Exploring Stages of Professional Development in Teaching and Teacher Education

The provided content discusses various stages of professional development for teachers and educators, covering topics such as action research, reflection in learning and professional development, and personal and professional growth. It highlights the importance of continuous learning, feedback, and self-reflection in shaping one's professional identity and development. Additionally, it touches on the distinction between personal and professional development, emphasizing the need for both aspects to coexist and support each other.

Personal And Professional
Development

Table of Contents
Introduction......................................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Evaluation of approaches to self managed learning and lifelong learning:..........................3
1.2 Ways which enables lifelong learning in personal and professional developmental context:
.....................................................................................................................................................5
1.3 The benefits of self managed learning to individual and organisation:................................5
TASK 2............................................................................................................................................6
2.1 Personal skills and competencies auditing and evaluation against the professionals
standards:.....................................................................................................................................6
2.2 Identification of my own developmental needs and ways to get them:................................7
2.3 Identification of my own developmental opportunities to meet current and future goals:...8
2.4 Personal and professional developmental plan:....................................................................9
TASK 3..........................................................................................................................................10
3.1 The process and activities required to implement the developmental plan:.......................10
3.2 Undertaking and documenting development activities as planned:....................................11
3.3 Evaluating own learning against the set objectives and standards:.....................................11
3.4 Updating the developmental plan as per feedback and evaluation:....................................12
TASK 4..........................................................................................................................................12
Covered in PPT.........................................................................................................................12
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

Introduction
These days organisations around the world are trying to find ways which boost the
personal and professional development of its employee's. They want their employee's to start
managing their own development. Personal and professional development is essential for
individuals as it gives them opportunity to gain more in their personal and work life. This report
is focused on the how Tesco is able to promote staff and career development in their company.
Tesco plc is multinational grocery and general merchandise retailer (Avalos, 2011). It is based on
Welwyn Garden city Hertfordshire, England, United Kingdom. Its is third largest retailer in
terms of profits while ninth largest in terms of revenue in the world. It is biggest retailer in UK
with 28.4% market share.
Tesco plc was founded by Jack Cohen in 1919 as a group of market stall. Tesco opened
its first store in Burnt Oak Barnet in 1931. Till 1939 it had more than 100 stores on its name
across United Kingdom. Since 1990, Tesco has diversified geographically and in retailing. It
now offers products and services in following sectors- financial services, books, clothing,
electronics, toys, petrol, software, telecom and internet services. In 1990 Tesco repositioned
itself from being a down market low cost high volume retailer to a brand which have appeal
across to all levels of society. This move proved to be successful as Tesco grew from 500 stores
to 2500 stores fifteen years later. In 2017, Tesco have 6553 stores and its product range from
supermarket, hypermarket and superstore. It is listed on London stock exchange and is one of the
main constituent of FTSE 100 Index. Tesco have a set criteria for its human resource
development it is providing all opportunities to its staff as to boost their effectiveness and
efficiency.
TASK 1
1.1 Evaluation of approaches to self managed learning and lifelong learning:
Self managed learning and lifelong learning are two concept which states about one thing
and that is that the employee or individual should start managing their own growth and
development. Also self managed learning is a concept which mirrors management process
(Brody and Hadar, 2011). These concepts states that the individual should be encouraged to
undertake learning at regular interval as to increase their effectiveness and efficiency. The
concept of self managed learning ensures that the individual will keep a track of its own activity

and with any upcoming challenge he will seek out learning. The self managed learning enables a
person in self motivating, managing, monitoring and modifying. Self learning is focused on
process instead of content.
There are many approaches by which self learning can be encouraged, monitored and
enhanced:
 Visionary approach: This approach focuses on encouraging individual to map out his
future plans. This makes him to set goals and objectives for himself.
 Meta approach: This approach is focused on changing individual mental framework
which will enable him in changing his attitude and way of perceiving things.
 Strategic approach: This enables the learner to start approaching his work in a strategic
way. He will plan, organisation and then take action as per the future requirements.
 Seminars and conferences: This approach helps a person in being updated and ready to
tackle down future uncertainties. As this enhances his learning.

