Strategies for Skills Development and Lifelong Learning for Career Development

This document discusses the importance of strategies for skills development and lifelong learning in enabling career development for individuals and their team colleagues. It covers topics such as communication skills, continuous interaction, goal setting, training and development, and more.

Managing Self and
Others

Contents
INTRODUCTION.....................................................................................................................................3
MAIN BODY.............................................................................................................................................3
Create your own individual PDP that shows evidence of your development achieved in the past 12
months and applies your planned development for the next 12 months...................................................3
Produce an illustrated report that assesses how strategies for skills development and lifelong learning
may enable career development for you and your team colleagues.........................................................8
Create your own blog to produce a concise summary to answer the following:....................................10
(a) How may high performance people be developed by effective performance management?......10
(b) Produce an illustrated report that evaluates how high-performance strategies enable you to
reflect on how you may work effectively as part of a team...................................................................11

INTRODUCTION
Self- management is referred to as the self- regulation or the self- control which is an
ability which involves regulating the thoughts, emotions and the behaviors effectively in
different scenarios. There are many skills which are required to be managed by an individual so
that it can be at the core of the self-management which involves learning to manage the time and
commitments, capability to learn new things and cultivating motivation and lastly nurturing and
building the personal network. Self- management is linked to the personal and professional
development where an individual develops the skills and knowledge which are required for its
personal development (Issayev, Masalimova and Magzumova, 2018). This will ultimately help in
managing the own growth and learning in whole of the career. As learning is a continuous and
constant process where adapting new things and knowledge will contribute ultimately to the own
development. This report shall cover the career development and the lifelong learning, strategies
for skill development, how high performance can be developed by the effective performance
management and lastly the strategies for high performance.
MAIN BODY
Create your own individual PDP that shows evidence of your development achieved in the past
12 months and applies your planned development for the next 12 months.
Self- management is very important for an individual as it involves continuous learning
and growth which helps in personal and professional development. It is important for the person
to manage the stress level so that the stress does not affect the overall performance as well as the
work. Through the positive thinking, stress can be managed easily and optimistic approach
towards the problems can also help in producing the positive outcome (Teoli and An, 2019).
Personal SWOT analysis
It is a tool which helps the individual to pursue its career goals. It mainly gives the
insights about the personality strength and opportunities which can be used to overcome the
weakness and also the challenges or hurdles which the person sees ahead of it (Utting, 2017).
The personal SWOT analysis is illustrated below-
Strength Weakness

 My strength is the communication
skills as I am an extrovert and have the
ability to start the conversation with
any one. Through my communication
skills, I am able to gather information
very easily as this skill helps me in
convincing others.
 Another strength is the decision
making skill. I put attention to minute
details which helps me in taking the
decisions. Taking right decision on
right time helps me in my growth and
learning process.
 My weakness is that I am unable to
manage the stress. While I am
completing my work, if am unable to
complete it, I come across the state of
panic which affects my performance.
 Another weakness is the time
management skill. I am unable to
complete my work on time as stress
affects my work will leads to delayed
targets and completion of work.
Opportunities Threats
 My opportunity can be to learn or grab
the knowledge of information and
technology. As nowadays people have
become technology savvy, so it is
important to learn and adopt the new
technologies so that work can be done
in an advanced and easy manner.
 Another opportunity for me is to
develop the problem solving skills. As
this skill will enable me to exert the
control over the environment as it
provides mechanism for identifying
the things and then figure it out to
determine the course of action.
 My major threat is the competition in
the market. As people are becoming
career oriented where they are
continuously learning new things to
grab every possible opportunity. So
this is my major concern.
 Another threat is the changing market
conditions where need and demand
changes every now and then. This
gives a stress to adopt everything as
there may be demand of anything
anytime.
Personal skill audit

Skill Poor Average Good Excellent
Communication
skills
*
Stress
management
*
Decision making
skill
*
Information and
technology
knowledge
*
Problem solving
skill
*
Time
management
*
Personal development plan
It is a process of planning which involves creating the action plan which is based on the
awareness, reflection, value, planning and goal setting for the personal development with is in
relation to the career, relationship, education or the self-improvement (Bukharina, 2018). The
personal development plan is discussed below-
Skill/
Knowledge
Current
proficiency
(out of 10)
Target
proficiency
(out of 10)
Development Judging
criteria
Time frame
Stress
management
1 out of 10 9 out of 10 This skill can
be developed
by changing
the attitude
towards
handling the
situation.
The
development
of stress
management
shall be
judged by my
peers and
3 months

