Exploring Professional Identity Development through Reflective Practice

The provided content includes a collection of articles and books related to personal and professional development across various fields such as education, healthcare, social work, and business. The articles explore topics like the use of sandtrays for personal growth, teaming as a mechanism for professional identity development, literature for young children, practice-based professional development for writers, evaluation of personal and professional development modules in medical curricula, and more. Overall, the content suggests that personal and professional development is essential for individuals to grow and flourish, whether in their careers or personal lives.

Personal Development as a
Leader and Management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
Personal mission statement ........................................................................................................3
Diagnostics to identify the areas of improvement.......................................................................3
Goal setting.................................................................................................................................5
Plan to attain the development goals...........................................................................................6
Coherent and logical evaluation on the progress made toward achieving specific development
goals............................................................................................................................................8
Organizational improvement plan.............................................................................................10
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................14

INTRODUCTION
My organisation (security limited) provides safety and protection for reducing the crimes,
vandalism, to help in decreasing theft in our community and our main stakeholders are
construction companies, schools, sale business organisation, events and so on. Our main goal is
to providing safety to our client’s property and to let them know that we will take care of security
aspect so customers can concentrate on the business.
My role is to monitor the security team, link the closed circuit (cctv) to a monitoring
station internet protocol address (IP), I managed a project of installation of closed circuit (cctv)
on construction site, events, schools, and I had to oversee the purchase and supply of the
specified cctv materials. This is the area in which I am lacking and require assistance from the
management.
As a supervisor, my future plans and where I want to go with my career by the next three
years is to establish my own security company. There are various types of areas which requires
development for achieving career goals. which I hope to achieve in this course such as, how to
recognise leadership skills at different level and management skills and how to apply leadership
theories to various situations in organisation, to develop approached for the well-being of staff
and self and also managing performances. The present report is based on identification of need
and learning opportunities as a leader.
Personal mission statement
My main mission is to become an effective leader, decision making, to be able to
understand the changing opportunities by keeping up to date, to be able to respond quickly to
rapidly changing work conditions and also ability to change ideals into reality in my
organisation.. The areas where I require improvements are leadership role, , managing
performance and well-being which includes my personal stress management and my team
members (Rothbart, 2007). In order to achieve my career objective, I have to bifurcate my short
term and long term goals. It will allow me to design a plan for my personal and professional
development.
Diagnostics to identify the areas of improvement
It is essential to use different diagnostics so as to identify the areas of improvement and
to identify the leadership and management aspirations in effective manner. Management and
leadership diagnostics can be done with the help of employees of Security Limited Company. It

will allow me to assess skills gap in my personality. My manager has helped me in identifying
skills. Some of the methods which were used in the process are as follows:
360 degree feedback: 360 degree feedback can be used to analyse behaviour of a person.
In this method, subordinates, line managers and colleagues are included (Corr and Cooper,
2016). They all contribute in the process and helped me in understanding the areas where I was
lacking. It can be used to bring positive change in my personality. I am good in problem solving
skills and handling different situations in the business still I have problem in expressing myself
in front of others. (Giorgis and Glazer, 2013). But lack of communication skills has caused lot of
problems in the organisation. My subordinates also want me to indulge in different activities of
the business.
Brainstorming sessions: I had many brainstorming sessions with other colleagues in the
company. It has helped me to develop my skills and knowledge (Funder, 2015). But I faced some
problems in this session as well. Lack of communication and interpersonal skills has affected my
behaviour. Furthermore, I find it difficult to express my ideas to other people. My manager
criticized me for my stress level as it could be easily seen during the session. My lack of
persuasion skills has affected my behaviour and it has increased my stress level. It is essential for
me to work on my stress level and persuasion skills (McLaughlin and Vuuren, 2012). A good
leader should have good public speaking skills as lack of persuasion skills will affect my
managerial skills as well.
Face to face discussions: Face to face discussion is also useful in assessing needs of
individual development (Moorhead Boetto and Bell, 2014). It can be used to understand
problems and difficulty which others are facing. My manager at Security Limited regularly
interacts with me. It can also be useful in adapting to the changing needs of the business in
appropriate manner . Furthermore, I found out that my tolerance level has to be improved. There
are many activities in the company which becomes monotonous and of repetitive nature. This
can create challenges for the organisations as it ultimately results in lowering the performance
level of the workers. I was getting regular feedback from my line manager on this issue.
Management know: Management know is an assessment process in my company (Moss,
Gibson and Dollarhide, 2014). It is based on notion that strengths and weakness of a person can
be used to design the training program according to him. It helps in increasing the performance
as well-as the knowledge of the individual Further, it has assisted me in comparing my

