Managing Self and Others: Strategies for Career Development and Lifelong Learning

This document discusses the importance of managing self and others for career development. It covers topics like creating a personal development plan, assessing skills development strategies, and the role of lifelong learning. The document also includes a discussion on high-performance individuals and teams.

Managing Self and
others

Table of Contents
INTRODUCTION...........................................................................................................................1
Question 1 - Career Development and Lifelong Learning...............................................................1
a. Creation of own individual PDP.........................................................................................1
b. Assessing how strategies for skills development and lifelong learning may enable career
development...........................................................................................................................6
Question 2 - High Performance Individuals and Teams..................................................................9
a. High performance people be developed by effective performance management...............9
b. Illustrated report that evaluates how high-performance strategies enable to reflect on how
may work effectively as part of a team................................................................................11
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................14

INTRODUCTION
Managing self and others is a quite complex and dynamic process which require effective
analysis and evaluation of key aspects and skill of an individuals. Thus, use of PDP model and
process is being made by individuals, managers and employees to effectively identify and
evaluate the areas where further improvement can be made. Further managing self-skills and
motivating others for improvement and betterment in performance is vital to ensure better
personal and career development (Ahearn, 2021). Thus, to ensure improved employability level
and better development of skills, the current project comprises of discussion about an individual
PDP which consists of skill audit and SWOT analysis. Along with this, a discussion about the
concept related with career development strategy has been also made together with analysing
how performance management lead to high performing people. At last, a report on of how high
performance strategies enable individuals to reflect on how they may work effectively as a part
of team is also made.
Question 1 - Career Development and Lifelong Learning
a. Creation of own individual PDP
Performance development plan is a vital and widely used tool for improving the
performance and skills level of an individual and employees. Various steps are involved in the
process of creation of personal development plan which comprises of setting along terms goals,
identifying ley strengths and weakness along with evaluating different opportunities and threats
that are prevailing in the physical environment of an individual (Gibbons, 2021).
Goal setting
The first and foremost step of creating a PDP plan comprises of setting of goal for which
improvement in skills and Knowledge level is required. It is vital that planning to set goals much
be SMART (Specific, Measurable, Attainable, Relevant and Time bound). The goal for creation
of current PDP plan comprises of having improved employability level along with developing
improved skills to have higher growth opportunity and improved performance at workplace. Use
of skill audit along with SWOT analysis has been made by me to effectively analysis and
manage my skills and personal development during the past 12 months along with planning for
future PDP that has been explained and provided as below:
Skill Audit:
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It comprises and facilitates an effective and systematic assessment of the skill and
understanding level of an individual and supports evidence of existing and developing skills.
Basis High
(Excellent)
Very good Good Average Low
Skill Range 5 4 3 2 1
Organisational
and time
management
skill

Intellectual
skill

Communication
skill

Interpersonal
skill

Technical skill 
The above stated skill audit is presenting information about the level of my skill level
ranging from low to excellent (1 to 5). It has been analysed that a range of skills are required to
have higher employability level and have improved performance within an organisation. A
discussion about these vital skills along with the level and range of presence of these skill within
me has been providing below:
Organisational skill- These are needed to ensure better management and organisation of
various resources along with ensuring timely completion of task in a discipline and efficient
manner (Bouncken, Aslam and Qiu, 2021). I am having high and excellent level of
organisational skill which makes me more discipline and efficient.
Intellectual skill- Efficient intellectual skills are needed to have improved employability
as it ensures huger level of creativity and innovate thinking along with the ability of problem
solving. I am somehow lacking in intellectual skill as find it difficult to make decision during
some complex or adverse situation.
2