And also by
undergoing
meditation or
the exercise
can release
stress. Stress
management
knowledge
can be
developed by
talking about
the problems
so that
solutions can
be brought
and ways to
handle it can
be
overlooked
by me.
colleagues
who will
monitor my
progress and
give me the
feedback on
the progress.
Time
management
3 out of 10 8 out of 10 This skill can
be developed
by me by
preparing the
schedule and
doing all the
task or
activities
according to
the proposed
schedule.
My
development
shall be
judged by my
superiors and
family who
will give me
regular
feedback on
my
completion of
3 months

Also I can
undergo
some
diploma
course on
time
management
so that I can
work on time
efficiently.
work.
Moreover the
result of my
diploma
course will
provide my
progress
report.
Problem
solving skill
4 out of 10 10 out of 10 This skill can
be developed
by regularly
solving some
hypothetical
problems so
that I can
reach
solutions.
This will help
me in
widening the
scope of my
solving
technique.
It shall be
judged by
peers and
superiors
who will
provide me
the result of
the progress.
Their
feedback will
help me in
making
improvement
in my work.
6 months
Information
and
technology
6 out of 10 9 out of 10 I can develop
the
knowledge of
information
and
technology
The judging
criteria shall
be the result
of my
diploma
course which
12 months

by
undergoing
the diploma
course so that
I can learn all
the minute
details of
using the
technology.
will provide
me with my
exact
progress.
Produce an illustrated report that assesses how strategies for skills development and lifelong
learning may enable career development for you and your team colleagues.
Career development is the set of programs which are designed to match the needs and
abilities of the individual with their future and current opportunities. It is a long term program
different from training and development of an employee as career development covers whole
work life. It is important for the individual as it helps in understanding the job responsibilities
which in turn helps the employees when their annual performance is assessed (Zhou and et. al.,
2020). On the basis of their performance, they are rewarded or reprimanded. So it is important
for the individual as well as the whole team so that they can develop their skill and learn lifelong.
Skill development and the lifelong learning contributes in the career development as skills
and knowledge have a major role in performance management of an individual. It is important
that the individual possess the knowledge both formal and informal so that objectives can be
achieved effectively. The knowledge can be gained either-
 By any senior employee or
 Any new employee who have undergone training, or
 New employee who have brought experience and skill from other company (Han and et.
al., 2018).
There are many types of knowledge which can be sued by the person and convert it into
action which are discussed below-

 Explicit knowledge- This type of knowledge is known by the employees and the
company and is easily communicated and also quantified.
 Tactic knowledge- This is understandable by the employees but is rarely described
(Mathieu and Rapp, 2018).
One of the important skill which is used and contributes in career development is the
communication skill. There are two types of communication, verbal and non-verbal which must
be used by an individual so that it can communicate with its team members effectively and
efficiently. This skill prevents any misunderstanding and helps in bringing clarity so that
organizational goals can be achieved easily and smoothly.
Strategy for developing skills and lifelong learning is discussed below-
 Continuous interaction- Communication is very important in the groups and
teams as it helps in communicating the common purpose and goal. This helps in
learning new things from the group members so that their knowledge can be
learned by everyone. This skill can be developed by me and other people by
continuously trying to talk to each other and asking regular doubts and issues
which will help in brining clarity in the objectives and goals.
 Turning mistake into opportunity- By learning from the mistakes, I will be able
to develop the lacunas of mine. The mistakes shall work as opportunity for me so
that I can learn from them and try to work ahead of it. Learning from mistake is
lifelong learning and stretching our self helps in emotional and mental growth so
that lacked skill can be developed which will help in future career development.
 Set goals- Setting the objectives and goals relating to learning can help me grabbing new
things. The reason to learn must be valid so that new skills can be developed as per the
requirement. Setting learning goals will strengthen my desire to learn more and more so
that I can widen my scope for career development. Goal setting will help to develop the
requisite skill on time so that focus can be made in personal and professional
development. With the help of personal development plan, I can manage the develop my
skill and enhance my career development (Santos, 2018).
 Training and development- The employees and the team members must be given
regular training so that they can develop new skills and improve the existing one.