These approaches help in ascertaining that the individual starts managing learning on his own,
but Meta leaning and strategic learning with a visionary approach enables the person in mapping
out his future process.
1.2 Ways which enables lifelong learning in personal and professional developmental context:
Lifelong learning is all about constant learning by the individual at personal level as to
enhance his capabilities in professional life. Individual needs to do personal assessment as to
evaluate his strengths, weakness, opportunities and threats (Elliott, 2011). This will help the
learner in gaining an additional perspective about his own capabilities. Also he will be able to
understand the gap between his abilities and required competencies. There are many ways by
which a person can enable lifelong learning for developing personal and professional
capabilities:
 Self Analysis and Evaluation: Self analysis and evaluation enables a person in
understanding the gaps which exist in his capabilities and situations requirement. SWOT
analysis will help him analysing his strengths, weakness, available opportunities and
threats.
 Collaborative Continuous Leaning: This enables a person in seeking out for more
opportunities to learn new things which will help him in increasing his capabilities. This
learning helps him in change his mental framework and strategic approach towards
situation.
 Leadership: Effective leadership helps enables individual in grabbing more
opportunities for his personal and professional development.
 Achievements: Achieving a task in a efficient manner motivates an individual to learn
new ways to improve his performance for next task.
 Communication and Relationship: If the communication and relationship within the
organisation are maintained properly then individuals will be able to communicate their
requirements to the top level (Hamza, 2010. This will result in learning opportunity.
1.3 The benefits of self managed learning to individual and organisation:
Self managed learning is very beneficial for an individual and organisation that is why
these days government and organisations are encouraging it. This helps an organisation in having
a workforce which is continuously learning and gaining new capabilities. It helps an organisation
in gaining competitive advantage over its competitors in short and long terms. Self managed

learning enables an individual in learning new concepts and theories which helps in performing a
certain task at a efficient and effective level (Hopkinson, 2014). Self managed learning focuses
on changing the mental framework of an employee which enables him in perceiving challenges
and situations in different ways. Self managed learning benefits to individual and organisation
are explained below:
Benefits for individuals:
 Improves efficiency and effectiveness: Self managed Learning ensures that the
effectiveness and efficiency level of individuals increases.
 Better decision making: It also help in improving the speed and quality of decision
making done by individuals
 Enhanced capabilities: Individuals knowledge, skills and abilities increase which help
him achieving his objectives and goals in time.
Benefits for organisation:
 Improved Team working: Team working improves as people keep on learning and
adapting to new skills and environment.
 Enhanced productivity: The productivity of employee's is enhanced as they acquire new
skills and abilities which improves their productivity.
 Employee engagement and relationship: Self managed learning helps in increasing
employee engagement and relationships.
TASK 2
2.1 Personal skills and competencies auditing and evaluation against the professionals standards:
These days individuals are encouraged to do their self analysis and auditing as to know
where they stand against the performance standards set by organisation. This auditing helps
individuals and organisations in setting the goals and objectives (Kumari, 2011). The objectives
and goals are set as per SMART concept. There are few skills which makes me more competent
then others. My auditing will be based on these skills: managing others, problem solving, team
building, target achievement, motivating others, listening and researching skills. For the position
of store manager in Tesco:
Sl.
No.
Skills and Competencies Score Score from
others
Variances

1 My Management skills and their contribution 7 6 1
2 Leading in situations to sort it out 5 7 -2
3 Interaction with fellow workers 8 9 -1
4 Contribution in the field of research 6 4 2
5 Accepting and taking responsibilities for final outcome 7 5 2
6 Building teams and enhancing working relationships 6 7 -1
7 Target achievement and problem solving skills 8 6 2
8 Motivating others to improve their working 5 6 -1
9 Listening to others problems and providing precise
advice.
6 7 -1
A per the audit I can say that I am able to meet the organisation standards in many
standards but there are gaps which I need to fill in as to boost my operational capabilities. My
evaluation against organisation standard is as follows:
 I have to improve my management skills further more
 I have good leadership skills to sort out situations
 My interactions with fellow workers is good
 I have to improve my researching skills
 Also acceptance and responsibility taking has to be improved
 I am able to build better teams and relationships
 I am able to provide better motivation which helps in improving work.
 Need improvement in changing my approach to target oriented
2.2 Identification of my own developmental needs and ways to get them:
By doing a personal skill and competency audit, I am able to identify the areas I need
development (Lago, 2010). For increasing my capabilities further more I am required to
overcome the issues which I have. Also I have to match the organisation skill requirement as to
perform all the task in a better way. Following are my developmental needs:

 Improvement in management skills: After conducting personal skill audit, the result
was that there is a need of improving managerial skills. These are required as to manage
the superstore properly.
 Changing approach: There is high need to change the approach towards task
achievement. I have to bring change in my approach as to improve performance and
achievement.
 Acceptance and responsibility taking: This issue is related with the mental framework
which has to be changed.
 Researching skills: Improving these skills will enable in applying new theories at work
place.
There are certain activities which will be undertaken as to improve the issues:
 Seminars and conferences: These seminars and conferences will help in enhancing the
learning about new changes which are coming in the work environment.
 Managerial activities: Increasing participation in managerial activities will enhance the
experience and learning about management process and procedures.
 Simulation training: Simulation training is a training where the employee in put into a
simulated environment. He has to take decision as per the situations.
2.3 Identification of my own developmental opportunities to meet current and future goals:
For further growth in personal and professional life an individual has to develop himself
as to meet the requirements of present and future situations. A proper analysis of present and
future needs helps an employee in developing himself as per the requirements which results in
achievement of goals and objectives in a efficient and effective manner (Maskit, 2011). There are
certain skills which I have to develop as to meet the current and future needs.
 Current needs: The current requirement is to improve the profits and revenue of store
which I am managing. This can be done by developing proper managerial skills which
will enable me in managing activities across the store in effective way. Second
requirement is that I have to develop strategic approach as to minimise the cost and time
taken in a certain task. This will help in reducing cost and increasing efficiency.
 Future needs: The future needs of Tesco and store are to be able to serve a larger market
share while minimising the cost. As per the need I will have to look at various factors
which impacts the customer in best way. Undertaking training and developmental courses

I can increase my decision making skills and meta learning capabilities. This will ensure
that I am able to perceive each change in a different way. Also participating in different
seminars and conferences will enlighten me about the future shifts in market according to
which I can change my approaches towards the goals.
2.4 Personal and professional developmental plan:
A properly formulated developmental plan increases the probability of facing situations
in a more appropriate manner. The personal and professional developmental plan will be
prepared while keeping all the strengths, weakness, opportunities and threats in mind (McNiff,
2010). For developing a developmental plan I have to do a SWOT analysis:
 Setting Aims and Objectives: Aims and objectives help the person in determining the
path which will allow him in achieving final goals.
◦ Aims: First aim is to improve management skills, second aim is to deal with
employee grievance, third is to improve productivity.
◦ Objectives: First objective is to get training, second is to improve efficiency and
effectiveness and third objective is to improve communication channel.
 Self Evaluation(SWOT analysis): SWOT analysis is a technique which helps in
identifying individual strengths, weakness, opportunities and threats (Moon, 2013). This
enables a person in finding out gap which exist in his abilities and required abilities.
Strengths
 Leadership Qualities
 Problem Solving
 Interaction with fellow worker
 Team Building and working
relationships
Weakness
 Management skills
 Research Skills
 Target orientation
 Acceptance and responsibility
Opportunities
 Improving efficiency and effectiveness
 Managerial skills and competencies
 Communication skills
 Listening and acceptance
Threats
 Better skilled managers
 Employee grievances
 Less productivity
 High Resource consumption