Communication skills- It is essential to support improved coordination and interaction
level at workplace. I am satisfactory level of communication skills which makes me able to
effectively interact with colleagues and team members to perform task in improved manner
without having any chaos and confusion.
Interpersonal skills- Adaptability and working with others along with having flexibility
is important to have higher employability level to ensure better working. I am having good
communication skills as I am able to adapt according to the prevailing situation along with
efficient team working practises.
Technical skills- In today’s automated environment, having technical skills is must to
effectively work on computers along with other practical skills. I am lacking technical skills that
is affecting the level of my performance and employability.
SWOT analysis
Implication of SWOT analysis is useful in facilitating an improved and systematic
examination of the current strengths and weakness of an individual along with reflecting about
the present opportunities that threats that are prevailing in the physical environment of an
individual.
Strengths Weakness
 Having good team work and organising
skills are my greatest strength that
makes me able to perform well in a
group through leading great
humanistic-encouraging and affiliative.
Apart from this, I am also able to build
new ideas for members along with
ensuring effective planning and
allocation of tasks.
 My communication skills are also my
strength that makes me able to
effectively interact and coordinate with
others and also reduces the chances of
all form of confusion and chaos while
 Lack of proper intellectual skill which
comprises of problem solving ability
and creativity are my biggest weakness.
 Lack of efficient technical skill is also
my weakness which limits my
knowledge and understanding level as
not having proper computer skills and
efficient knowledge about specialised
software is negatively affecting my
employability level and also hampers
performance at workplace.
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performing any activity or task.
 Efficient time management is also my
strength which supports higher level of
discipline and efficiency level in me to
perform all the given task and allotted
responsibility well on time.
Opportunity Threats
 Many jobs and improved position are
present within the management and
technical sector that is creating many
opportunities for me.
 Having improvement in intellectual
skills which supports higher creativity
and problem solving along with having
improvement in technical knowledge
will lead to many opportunities for me.
 Presence of high level of competition in
the management and higher position
job is the biggest threat and barrier for
my employability.
 Having limited sources for
development of skills is also a threat
that affects my performance level.
Past Personal development
Learning
Objectives
Success Criteria Actions Time scale Implementation
To develop
communication
skills
Being able to
effectively
interact and
coordinate with
other to reduce
the chances of
chaos and
confusion at
workplace
Higher level of
interaction would
be made by with
my colleagues
and other people
along with
engagement in
listening and
reading to have
improved
communication
4 months Effective
implementation
of
communication
skills would be
with the help of
taking proper
feedback and
having higher
interaction level.
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skills
Time
management
More discipline
and punctuality
in work along
with getting all
task and
responsibility
completed on
time.
The action that
can be taken to
have improved
time
management
skill comprises
of having proper
time table for
each activity
along with
proper allocation
of time in the
basis of priority
level of task.
6 month Implication of
training could be
made by me to
get better
understanding
about the time
management
tools like Gantt
Chart to ensure
better
development of
time
management
skill.
Future PDP plan
On the basis of above SWOT analysis, it has been analysed that I have developed and
improved my communication and time management skills but still I am lacking in intellectual
and technical skill for which following future PDP plan has been made.
Learning
Objectives
Success Criteria Actions Time scale Implementation
Intellectual skill Having improved
problem solving
ability during an
adverse situation
along with higher
creativity and
innovative ideas
at workplace
Expansion of
horizons would
be made as
effective action
to develop
intellectual skill
by the way of
introducing new
possibility along
4 months Reading content
of successful
leaders and
managers along
with debating
and discussing
topic with
colleagues and
supervisor would
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with having
improved
imagination
power to enhance
my creativity
level.
be made to have
improved
intellectual skill.
Technical skills Having improved
knowledge and
understanding of
computer
programmes
along with being
able to use online
information to
perform a task in
more automated
and efficient
manner.
Practising use of
computer along
with developing
knowledge on
new automation
and
technological
advancement can
be made.
6 months Enrolment and
implication of
some online
coaching and
technical
workshop could
be made to have
improvement in
technical skills.
b. Assessing how strategies for skills development and lifelong learning may enable career
development
It has been analysed that there are many concepts and strategies that are related with the
skill development along with facilitating lifelong learning which enables and supports career
development by the way of leading improved motivation and higher performance and retention
level of employees.
Knowledge management strategies
It is relayed with the cation that are undertaken by a firm to effectively manage