performance with the standards and benchmarks of the company. These training programs can be
beneficial for employees as well as for the organisation itself. It has helped me to understand risk
levels attached to the manager (Elliott, Rhoades and Mandernach, 2015). I have realised that I
need to regularly update my technical skills according to requirements of the business.
Goal setting
There are four main goals which I have to accomplish. These are important for short
terms as well as long term basis. My development goals are as follows:
Development of leadership skills: I have to change my personality mad behaviour in
order to become an effective leader. I have been facing problems due to my lack of
communication and interpersonal skills (Komattil, Mohammed and Subramaniam, 2016). It has
affected coordination and team work in the company. Furthermore, I have to understand the
given situation and make decisions accordingly. There is no universal policy for all the
situations. For the next six months, I need to focus on developing interpersonal skills. In order to
accomplish this, I can go for training sessions and indulge myself in various activities (Nicholls,
2014). Apart from this, I have to listen to needs and opinions of my subordinates. It will allow
me to change my leadership style. I have been not been able to address needs of employees. So,
it is essential for me to delegate tasks and responsibilities to the subordinates. It will help me to
improve my communication skills and knowledge (Wallace, 2010).
Management skills: It is essential for me to grab every opportunity that comes. It will
allow me to learn and grow (Leach, 2015). I can take guidelines from my manager as he can
provide useful information to me. For the next three months, I have to work on this aspect for my
personality development. Management skills cannot be attained without taking challenging tasks
and assignments. I already possess good problem solving skills which can be very beneficial for
me. I will work according to a plan for the time period of next three months. This plan can be
used to prioritise activities and allotting time limits to it. It can be beneficial for me as it will help
me to meet the given deadline of the projects (File, Mottram and Thomas, 2015). Furthermore, I
can compare my performance and its effects on staff members. It can be used to review and alter
methods which are used earlier.
Ensuring well being of staff: Communication and lack of coordination has been a big
problem in Security limited. It has not only affected the performance of the company but has
reduced morale of the employees. It will be better for me to create short term goals for

employees. I can also create short term goals for myself which will help me to measure my
effectiveness and performance (Garrett, 2015).
Reducing stress level: i have been criticized by my manager for the high stress level. It
has affected my decision making and problem solving skills. For the next two months, I have to
focus on improving my stress level. I have learnt to control my emotions and use it for my
benefit. For accomplishing this task, I can take meditation and yoga classes (Dowson, 2015). I
have to increase my concentration which will benefit me in the long run.
Managing performance: I have already adopted many methods like 360 degree
feedback and face to face interaction to analyse my performance. I can use similar tools for
assessing performance of my subordinates so that they can also learn in the process.
Plan to attain the development goals
Initially, I have to create a plan which has time frame and resources required to achieve
that objective. I have to segregate my short term goals with the long term goals. My position as a
supervisor in Security Limited is a challenging job. I have to face many challenges in the
workplace. I am responsible for providing guidance and motivation of employees. The quality of
the products has to be as per the standards of the company.
My lack of communication and interpersonal skills has been affecting my behaviour and
performance. 360 degree feedback has helped me to identify this emerging issue (Davidson and
Glassner, 2016). I have decided the time frame of six months in which I will focus on developing
these issues. There are many programs which are available such as trainings, joint personality
development programmes, brainstorming sessions and involving employees in the decision
making. After the end of sixth month, I should have some evidence of my skill development. It
can be a certificate from the learning institutes. My next goal is to develop my leadership skills. I
have to take initiative in the company and accept challenging jobs (Brekelmans, Poell and van
Wijk, 2015). It will also boost morale of the employees in the organisation. This task is
associated with communication and interpersonal skill development plan. There are many
training institutes and learning programmes which can be used. Furthermore, I have to develop
my management skills in the next three months. It cannot be developed without the help of line
manager and staff members. I have to involve subordinates in decision making and get their
opinions (Elliott, Rhoades and Mandernach, 2015). The work has to be divided into smaller time
frame and should be according to the priority. Each employee should be motivated to complete