 Identification of methods to improve: After self evaluation proper methods of training
and development will be identified as to ensure the issues are solved. Off the job training
and other learning strategies will help in improvement.
 Identification of Future need: Future need will be analysed at both levels, personal and
professional. The future needs will state about the improvements I will have to make in
my skills and abilities to meet specific challenges which will come in future.
 Learning Events: All the learning events will be undertaken which will enable me in
overcoming the issues in my capabilities.
 Measurement and monitoring: I will again do a self audit as to ensure that there is
improvement in the skills as per the standards and if there low level of improvement then
the training will be undertaken again or pattern will change (Mwalongo, 2011). Also
regular auditing will be done as to ensure that the needs are met and there is no GAP left.
TASK 3
3.1 The process and activities required to implement the developmental plan:
Developing a plan to improve the capabilities of a person is important but what is more
important is the strategic implementation of the plan. If the plan is developed properly but its
implementation is not done as required then it will result in failure. To implement the
developmental plan individual need to follow a process which will ensure that the strategy is
implemented properly. Process of developmental plan implementation is:
 Setting up a time scale: Time scale is required as to ensure that all objectives and goals
are achieved within defined time period (Nicholls, 2014). And if they are not achieved
within time frame then the efficiency will go down. To make a proper time scale Gantt
chart will be made.
 Assessment of KSA: Knowledge, skills and abilities has to be defined by and assessed
before undertaking any training and after training they have to be reassessed as to check
what improvements have been made.
 Learning strategies: Those strategies will be used which relate to the specified situation
in the best way.
 Resources: Sources used for learning will be textbook, digital learning material, research
papers, etc. these resources will be used as per the requirements of th training applied.

 Evaluation and feedback resolution: there is constant need of measurement and
monitoring as this will ensure that there is no GAP between existing capabilities and
required capabilities. Also this will enable in preparing for meeting future requirements.
3.2 Undertaking and documenting development activities as planned:
The development plan will be implemented and the following activities will be
undertaken:
 Training: Off the job training will be undertaken as the need is to improve managerial
and analytical skills which can be developed via off the job training methods.
 Learning strategy: To improve learning and use it in real time an enhanced learning
technique (Olsen, 2015). Meta and strategic learning will be employed with visionary
approach.
 Change management: This activity will mark the transition of changes in attitude,
perception and abilities of individual.
 Research: This activity will ensure that the best methods and knowledge are imparted.
 monitoring and evaluation: There is a need of constant monitoring and evaluation as to
keep up to date with the changes in the environment.
These activities will ensure that the development plan is executed properly.
3.3 Evaluating own learning against the set objectives and standards:
It is very essential to evaluate the skills and competencies after undertaking learning
event as this will help the individual in analysing the improvement he has registered due to
learning that has occurred. The best way to analyse the learning is to evaluate them against set
objectives and standards (Shagrir, 2010). By doing so we can analyse the level of improvement.
If it is at par with standards then its of if it is not at par with standards then the training was not
so fruitful. It needs reviewing and re development. The following activities will help the senior
members and individual in reassessing the developmental plan:
 Formal meet up preparation: This is very necessary, this will ensure that the content
and issues are ready to be presented in front of all members.
 Utilisation of experience and knowledge: The senior members and individual past
experience and knowledge will help in reassessing the developmental plan as to sort out
loopholes which resulted in less improvement.

 Anticipation and motivation: This is very important as the level of motivation and
anticipation in individual will be a key factor in realising the plans and results. If
motivation level is low then there is need of developing new plan.
3.4 Updating the developmental plan as per feedback and evaluation:
The need to update developmental plan is high if the previous one was not effective. In
this case the plan did not managed to get the specified results (Sutherland, Howard and
Markauskaite, 2010). Hence it was reassessed and as per the feedback and evaluation certain
changes will be made to update the plan:
 Change in Training methods: The methods used in training will be changed or prepared
as per the requirements. There are various methods which can be utilised by the
individual. These methods should match the requirements of the individuals.
 Use of different approaches: The last approach was not effective hence new approach
will be used. But the previous one will be assessed as why it was not effective, loopholes
will be overcome and it can get re implemented if found suitable.
 Motivational requirements: The motivational level was not appropriate in the last
training as it forced too much on individual (Throop and Castellucci, 2010). That is why
new methods will be introduced which will ensure that the motivation remains high.
TASK 4
Covered in PPT
CONCLUSION
The concept of Self managed learning is being encouraged today as to enhance the voluntary and
self learning of individuals. This concept is beneficial for both, employee and organisation. As
employee will be able to learn more and improve his own skills, abilities and knowledge while
organisation will be able to get a competent workforce which has reduced cost of training. There
is requirement of developing a viable plan as to ensure that the learning is continuous and
effective.