information and knowledge level at its workplace which comprises of various strategy to support
skills development and lifelong learning along with enhanced performance and career
development.
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 Communicating best practises- It is best strategy to support skill development for me
and my team as communication of best archaises helps in developing improved
knowledge and underdoing level in various vital aspects (Kumar and Velmurugan, 2021).
Beside this, communication of best practises also motivates and directs employees
towards improved performance through setting best example which gives them lifelong
learning and ensure their career development through higher retention level.
 Production of communicable plan based on prevailing situation- The another effective
strategy to support improved career development and lifelong learning comprises of
developing the skills and communicable plan based on the prevailing conditions. It
ensures better grabbing of possible opportunity and mitigation of possible threats to
support improvement in skills along with motivating and directing employees for further
development.
With respect to above discussion, an analysis can be made communication of best practises
along with planning skill development as prevailing situation are effective ways to develop
improved motivation and lifelong learning by the way of creating best examples which helps me
and my team to have improved skill development and better career performance.
Formal and informal learning strategies
Various formal as well as informal learning strategies are there that can be adopted by me
and my team members to have improved skill development and also ensures higher
motivation and retention of the employees through leading improved personal development.
Formal Method
 Implication of online training- It is an effective formal way to ensure better carer
development by the way of developing efficient skill and vital knowledge by the means
of training and education programmes. Many skills like time management, organisation
and effective communication are posed by me. But to develop the skills like technical
skill and intellectual skill comprises of innovation and creativity, online taring supports
an efficient way along with motivating and directing me and my team towards improved
skills.
 Getting Feedback- During learning of any new skills and engaging new knowledge it is
vital to have feedback which helps in motivating and directing individuals and employees
towards improved performance and skill development (Taylor, 2021).
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Informal strategy
 Pairing of new employees with experienced mentor- Working under experience people
creates a sense of motivation and also lead to life lone learning experience which would
supports better career development and professional improvement in me and my team.
An analysis can be made that working under experienced mentor ensure effective
guidance and practical experience of facing tough situation and making relevant decision
along with supporting improvement in technical skills.
 Social learning- It is also a vital strategy to develop overall career and improved skill
within an individual through leading and ensuring a positive attitude and behaviour along
with health workplace and social interaction and relations which leads to higher
motivation and retention level of employees (Ben-Zacharia, Bethoux and Volandes,
2021).
Vroom’s expectancy theory
Implication of Vroom’s expectancy theory provides and ensures an effective strategy and
contextual framework that aims at maximizing learning pleasure through creating a sense that the
performance of an employees and individual is based on many factors like personality, skills,
knowledge, experience and abilities. The main aspects of the Vroom expectancy theory that
supports better skill development and lifelong learning along with enabling improved career
development in me and my colleagues are discussed as below:
Valence- It is related with the emotional orientation of the people which comprises of
extrinsic and intrinsic motivation of employees. Thus, management must discover these
emotional orientations such as money, promotion, recognition, etc. to ensure value for its
employees that supports higher performance and improved motivation level.
Expectancy – This comprises of belief of an individual which supports and intend them to
achieve performance goals. This belief is developed through past experience, self-confidence,
and the perceived difficulty of the performance standard or goal which motivates an individual to
make effective efforts to have higher skill and performance level (Patton, 2021).
Instrumentality- It comprises of the belief and perception of the employees to actually get
what they desire and promised by manager which supports higher motivation and retention
employees. Thus, management just ensure that promise and rewards are properly fulfilled to
maintain the motivation and trust level of the employees.
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Question 2 - High Performance Individuals and Teams
a. High performance people be developed by effective performance management
Performance management is basically an effective corporate management tool that is
helpful for a manager to effectively monitor and evaluate its employees work and performance
level. Thus, making use of performance management facilitates an effective way to analysis
about the performance gap within an individual so that timely corrective cation can be taken to
mitigate theses gap which supports creation and development of high performing people. Apart
from this, it has been also analysed and seen that the performance management supports and
helps in creation a positive environment where people are motivated and directed to perform