work on time. Apart from this, I have to work on my stress and tolerance level which are poor.
The time frame set for improving the stress level and tolerance level is 2 months. I can use
mediation and various techniques to increase my self confidence and tolerance level. Moreover, I
have to track the progress in each aspect of personal and professional development (Gendron,
Welleford and Myers, 2016). The plan has to be changed according to the growth and progress.
Staff members should also be included in the monitoring process. They should be given training
and guidance so that they can make changes in their working style and behaviour.
Security Limited is completely based on technology and it is essential for me to adapt to
the changing needs of the business and customers. It is a long term plan which has to be
reviewed at regular time intervals. In order to remain updated about changing trend in the
market, I can attend seminars and meetings of the company (Coventry, Maslin‐Prothero and
Smith, 2015). It will be beneficial for me to understand the working of different activities in the
company. It will assist me to analyze the trend in the market. These changes can be done in the
business and it will help the company to expand their venture.
Areas of improvement Time frame Period
Communication and interpersonal skills 6 months Long term
Leadership skills 6 months Long term
Management skills 3 months Short term
Stress level 2 months Short term
Tolerance level 2 months Short term
Adaptation to the chaining needs and trend in the
market
Updated every year Long term
Strengths
 Adaptability
 Problem solving skills
 Technical knowledge
 Experience
Weaknesses
 Communication skills
 Leadership skills
 Management skills

Opportunities
 New business opportunity
 Promotions
 Lack of knowledge about
purchase and supply of goods
Threats
 High stress level
 Lack of support
Coherent and logical evaluation on the progress made toward achieving specific development
goals
Leadership:
It can be learned from own and other experience. The following assumption is supporting
by the idea of measuring leadership. For this, the Result Model can be used to evaluate progress
made towards achieving specific development goals (Knott and Scragg, 2016). Leadership
development has four elements: scanning, focusing, mobilizing or aligning and inspiring. From
the evaluation of leadership development goals, it has determined it has brought improvement in
workplace climate, advance management system and raised capacity to change. It has also made
modifications in knowledge structure of employees and their productivity (Gendron, Welleford
and Myers, 2016). Along with this, the improvement in leadership development goal has also
increased organizational effectiveness. Participation of staff members in learning and other areas
have improved with the time.
Management:
Planning, organizing, implementing and evaluating are different components of
management. For planning, I have set some short and long term goals that can be easily
attainable by the staff members. Multi-year and annual plans have also formulated by optimum
allocation of resources such as money, people and materials (Coventry, Maslin‐Prothero and
Smith, 2015). It has reduced the employee’s retention that shows my effective management.
Further, the responsibilities and accountabilities of the staff lead to effective management at the
workplace. Along with this, some training programs have also conducted to increase diversity. I
shared my opinions along with
teaching leading people that provided an invaluable learning experience to employees.
Well-being of staff by managing staff:

To achieve these development goals, I have explained clear roles and responsibilities to
the workers. It has created a better understanding regarding hazards and consequences in the
organizations. It has increased connectivity between the staff members and enhanced their
engagement level in various organization activities (Kaleem, Naheed and Ahmad, 2016). A
recovery plan for welfare of the staff has also been developed. Some new code of conducts
related to ethical principles and particulars for well being of organization and personal self has
been developed. It has assisted in understanding and identifying level of vulnerabilities within
the workplace. On the other hand, for well-being of staff, I have invested lots of amount on
training and development. With the help of this, I have also improved relations with customers,
suppliers and clients. It has minimized the cost of sickness cover and sick pay (Skela-Savič and
Kiger, 2016). It has delivered various economic benefits to the firm by carrying out the stress
management of employees. From all of these, I feel more motivated and committed towards my
work. It has increased my concentration level as well as moral. It has delivered various excellent
outcomes to me, organization and employees.
Managing performance:
To achieve set objectives as per the set plan, it is important to manage performance. In
this context, I have set development goals related manager performance of own and employees
within the organization (Sisk-Hilton, 2015). From the evaluation, it has determined that the
performance level of the staff has increased and they are effectively performing their work.
Along with this, they have also learned from their experience and take decision on the basis of
this. Further, I have also identified that my performance has also enhanced and which has
resulted in achieving specific goals and objectives.
Organizational improvement plan
The aim of organizational improvement plan is to develop policy that supports culture of
quality and effectively manage a series of functions. Some core values are Excellence, Trust,
Commitment, Respect and Compassion (Coventry, Maslin‐Prothero and Smith, 2015). On the
other hand, the domains of value are Functional Status, Quality, Customer Satisfactions, Access
and Cost Effectiveness (Komattil, Mohammed and Subramaniam, 2016).
At the time of redesigning organizational plan, some major points have to be taken into
the consideration such as alignment of

organizations missions, determining the outcomes against expected performance for the
new
process etc (Harris, Graham and Adkins, 2015). With the help of this, it becomes easy to
develop and implement a plan.
Setting the Scene
It is the first step of organizational improvement plan where a management and leadership
competency framework will be formulated for changing behaviours of employees (Moss, Gibson
and Dollarhide, 2014). Along with this, a 360-degree concept will be designed and presented at
the workplace. A management performance plan will also be developed that will reflect new
behaviours of staff and their integrated values. This will considered as a main aspects of
evaluating performance of workers (McLaughlin and Vuuren, 2012). On the other hand, HR
department will organize training and support activities for improving skills of managers. In
addition to this, coaching and mentoring techniques will be imposed within the organization with
the aim of monitoring the departments. The aim and objective of organizational development
plan is to build capacity and confidence in managers to modify and bring change in behaviour of
staff as well as own (Moss, Gibson and Dollarhide, 2014). In house support will be delivered
from the company side related to changing workshop. Along with this, some alternative
development strategies will prepared by the managers of the firm in the case of failure of the
existing plan.
Governance, Ownership and Oversight
To run project management in more effective manner, it is required to develop some
governance frameworks. It has delivered relevant information on timely basis to the top
management along with responsibilities (Komattil, Mohammed and Subramaniam, 2016).
Implementation is the most important aspect of learning process because in the changing
environment, experience of implementing policy decisions needed to be taken into
considerations. Indeed, it may require the plan of action determination to be review in right
manner (Brekelmans, Poell and van Wijk, 2015). Projects consist of many organizational
boundaries and it requires organizational change which is difficult because there is high
involvement of large number of stakeholders (Coventry, Maslin‐Prothero and Smith, 2015).

Team members will be trained and so that they can perform data analysis and other assessment
activities.
Organisational Alignment — Organizational Change
The expected benefit which I think to be delivered by organizational improvement plan is
continuous benefit and employee development in different aspects. The concept of following
project is to continue and improve the business and offerings. With the help of this, different
strategies such as executed, assessed, improved and monitored can be carried out (Ting, and Sim,
2015). Proactive approach in this project plan will help in determining internal and external areas
where improvements are still required. By increasing communication level, taking feedback from
the staff and improving interaction with employees within the workplace, organizational change
can be effectively implemented (Harris, Graham and Adkins, 2015). The goal of effective
communication is to increase engagement of the staff and clearly explain about goals of the
company. It will increase understanding of need for change within the organization because
communication is a crucial factor for improving employee as development is another important
part where firm concentrate on aligning needs of workers with the desired changes.
Organizational improvement plan will bring shift in culture and raise employee satisfaction
(Gendron, Welleford and Myers, 2016).
Better Project and Program Delivery
For better implementing organisational improvement plan, it is required to enhance the
capacity and revise recruitment policies and procedure as well (Davidson and Glassner, 2016).
For this, it is required to attract skilled employees and try to retain them for long times. Success
of the planning can be ensured if employees can develop new skills and knowledge to face new
challenges (Komattil, Mohammed and Subramaniam, 2016). It will lead in reducing the turnover
of talented staff. Along with this, it has required to develope some skill paths that able to
improve flexibility and release potential of diverse group (Moss, Gibson and Dollarhide, 2014).
Further, some competencies may also develop by applying development centre approach. In this
context, the internal partnership will grow via capitalizing and delivering effective training to
employees in the effective manner (Brekelmans, Poell and van Wijk, 2015). On the other hand,
cross-team working projects will also be introduced so that it will be easy to monitor
performance behaviour of the workforce. Quality based initiatives will also be a part of team
activities of the organization. With the help of quality circles, it will be simple to present a high