REFERENCES
Book and Journals
Avalos, B., 2011. Teacher professional development in Teaching and Teacher Education over ten
years. Teaching and teacher education. 27(1). pp.10-20.
Brody, D. and Hadar, L., 2011. “I speak prose and I now know it.” Personal development
trajectories among teacher educators in a professional development community.
Teaching and Teacher Education. 27(8). pp.1223-1234.
Elliott, J., 2011. Reconstructing teacher education (Vol. 221). Routledge.
Hamza, A., 2010. International experience an opportunity for professional development in higher
education. Journal of Studies in International Education. 14(1). pp.50-69.
Hopkinson, C., 2014. Personal and professional development. Becoming a Nurse: A Textbook
for Professional Practice. p.383.
Kumari, N., 2011. Personal therapy as a mandatory requirement for counselling psychologists in
training: A qualitative study of the impact of therapy on trainees’ personal and
professional development. Counselling Psychology Quarterly. 24(3). pp.211-232.
Lago, C., 2010. On developing our empathic capacities to work inter‐culturally and inter‐
ethnically: attempting a map for personal and professional development. Psychotherapy
and politics international. 8(1). pp.73-85.
Maskit, D., 2011. Teachers’ attitudes toward pedagogical changes during various stages of
professional development. Teaching and Teacher Education. 27(5). pp.851-860.
McNiff, J., 2010. Action research for professional development: Concise advice for new action
researchers. Dorset: September books.
Moon, J.A., 2013. Reflection in learning and professional development: Theory and practice.
Routledge.
Mwalongo, A., 2011. Teachers' perceptions about ICT for teaching, professional development,
administration and personal use. International Journal of Education and development
using information and communication Technology. 7(3). p.36.
Nicholls, G., 2014. Professional development in higher education: New dimensions and
directions. Routledge.
Olsen, B., 2015. Teaching what they learn, learning what they live: How teachers' personal
histories shape their professional development. Routledge.
Shagrir, L., 2010. Professional development of novice teacher educators: professional self,
interpersonal relations and teaching skills. Professional development in education, 36(1-
2), pp.45-60.
Shortland, S., 2010. Feedback within peer observation: continuing professional development and
unexpected consequences. Innovations in Education and Teaching International. 47(3).
pp.295-304.

Stenberg, K., 2010. Identity work as a tool for promoting the professional development of
student teachers. Reflective Practice. 11(3). pp.331-346.
Sutherland, L., Howard, S. and Markauskaite, L., 2010. Professional identity creation:
Examining the development of beginning preservice teachers' understanding of their
work as teachers. Teaching and teacher education. 26(3). pp.455-465.
Throop, R.K. and Castellucci, M.B., 2010. Reaching your potential: Personal and professional
development. Cengage Learning.
Van Driel, J.H. and Berry, A., 2012. Teacher professional development focusing on pedagogical
content knowledge. Educational Researcher. 41(1). pp.26-28.
Von Haenisch, C., 2011. How did compulsory personal therapy during counselling training
influence personal and professional development?. Counselling and Psychotherapy
Research. 11(2). pp.148-155.
Watts, M.D., 2010. Certification and clinical ladder as the impetus for professional development.
Critical care nursing quarterly. 33(1). pp.52-59.
Zepeda, S.J., 2012. Professional development: What works. Eye on education.
Online
Personal And Professional Development . 2017. [Online]. Available Through:
<https://www.healthcareers.nhs.uk/career-planning/developing-your-career/personal-
and-professional-development> . [Accesses On 29 May 2017].
Personal And Professional Development Plan . 2012. [Online]. Available Through:
<http://www.faculty.londondeanery.ac.uk/e-learning/assessing-educational-needs/
personal-or-professional-development-plans> . [Accesses On 29 May 2017].
The Difference Between Personal And Professional Development . 2017. [Online]. Available
Through: <http://brayleinolearning.co.uk/blog/2014/october/09/what-is-the-difference-
between-personal-and-professional-development/> . [Accesses On 29 May 2017].