Personal Learning Experience Reflection

This assignment involves reflecting on various learning experiences such as attending seminars and conferences, receiving coaching, and participating in simulations. The reflection should cover how these experiences have enhanced the learner's skills, knowledge, leadership abilities, and decision-making processes. Additionally, it should discuss what was learned about oneself, how theories were put into practice, and plans for future improvement.

Personal Development

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Identify own learning style...............................................................................................1
1.2 SWOT analysis for identifying developmental needs......................................................3
1.3 Identify potential barriers to learning...............................................................................4
1.4 Ways in which barriers to learning can be overcome.......................................................5
TASK 2............................................................................................................................................5
2.1 Analysis of learning options required to meet needs........................................................5
2.2 Identification of support mechanism for development.....................................................6
2.3 Preparation of developmental plan to achieve learning objectives..................................7
2.4 A method that will be used to monitor development.......................................................8
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9
APPENDIX....................................................................................................................................10

INTRODUCTION
Personal development of an individual is the most important thing that needs to be
managed in an effective manner. There are many methods and models which are given by
various researcher as to assist people in finding out their level of competency. It enables
individuals in identifying required level of skills and also aid in setting a path that will lead them
to the desired level of competence (Hallam, 2010). In this report it will be determined as how a
person can identify his developmental needs and also ways which can be used to achieve
individual as well as organisational goals effectively.
TASK 1
1.1 Identify own learning style
It is very important for a person to identify his own way of learning. There are certain
models which can be used for determining the style which is suited for me. The methods are
stated below:
 Kolb learning model: This is the most used technique that assist in identifying various
learning styles that are suitable for individual. This is a model that is purely focused on
experiments that can be conducted for aiding individual in identifying his method of
adaptation of learning (Zimmerman and Labuhn, 2012). There are four types of styles
which are used by individual and as believed by Kolb that no person can learn things on
one axis, that is why he is always on two.
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The four learning learning style are as stated below:
 Diverging: Different perspective is used for looking at things as to understand them in a
proper manner.
 Assimilating: These are the individuals who prefer logical, concise approach for handling
different situations (Peacock and et. al., 2010).
 Converging: These type of people use technical tools and experience as a approach to sort
things out more effectively.
 Accommodating: These are the people who are totally reliant on their intuition and
instincts instead of logic.
The table below will state how a person thinks, acts and learn in a long term:
Doing (Active
Experimentation)
Watching (Reflective
Observation- RO)
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Source 1: Saul McLeod, 2013