This not only helps in individual work but also in group performance because
collective efforts are made to complete the task. By undergoing training, many
skills like problem solving, decision making, time management can be developed
which will ultimately help in overall development in personal and professional
context.
 Developing the skills and the lifelong learning can help in career development of an
individual. Personal development plan helps in developing the skill well on time. This
skill development and lifelong learning helps in motivating the employees as a skilled
workforce is more encouraged to take challenges and opportunities which ultimately
helps in career development. Employee motivation is linked with the employee retention
as well as the motivated workforce is more capable to work for the achievement of goals
which gets them inspiration to learn more. This results in decreasing the employee
turnover in a company (Tang and et. al 2018).
When an individual is motivated to work hard, he/ she focuses on developing its
skills and knowledge so that it can use it to work its level best. A motivated employee
works for the longer time period in an organisation which results in employee retention
and ultimately its progression.
 The career development of the group members can be done by promoting project based
working so that organizational goals can be achieved collectively. When a team works, it
is a combination of competencies, skills, experience and knowledge which are put
together as whole. This helps the group members to learn from each other so that they
can develop their skills and knowledge collectively and push each other to develop
further. Working altogether encourages the employees as they all motivate each other to
work their level best. this results in high motivated workforce which altogether
contribute in growth and success of the company. The team members motivate each
other as they all work altogether and encourage each other to achieve their targets (Luu,
2019).

Create your own blog to produce a concise summary to answer the following:
(a) How may high performance people be developed by effective performance management?
Performance management is the tool of corporate management which helps in monitoring
and evaluating the work of employees. The main aim of this is to create such environment where
the employees can perform with their best abilities so that high quality work can be produced
efficiently and effectively. Performance management is a continuous process of communication
in which both workforce and manager work together in order to plan, monitor and then review
the work objectives of employees and their overall contribution in the company.
Performance management is a strategy that relates to the activity of the company which
are set in accordance with the policies of human resource, style, culture and the
communication system of an organisation. The strategies vary from company to company
and depends upon organizational context.
 High performance people are such workforce which provides quality work to the
company and work efficiently for the achievement of overall company’s objective sand
goals. They have the ability to perform their job role with high intention so that excellent
output can be produced which is beneficial for the corporation (Ahmed and et. al., 2020).
Effective performance management strategies may help in developing the high
performance people which are discussed below-
 Communicate goals and the objectives clearly- An employee cannot meet the
performance objectives and expectations if they are not outlined to them clearly. This
is the first step in performance management where communicating definite and clear
goals, roles and responsibilities to the workforce helps them working towards it with
full concentration so that high performance can be brought. This will bring clarity and
prevent the confusions so that employee people can work to produce high
performance. A sense of commitment and the accountability will ensure high
performance from people which will be brought through performance management.
 Offer frequent performance feedback- Only communicating clear goals and
objectives is not enough, rather checking the performance of an individual on regular
basis and providing feedbacks opens the scope of the person to make improvements.

Feedbacks also reinforces the strong skills and the positive behavior together with
showing the areas of opportunities with the clear path for the improvement.
 Preemptive management and the recognition- High performance can be guaranteed
ensured when there is implementation of the rewards and the practice preemptive
management. This means that the person must be communicated with the
expectations so that their goals are known to them. Rewarding the individual on their
performance helps in developing high performance people as they get motivated to
work their level best and produces high quality output.
 Coach the people- The employer or the superior must coach the employees in such a
way that the performance deficiencies are corrected. It also involves identifying the
gaps in competencies and communicating the goals so that the individual is given
clarity as to what is to be done and how is to be done. The role of employer is to
coach the employees when they are wrong at something and filling their gaps so that
they feel valued and motivated to make improvements and work their level best and
ensure high performance.
 Diagnose the problems- Early identification of performance problems and working
towards removing the barriers shall ensure good performance from the people. The
manager must work on to remove all the hurdle which come across the performance
of an individual so that high performance is ensured. Diagnosing problems will save
time and effort of the people which will be used for further personal and professional
development (Khandakar and Pangil, 2020).
These performance management strategies help in developing the high performance as the
strategies are focused on the performance of the people which can be improved by various
strategies like coaching, communicating and diagnosing the early problems. Moreover, the
people can learn from their past mistakes which shall be identified by their superiors and
communicated to them through feedback which will widen their scope to make early and regular
improvements. Further the recognition and rewards works as best medium to motivate the people
as this gives them inner strength and power to build their mental ability to perform their level
best which will result in high quality output (Shi, Brinthaupt and McCree, 2017).

