pink, 2020).
Make the friends who are able to deal with your curious mind and help you in getting
the success. So make a smart company help the individual to make them success and
get the desired growth that they needed.
 Teach others: This is old way to learn the things as fast as you can, for this you can
learn the things easily and make you a professional in that work area as teaching help
not only others but also evaluate the work which you completed. It is the real test of
the knowledge which is gain by a person.
After learning these strategies and importance of the skills development and lifelong
goals help me to evaluate my skills and knowledge. Traits for this are it gives a curious
nature, creative, resourceful, motivation, confident, persistent, reflective and self-aware.
Skills which are I developed is developed communication skills, self-directed skills and high
order thinking skills. Career development knowledge, skills are integrated planning which
support the employee motivation, retention and progression. I will considered these points as

priority while planning my skills and development goals throughout the career in the
professional life.
Ques2: High Performance Individuals and Teams
Effective performance management
Performance management system is essential for the organisation in order to develop
the appropriate function as well as achieve the business objectives in the environment where
it is working. Performance management is that function of organisation which provides
assistance to the firm in order to meet its objectives and use appropriate function in order to
meet the requirements (Pugh, 2015). Effective performance management help the
organisation in identifying different aspects of individual performance as well as using these
aspects in accordance with the needs and requirement. This also helps in identifying the
current requirements of organisation where different individuals can be placed within the firm
in accordance with needs and requirement of different job. This help in bringing high
performance standard within the organisation where use of effective performance
management technique will directly motivate the employees to perform in an effective way as
well as utilise their efficiency in accordance with the current goals and objectives of
organisation. It is also identified that there are various functions which has to be performed at
the organisational system which can lead to effective management as well as rising
performance standards of organisation.
It is essential for every organisation to manage the function of different individuals so
that various roles and responsibilities can be allocated according to the needs and
requirements of the current business time. In context to this effective performance
management tools and techniques will help in matching the standards as well as recruiting the
employees in accordance with it. According to me identify that there are various function as
well as experience which help in meeting the requirements of organisational objectives (De
Neve, Devos and Tuytens, 2015). High performance people can easily developed by the use
of performance management system within an organisation. There are a number of
performance management approaches such as 360 degree feedback and continuous
performance evaluation which help in meeting the requirements of performance management
within the firm. In context to 360 degree performance appraisal it is a technique which can be
used in order to improve the performance standards of employees. This is because it includes
identification of each and every aspect of the performance of an individual within the

organisation while performing the job. Under this management used to take feedback from
manager employees customers and various other parties which are related to the services
provided by the employees within the organisation. This helps the organisation in managing
the functions as well as performing its appropriate resources (Lee, 2015). This also helps in
identifying all the functions which can be used in accordance with the needs and requirement
as well as setting the high performance standards which can be managed according to the
current requirements. It is also identified that there are various kind of effective performance
management systems which help in meeting the performance standard and setting a particular
criteria so that organisation can develop its performance ability and achieve better results.
Setting high performance standard essential for the organisation in order to meet the
requirements as well as performing the functions in accordance with the resources available
to organisation (Brown, 2018). Setting appropriate standards of performance will help the
organisation and boosting its function as well as managing these functions according to the
requirements. There are different kinds of organisational functioning structure which help in
managing the requirements as well as gaining better experience while working on different
jobs. This will also enable organisation to use the functions and manage it in accordance with
the requirements so that organisational objectives can be achieved by the help of different
functions. Setting appropriate standards will also enable the organisation to meet its
requirements. I identified that there are a number of employees which are performing
according to the performance management system within the organisation which helped them
in achieving the person goes by combining them with the organisational goals. This will help
in shaping the organisational structure as well as motivating the employees to word working
in an effective manner. This is also identified that there are different kind of factors which
impact the performance management system which has to be considered in order to boost the
employee’s progress as well as setting appropriate standards within the organisation so that
performance can be matched according to the needs and requirements of the current business
environment (Hattie, 2015). It is identified that using appropriate performance management
system will help the organisation in building a functioning structure which will help in
managing the functions as well as using this function according to the requirements of current
business environment. This will help in meeting the requirements as well as utilising the
resources in accordance with the needs and it comment and performing the function in an
appropriate way.