their best of abilities to produce highest quality work in a most efficient and effective manner
which supports and leads to development of high performing people (Bach and Simonsen, 2021).
Beside this, implication of performance management process that comprise of a
communication process to effectively plan, monitor and review the employee performance also
supports and facilitates creation of high performing people. The main steps of performance
management process which supports and leads out creation and development of high
performance people are provided as below:
Plan- It forms out the first step which consists of effectively planning the desired level of
performance and development of people. On the basis of prevailing market situation and present
skill level of employees, communication of the required performance level is made by the
managers to employees (Klintman, 2021). On the basis of continuous feedback and analysis,
Lack of intellectual skill and technical skill has been identified within me and my team for which
effective planning is made to improve and develop us as higher performing individuals.
Coach- After deciding the required performance level, effective training and coaching has
been provided by the managers to ensure the development and creation of high performing
people. Training regarding the critical thinking ability along with coaching for developing basic
computer skills and other technical aspects has been provided to develop intellectual and
technical skills which supports creation of high performing people.
Review- After providing the required training, a review and monitoring of the developed
skills and performance level is also made to ensure continuous improvement and betterment
which supports and leads out effective development of high performing people (Gaim and Clegg,
2021).
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Further, the there are five vital elements of performance management that supports
creation of high performing people that has been analysed and discussed below:
 Planning and expectation Setting- Proper goals must be set for an individuals and
employees along with specific time frame which effectively directs and motivates
an individual towards improved performance (The 5 Elements of Performance
Management Success, 2016).
 Monitoring- Effectively monitoring is vital aspect of performance management to
track the ongoing efficiency and progress level of an individual so that they can be
effectively cultivated to develop essential quality and become a high performing
employee.
 Development and improvement- It is the ultimate and most vital element of
performance management that strives and creates to high performing people
through ensuring improved ways and manner that stretch the capacity and potential
level of the employees to develop them as more efficient and high performing
employees through continuous improvement.
 Periodic Rating- It is essential to provide some regular rating and feedback to the
employees about their performance and efficiency level that helps them to realize
and correct their mistake and skill gap which keeps them on the track of
development. This strategy of providing periodic rating and feedback between the
setting of the goals and final evaluation of the target also supports better creation
and development of the high performing people (Wand and et. al., 2021).
 Rewards and compensation- It forms out a vital part of performance management
strategy which supports improvement in the skills and efficiency level of
employees and individuals through meeting their financial and monetary needs.
Thus, an analysis can be made out that providing extra benefits and improved
rewards and compensation to individuals plays a vital role in effectively developing
and creating high performing people.
On the basis of above discussion, an analysis can be made out that a vital role is being
played by the performance management in creating high performing employees by the way of
ensuring and leading out clear objectives along with providing continuous feedback.
Performance management plays a vital role in directing me and my team members towards high
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performance through effectively evaluating our skills level and leading a monitor and check to
effectively improve the skill gap. It has been seen and evaluated with the help of performance
management tool that various skills are present with me and my team which comprise of
organisational skill, time management and effective communication. But still lack of intellectual
skill and technical aspects has been find out for which effective planning is required
(Padmanabhanunni and Wiid, 2021). The performance management process has supported
effective training and coaching based on the planning to develop and improve intellectual and
technical skill. Beside this, having continuous review and monitoring of performance and skill
level of me and my team members has also supported improvement in efficiency level along
with creating and leading us as high performing individuals with improved employability skill
and higher growth opportunity.
Beside this, effectively utilizing the performance management software and frequent
feedback also supports development of me and my team. I get continuous feedback from the
management team about the lack of skills and gap in my performance with the help of discussion
forum and online blogs and other digital platforms like social media and e-mails which directs
and motivates me to have improvement in my skills based on the feedback. Thus, performance
management has supported better shaping of my skills and competencies to develop me as a high
performing individuals with improved skills and competency level to achieve the goal of
improved employability and better future growth (Huda and Hashim, 2021).
b. Illustrated report that evaluates how high-performance strategies enable to reflect on how may