Feeling(concrete experience-
CE)
Accommodating Diverging
Thinking (Abstract
Conceptualisation- AC)
Converging Assimilating
 VARK: This is a model that was developed by Neil Fleming. As stated by him, a learner
or individual is divided into four types which are stated below in the image:
Illustration 1: VALK learning model.2017
He believed that a person only learns via these stated styles in a effective manner. There
are people who would grab things faster when they are visually taught while some learn by
practically doing it so it differs on individual personality.
In my own case, converging style is the most suited as I like to practically implement
things while using tools and methods (Andersson, 2010). The learning method that is most suited
is the Kinaesthetic as I like to do things and learn as per the results.
1.2 SWOT analysis for identifying developmental needs
It is very important to identify various developmental needs of an individual. In my own
case I would conduct SWOT analysis as to ensure that my developmental needs are identified in
a effective manner. Currently I am employed in Tesco plc, where I work as a store manager. The
analysis is stated below:
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Strengths
 The motivation level
 Innovative approach
 Effectiveness and efficiency
 IT Skills
Weakness
 Leadership skills
 Team working and building
 Disruptive performance
Opportunities
 Leadership training
 Virtual marketing
 Participation in decision making
Threats
 Higher performing co-workers
 Changing market dynamics
 Shift in the company field of serving
There are few weakness and threats that are identified in SWOT analysis, they need to be
converted into strengths and opportunities in a effective manner. There many methods that can
be employed for doing so, such as:
 Conferences and Seminars: These are the events which will assist in enhancing
knowledge regarding various topics which are required to be understood for improving
performance.
 Simulation training: This is an all round training that ensures that person takes initiative
and stabilises his performance (Hay, 2010). Individual is put into a simulated
environment where he is tasked to take various decision and perform different task.
 Participation in goal setting: Individual has to take active participation in goal setting and
I will be asking my seniors to provide guidance when it is required.
There are certain matching strategies which can be used for matching strengths and
opportunities. It will enable in analysing all the factors and make changes for improved growth.
The best way to match the skills that are required to exploit opportunities is learning constantly
about the trends.
1.3 Identify potential barriers to learning
There are different types of barriers which are there that I have to face. These hampers
the working capabilities in a very impactful manner and that leads to disruptions in performance
levels (Von Haenisch, 2011). There are various factors that cause these issues which are stated
below:
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 Childcare: This include the very upbringing of a person. I had a stable childhood that is
why I have a strong will and I am able to perform task more effectively.
 Work-life balance: There is requirement of balancing the professional and personal
aspect of life in a effective manner. It is important as to ensure that all aspects of life are
given their due time and manage them.
 Financial barriers: The salary and current savings are not able to cater to the my own
needs which is hampering my effectiveness at work.
 Geographical: The distance between my home and office is a lot. The time wasted is
higher and it has negative impact on my daily schedule.
 Social: There are various barriers that are persistent. I am the first child who has received
a higher education and a job in the house (Jackson, 2011). My parents are dependent on
me and they expect that I would fulfil their desires. This leads to some stress but the
level of support offered by them stabilises it.
1.4 Ways in which barriers to learning can be overcome
It is very important for an individual to get over the issues that are hampering his
capabilities and hindering his path to achieve success. There are certain ways in which the
problems identified above can be sorted out. They are mentioned below:
 Work life balance: This can be solved with a fixture of working time. In EU there are
many countries which are implementing the policy where a company can not disturb a
worker after his working hours are over. This is done as to create a balance work and
personal life relationship.
 Social: These are the issues which are related to society and people living into it. Family,
social groups and reference people are the one who are responsible for these types of
barriers (Chen, Bao and Huang, 2014). There are certain social taboo's which hinder
individual performance. Effective management and skill enhancement will be used for
tackling down this issue.
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TASK 2
2.1 Analysis of learning options required to meet needs
It is very vital for an individual to identify his own developmental needs as to ensure that
he chooses right options and achieves a desired level of personal growth in his career. There are
certain needs which were identified in the SWOT analysis. They are mentioned below:
 Leadership skills: There is lack of initiation skills which I need to adapt and improve. It is
very important for me to ensure that I am able to lead teams and sub-ordinates in a
effective manner.
 Team working and building: The improvement in leadership skills will aid in building
team and working with different individuals in a effective manner (Schwarzer, 2014). It
is very vital as this will enhance my ability to direct individual towards achievement of
organisational goals.
 Disruptive performance: There are constant changes in the environment which disrupts
whole environment and individual current abilities.
Options that can be used to attain a desired level and exploit opportunities is stated below:
 Guidance from seniors: Their advices will assist in rectifying the variances that could
hamper the whole developmental process.
 Past event based action: The past events needs to be analysed as to ensure that all
activities are directed towards goals and objectives of firm.
 Coaching: The individual will be taught by a practical application of theories. The
instructor will overlook all the decision taken and correct things which are not positive
for individual.
2.2 Identification of support mechanism for development
There is requirement of support mechanism that will ensure that all activities are
conducted at par with requirement. It is important as the personal development is reliant on the
very activities which are chosen to address weakness and threats effectively. It is essential for me
to ensure that all programmes which are prepared for achieving goals are properly managed and
implemented (Kompf, 2012). The support mechanism will be dependent on the action plan that