For developing the high performance people, there are many factors which must be
prevented as these may affect the performance of the individual. The factors are discussed
below-
 Personal characteristics- When a person has limited intellectual or the abilities or the
lack of training may become a hurdle in developing the high performance individual
so the companies must ensure that regular training is given to the people so that they
can develop new skills and improve their existing skills.
 Job related factors- When the people are unsure about their targets or the goals or the
culture of the company is such that there is poor leadership and management, it may
lead to low performance so that employers must ensure that there is clear
communication of goals and objectives so that people or employees can work towards
it without any ambiguity.
 Performance management system- When the system in a workplace is such that
there is unfairness in appraisal system or the follow up on the outcome is poor, it may
result in poor performance of the person. So employers must make sure that the
performance management system is fair enough for all so that a motivation is present
while working which will ensure high performance from the people (Liu and et. al.,
2020).
(b) Produce an illustrated report that evaluates how high-performance strategies enable you
to reflect on how you may work effectively as part of a team.
High performance is referred to as the concept in an organisation development which
refers to the teams, companies or the individuals who are highly focused on the goals and
business results. It is important for the organizations to have the high quality staff so that they
can focus on achieving the goals and objectives of the firm.
High performance helps an individual to grow both at personal and professional level as
it helps the people in meeting their personal needs of development. Ensuring higher performance
and work from the employees is not only beneficial for the company but also for the employees
at their individual level. High performance team is a group of people which have specific roles
and the complementary skills and talent which are aligned with the common purpose who shows
high level of togetherness and collaboration. A team which have high performance is a tight knit

which is focused on their common goals and have a supportive process which enables the team
members to remove any barrier which come across in achieving the targets.
In order to ensure the team effectiveness through the high performance teams, Tuckman’s
stages of group performance are effective which involves the following stages-
 Forming- Whenever a new team is formed, the members are unsure about their common
purpose and have many doubts as to how the work shall be carried out as a team. So they
look for a team leader who will provide direction and guidance.
 Storming- In this stage, people begin to push itself against established boundaries. Here
friction or conflict may arise between the members. The roles and responsibilities of each
member must be clearly defined so that there is no lack of progress as each individual is
clear with its vision.
 Norming- After storming the team moves to anther stage where people begin with
resolving their conflicts and start to appreciate each other’s work so that all feel
motivated to produce high quality output. A comfort level is created where team
members can ask for help and the feedback so that they can give good performance.
 Performing- At this point, the team is at flow and all perform with their full potential.
With both structured process and the hard work, the team works towards achieving the
common goals.
 Adjourning- This is the last stage which involves disbanding as the purpose is achieved.
Team members may find it difficult to adjourn the teams as they have developed close
working relationships (Pekerti, 2019).
Tuckman’s team performance model helps in building the effective teams which ensures
that high performance is given by each member which will not only benefit the team
members but also the organisation as a whole. During forming to storming stage, the definite
goals are set and communicated to the team members so that they can get the idea as to how
work may be done. Then from storming to norming stage, a team may be built or be broken
so the team leader must establish such processes which can track the progress of the task.
After this, during norming to performing stage, the social connections are built which helps
the team members to motivate each other so that they can give positive outcome and at last
during performing to adjourning stage, team members perform with their best abilities so

that they can give high performance. After the performance they celebrate their achievement
and boost each other’s confidence by praising and appreciating the efforts of all. All these
lead to encouraging each other to give high performance so that they can work effectively
and efficiently.
High performance works to meet the personal needs as it encourages development of the
personal skills and knowledge which an individual use in order to give its best performance.
Working in teams may lead to individual differences, attitudes and perceptions but on other
side, it also motivates to work altogether. If every individual works at their level best, it will
lead to creation of high performing team as each individual is charged with best abilities to
give its best which will result in high level of performance.
High performance can be ensured by following strategies-
 Continuous motivation- Rewards and recognition will help in motivating the workforce
to give their best so that they will work to achieve the organizational goals on time. This
will encourage them to give high performance both at individual level and team level.
 Performance management- Continuously monitoring the work of workforce and giving
regular feedback will help the employees to make improvements in their work so that
they can give better and improved performance. This will widen their scope to give high
performance.
 Training and development- This is one of the continuous process which must be adopted
so that high performance can be ensured. Through training and development,
improvement can be made in existing skills and knowledge and new skills shall be
developed which will result in high quality work from the employees.
These strategies may be used at individual level or the team level and shall contribute at
higher performance.

CONCLUSION
It is concluded from the above report that self-management is an important practice
which involves self-control. It is one’s ability to give its best. With the help of personal SWOT
analysis, individual’s strength, opportunity, weakness and threats are identified which helps in
identifying he loopholes which shall be closed using the personal development plan. There are
many strategies which helps in skill development and lifelong learning which involves
continuous interaction, training and development, learning from mistake and many other.
Moreover, performance management plays a key role in development of high performance
people as it involves many strategies like communication, feedbacks, diagnose problems, etc.
which ensures high performance from the individual. Lastly, there are many high performance
strategies which are helpful in meeting the personal needs as these work on to develop the
effective team and the skilled individual.

REFERENCES
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