work effectively as part of a team
Various strategies are their which ensure high performance along with enabling an
individual to reflect personal development while working effectively as a part of team. The
various high performance management strategies which supports creation of high performing
people and development of an individual while working effectively within a team are reflected
and provided as below:
 Aligning activities with personal and professional goals- To ensure development of an
individual while working within a team it is vital that its personal development gaols
must be in line and parallel with the overall goal and professional objective of the team.
 Understanding team dynamics- To ensure development while working with team it is
vial and essential to effectively understand the team dynamic and other physiological
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factors that influence direction and performance of the team. It has been analysed that
within a team, many individuals are working together which are having different interest,
perception, attitudes and skill level thus, there are always high chances of chaos and
conflict. Thus, effectively focusing in communication and ensuring proper motivation has
become must and essential to ensure that team members trust each other, work
collectively, and hold each other accountable (Lee and Park, 2021).
Beside this, some of the high-performance strategies that enable an individual to reflect on
how may work effectively as part of a team while ensuring personal development and creating
high performing teams are provided as below:
 Addressing problem fact- While working within a team it is essential that problems and
hindrance must be solved and resolved in a fast and efficient manner to effectively ensure
the achievement of set goals. While working in a team, it has become essential that I
should clearly communicate and speak up with the team members to ensure mitigation of
issues in a fast manner which supports efficient meeting of team objectives along with
improving my own skills and understanding level (Alessandri and et. al., 2021).
 Creating a team charter- Offering a clearly defined role and responsibility to each team
member based in the skills and competency level would support improved functioning of
team along with leading improvement in the present skills level of an individual. Thus,
creation of team charter is an effective high performing strategy to ensure personal
development as well creating efficient team through clearly stating and underlining the
key role and responsibility of all team member which reduce the chances of chaos and
confusion thus, ensures higher efficient and more productive creation of team.
 Building communication- It forms out the key and main aspect of creation of any team
as for having effectiveness and meeting up individual goals for having person
development it is necessary and vital for all the individual to build and have an improve
communication level with their team (Klintman, 2021). Effective communication is
essential for team for providing their team members to use for driving a communication
as well as encouraging their team members to communicate clearly without having any
confusion to each other so that their idea of team and discussion could be conveyed
properly. An analysis can be made out that building effective communication is vital to
keep each and every member aware about the latest updates and technical improvement.
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Further, building effective communication also supports improved level of discussion
which comprises of sharing of views and opinion which leads to higher personal
development and improvement bases on exchange of information.
 Pay attention on critical aspects- To ensure effective personal development as well as
high performing team it is essential and vital to ensure proper coordination and
collaboration among team activities and performance level. Beside this, working in a
team and paying attention on the expertise and critical aspects of other members helps in
exchanging the efficiency and skill level of an individual which effectively supports
personal development along with keeping a check on efficiency and performance level of
the team (Gaim and Clegg, 2021).
Thus, a reflection can be made that through effectively applying the high performing strategy
which consist of alignment of team members through regular feedback and discussion which
reduce the chances of conflicts and ensure proper review to support development of individual
skill. Along with this, ensuring proper communication and paying attention to critical aspects
also ensure betterment and improvement in the personal skills and employability of an individual
along with ensuring effective check and motoring to support creation of high performing teams.
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CONCLUSION
With respect to current project, a conclusion can be made that sue of PDP has been made by
an individual to identify skill gap and take effective step to achieve set gaols along with
continuously measuring process and outlining a strategy to achieve set objectives in more
efficient manner. Beside this, a summarisation can also be made that use of skill audit and
SWOT analysis are effective steps of creating PDP for individual. Along with this, a conclusion
can also be draw that continuously communicating best practises and ensuring proper
communication and feedback supports effective career development strategies. At last, a
summarisation can be made that adoption of performance management process which consists of
effective planning, coaching and review of skills and performance level of individual leads to
creation of high performing people.
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