High-Performance strategies
High performance strategies or work in a team refers to the goal- focused group with
some specialized experts and complementary skills which collaborate, innovate and produced
a better result. A group in the company constantly share the goals, leadership, communication
and clear role expectation of the individual role (Schaltegger and Burritt, 2018). A team is the
group of people who work together to achieve the targets of the company beyond their
individual self-interest. To function properly and achieve the high-performance in a team
needed, deep sense of the purpose of the assignment, more ambitious goal, mutual
accountability and good understanding, diverse range of expertise knowledge and skills and
independent and trust between members.
Characteristics of the High-performance team work: although there is no special
measurement and identical team which defines the team’s spirit and performance. It is only a
communication and understanding which make the team effective and different from the
others. It is generally composed with the purpose, goals, skills, performance, incentives,
efficiency, ethics and leadership qualities and many more traits like this. With the help of
these traits a team is divided from the other. A team who complies with all the factors which
are considered above then they will make themselves as the high-performance team work and
make a differentiation from the other team of the company. To the development of the team,
there are four phases’ models given by Bruce tuckman, included forming, storming, norming
and performing. The first step is forming, in this step team members are trying to deal and
manage with each other’s and here the commitment is not made in between the team
members (Teicholz, 2015). Project leaders are provide the directions and expectations from
the all team members and they start the work according to that. Next step is storming, here
team members face the challenges and issues and they compete with the team leaders and
other members of the team. Which leads to conflict and focus of the goals are shifted in the
team? And to improve this training and communication is the best option. Furthermore the
stage is norming, here the team work through conflicts and the team start to develop and
appreciation is included while working together. In the last stage performing, team is fully
functional and ready to achieve the desired targets and high performance standard in the
team. They feel acceptable and communicate openly with the team leader and responsibilities
are delegated within the team members.

These teams have vary in duration, purpose and goal to achieve also they have
different targets and standard of work within the organisation. Still they are five different
types; work team, they are responsible to produce the goods and services within the company.
Parallel team, used for the purpose of problem solving and improvement oriented team
(Thompson, 2015). Project team, they have limited time and needed to produce one time
output. Management team, they are coordinate with the subunits and responsible for the
performance of the others. Virtual team, they linked with the electronic platforms.
Strategies for building high-performance team culture:
 Conduct a diagnosis: It means observing your team and conduct the individual
team’s interview in private and confidential space. It help the leader to know more
about the work abilities of the individual of the team. Talk to other team group
members, there friends who can suggest you the best way to deal with the team. This
will help the leaders to manage the team more effectively and manage them easily.
 Address the problem quickly: If you see the misbehaviour in the team members,
work to address it on as soon as possible. As to fix the issue in the right time is very
important for the team leader to grow and work as the high performance. Conflicts
may happened from time to time but a good leader always solve them on time and
make the team conflicts free.
 Create a team charter: Team members need a strong focus on the work, so if you
make a charter of the team which defined the organised team role and responsibilities
than it will help all members of the team to work effectively and stay motivated in the
company (Welfel, 2015). A clear charter will always help the leader to clear the
behaviour and outcomes of the expectations. And help the leader to access the goals
easily.
 Enhance the team: By using team-building exercise and roles to encourage the
members to make the strong relationship is important for the leader. As enhancing the
team culture will help the leader if they create the work culture which is supportive
and openly communicate. Diversifying the values and think about how you think
about the trust and respect among the members.
 Build communication: This is the very important aspect as the communication
makes everything clear. Keep members updated about the projects detail and
improvement or new policies help the other team members to work easily (Zhang and

Leung, 2015). This will help the leader to perform in the team effectively and
focusing on the high work performance.
 Always pay attention: Being a leader or a mentor you should always paying
attention in the team even after the team reach last stage of performing, a leader must
know about what was going within the team, what are they thinking, their freeriding
all these aspect must be considered while maintain the group with effective working.
All these strategies are used by me and my team while completing the assignment and
these are very efficient and useful for the teams to reach the high performance targets. In a
team people have different nature, abilities and skills which make the difference in the team
for natural but being an efficient team leader must be used these type of strategy and when
we know about our team culture and nature we support each other and make a high-
performing team in the company.
CONCLUSION
In this report it is concluded that self-management and leading others is one of the
important work within the organisation. Either a person work in the company or in the
academic life the self-management is very important. This strategy help the individual to
work according to the planning and steps are decided to complete the desired objective. A
smart objective help the person to defining what they actually want in future within the
organisation. Career development and lifelong learning process help the individual to plan
their growth and development in the next decided time. Strategies for these two skill
development and lifelong process make the clear path and visible future for the person’s
development. High performance management will be developed by the high performance
people. As they are performing the high evaluation and standard for completing the targets.
And to success theses strategies are made to effective work as a part of the team and an
individual purpose.

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