growth rate and other opportunities within teams (Gendron, Welleford and Myers, 2016). Beside
this, the application of action learning will also be a part of organizational improvement plan so
that employees can learn and enhance their knowledge level.
Implementation Review
After implementation of organisational improvement plan, it is required to review whole
execution process. It has played an important role in determining effectiveness of action plan and
to ensure that the process has been executed as per the set procedures or not (Brekelmans, Poell
and van Wijk, 2015). In the case of organization, intrinsic and extrinsic reward packages have
reviewed so that it can be simple to identify the needs of employees. From the review of
implementation plan, it has determined that new working practices should be recognized (Harris,
Graham and Adkins, 2015). Along with this, it has also defined those areas which require
improvement and rewarded for continuous achievement. In addition to this, healthy workforce
activities may also be designed to improve their productivity and performance level. Effective
monitoring has also conducted for organizational improvement. The long term benefits needed to
be aligned with high performance for coping with the changing environment. Leadership ability
unlocks high performance (Coventry, Maslin‐Prothero and Smith, 2015). Knowledge must be
shared and used for developing skills. The various perceptions for valuing money must be
considered.
CONCLUSION
It can be concluded from the report that personal and professional development as a
leader and project manager can be very useful for my growth. It will help me to develop my
skills and knowledge in Security Limited. My long term plan is to start my own security
company which will satisfy the security need so the company. In order to accomplish this task, I
have to improve my personality and skills. The main problem as well as the objective of the plan
is to develop: leadership skills, management skills, well being of self and staff and reduce level
of stress. I have used many diagnostics to study about my weaknesses. The main methods I have
used are 360 degree feedback, management know, brainstorming and face to face discussions. I
am also getting support from my managers who are guiding me in the entire process. This will
not only help me to grow and develop my personality but it will also improve performance of
employees. Furthermore, a plan has been created by me that include all the resources and time
frame to accomplish the project. It can be used as guidance to check performance. It has to be

changed according to the progress and requirements of the business. Some goals are long term
while other is short term objectives. Both are essential for the development and growth as leader
in the new business.

REFERENCES
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Coventry, T.H., Maslin‐Prothero, S.E. and Smith, G., 2015. Organizational impact of nurse
supply and workload on nurses continuing professional development opportunities: an
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Davidson, R. and Glassner, A., 2016. Cross-Border Collaborative Learning in the Professional
Development of Teachers: Case Study–Online Course for the Professional Development of
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Applications (pp. 883-914). IGI Global.
Dowson, P., 2015. Personal and Professional Development for Business Students. Sage.
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Garrett, M., 2015. A Sandtray a Day Keeps the Doctor at Play: Using Sandtray for Personal and
Professional Development. Journal of Creativity in Mental Health. 10(4). pp.522-532.
Gendron, T.L., Welleford and Myers, B.J., 2016. Teaming as a Mechanism to Promote
Professional Identity Development. Clinical Gerontologist. 39(3). pp.252-259.
Giorgis, C. and Glazer, J.I., 2013. Literature for young children: Supporting emergent literacy,
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