will be created as to prepare for any contingency. The developmental plan have to be supported
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by contingency plan which will assist activities in maintaining desired level. The action plan for
the stated programmes will be as follows:
 Determination of activities and task
 Stating benefits as to achieve goals
 Initiating current actions
 Prioritisation
 Setting deadlines
 Monitoring and review of outcomes
This is the action plan which will act as a support mechanism in the current scenario.
There are different types of activities that will be taking place within a set period of time (Chen,
Bao and Huang, 2014). The developmental plan has to cover all aspects and ensure that all
weakness are turned into strengths and all threats are changed into opportunities.
2.3 Preparation of developmental plan to achieve learning objectives
The developmental plan is very important as to attain the learning targets which are set to
ensure that individual stay at par with required levels. The strategic plan is stated below:
SL.
no.
LEARNING
OBJECTIVE
/GOAL
CURRENT
PROFICIENCY
TARGET
PROFICIENCY
DEVELOP
MENT
OPPORTU
NITIES
CRITERIA
FOR
JUDGING
SUCCESS
TIME
SCALE
EVIDENCE
1 Leadershi
p skills
At present, I
am using
authoritarian
style which
causes
conflicts.
To ensure that
I provide
opportunities
to all in a
democratic
manner.
Conferenc
es and
seminars
Subordinate
will provide
feedback
1 week Judgemen
t by co-
workers
and
subordinat
e
managers.
2 Team
building
and
Difficulty in
forming new
Using a
emergent
Simulation
training
It will be
assessed on
3
months
Co-
workers
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working teams approach as to
set a collective
growth target
for others as
well as myself.
the basis of
feedback
from co-
workers in
teams.
minim
um.
output.
3 Disruptiv
e
performa
nce
I am failing to
keep my
performance
levels stable.
A level of
stable
performance
Learning
new
methods
and
coaching
as well as
guidance
from
seniors is
required.
The senior
manager will
assist in
assessing
performance.
1
month
Senior
managers
judgement
2.4 A method that will be used to monitor development
There are different types of techniques that can be used for monitoring developmental
activities [as seen in appendix 1]. These activities are conducted as to ensure that the desired
level of skills and effectiveness. The very first program that will be schedules will be attending
conferences and seminars. They will aid in enhancing knowledge and ensure that, I have
sufficient level of technical qualification to handle complex task (Jackson, 2011). The second
method that will be used is Simulation training, where I will go through a made up or simulated
environment which will increase my leadership as well as team building skills. The third method
to change my decision making and improve my disruptive performance will be participation in
decision making process and coaching aided in improving the productivity and reduced the
impact of market shocks.
CONCLUSION
It is very vital for an individual to focus on personal development as to ensure that he is
able to achieve a higher level of growth. These days the market environment is very dynamic and
so is the job profiles and this is why it is necessary for people to ensure that they keep on
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learning new methods and gain more knowledge. This will assist them in gaining better control
over activities and programs that are required to enhance their skills and abilities.
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REFERENCES
Books and Journal
Andersson, T., 2010. Struggles of managerial being and becoming: Experiences from managers'
personal development training. Journal of Management development. 29(2). pp.167-
176.
Chen, G., Bao, J and Huang, S., 2014. Developing a scale to measure backpackers’ personal
development. Journal of Travel Research. 53(4). pp.522-536.
Hallam, S., 2010. The power of music: Its impact on the intellectual, social and personal
development of children and young people. International Journal of Music Education.
28(3). pp.269-289.
Hay, R., 2010. The relevance of ecocentrism, personal development and transformational
leadership to sustainability and identity. Sustainable Development. 18(3). pp.163-171.
Jackson, N. J., 2011. Learning for a complex world: A lifewide concept of learning, education
and personal development. Authorhouse.
Kompf, M., 2012. Construing teachers' personal development: reflections on landmark events
through career mapping. Research on Teacher Thinking (RLE Edu N): Understanding
Professional Development. p.167.
Peacock, S and et. al., 2010. Tutor response to implementing an ePortfolio to support learning
and personal development in further and higher education institutions in Scotland.
British Journal of Educational Technology. 41(5). pp.827-851.
Schwarzer, R. ed., 2014. Self-efficacy: Thought control of action. Taylor & Francis.
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.
Zimmerman, B. J and Labuhn, A. S., 2012. Self-regulation of learning: Process approaches to
personal development.
Online
Saul McLeod. 2013. Learning styles. [Online]. Available
through:<https://www.simplypsychology.org/learning-kolb.html>. [Accessed on 29th
August 2017].
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APPENDIX
Appendix 1
What did I do
As a employee I will attend seminars and conferences which enhance my knowledge and skills.
I take coaching under the guidance of senior managers and leaders and I also do simulation
activities which help me to identifying problems and issues.
How do I think/feel about this
I think seminars and conference helps in developing my skills in an effective manner. Coaching
provides me direction to complete a task and simulation help me to observe real life situation
on practical work.
How well (badly) did it go
It is good to attend seminar and conferences, coaching and simulation programmes for me. It
enhance my knowledge and learning skills. Coaching provides clear vision or direction to me.
Conclusion
It is important to attend seminars and conferences which help to increase my learning skills and
develop leadership skill. I think these activities provides me to take decision in an effective
manner toward my task or work.
What did I learn
During coaching period I learnt how to choose right direction to achieve a target under a leader.
In seminars and conferences I think my knowledge and skill are increased.
What have I achieved
I earn lot of confidence by attending seminars and conferences and it help to increase my
learning skills. For take coaching, my knowledge and leadership skills will increased.
Simulation help me to achieved target goals and objectives.
How have I put any theory into practice
I use motivational theory for support or implement some theoretical task into practical theory. It
help to motivate someone in doing some work.
What have I learned about myself
I learn that coaching and seminars&conferences increase my skills and knowledge and help me
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