Strategies for Managing Self and Others: A Comprehensive Report

This report delves into the multifaceted aspects of managing oneself and others, crucial for career development and effective teamwork. It begins with a personal development plan, including a skills audit and goal-setting strategies. The report examines the importance of self-management, including stress management, positive thinking, and assertiveness. It then explores how skill development and lifelong learning strategies, such as training and development, competency development, and continuous assessment, enable career progression. The report also includes a SWOT analysis to assess strengths, weaknesses, opportunities, and threats. Finally, it discusses high-performance strategies, performance management, and the significance of teamwork, culminating in a blog and report analyzing these concepts.

Managing Self and Others

Table of content
INTRODUCTION....................................................................................4
Question 1....................................................................................................................................5
a) Develop a Personal development Plan to improve or manage own yourself, creating a plan
for goal setting and personal skills audit.....................................................................................5
b) How strategies for skill development and lifelong learning enable career development........8
QUESTION 2- HIGH PERFORMANCE INDIVIDUALS AND TEAMS..............................12
Blog to produce a concise summary..........................................................................................12
b. Illustrated report that evaluates how high-performance strategies enable you to reflect on
how you may work effectively as part of a team.......................................................................14
Conclusion..............................................................................................15
REFERENCES.......................................................................................17

INTRODUCTION
Managing self and others can be defined as a practice through which individuals through
which they manage and lead themselves along with managing and leading others. Managing self
and other may not be considered as complex but develop as certainly which is not easier. It often
appears to be straight forward principles, simple that will be deceptively difficult to implement.
It brings the back to manage or control yourself for improving their own career in global
marketplace. This report will discuss about the different strategies applicable in the skill
development and support within lifelong learning which may enable its career development. This
documentation will produce an effective personal development plan that will help to improve or
manage the own ability while setting suitable goal and achieve its desirable objective. This report
will also involve assessment of strategies for skill development and lifelong learning that enable
career development. Furthermore, it will discuss about the performance management concept
that will help to the individual’s person to improve its ability or capability. This report later will
also involve creating a blog that is based on managing high performance people through
performance management and evaluation of high performance strategies that enable individual to
reflect on how they can work effectively as a part of team.
Question 1
a) Develop a Personal development Plan to improve or manage own yourself, creating a plan for
goal setting and personal skills audit
Self Management
Self management involves considering several aspects and elements that individuals is
required to manage and this is also important for creating career development plans. Elements
involved in self management involve-
Managing stress- Stress is a negative emotion that creates tension or is created by tension. It is
important in order to ensure that any negative feeling does not affect career development
(Coetzee and Schreuder, 2018). In order to do this certain elements that can be used are being
assertive rather than aggressive, following healthy lifestyle and developing skill like time
management and prioritising tasks.

Positive thinking- Positive thinking plays a very important role in career development plan. This
is because positive thinking enhance belief and strength that individual will achieve objectives
that they have set in their career development plan.
Assertiveness- This is a quality of being assured and confident. This is very important for career
development plan. This is concerned with belief that objectives and goals that has been
developed, individual will definitely achieve these objectives. This also is confidence on
individual capabilities that lead them to take right decisions and actions in their career
development.
Skills How to improve Examination Time interval
Communication
Skill
I will concern about the own
communication skill and always tried to
implement suitable approach. Basically,
I will participate with different online
session where I can improve
communication skills. Furthermore, I
will join the various kind of training
session that will provide better tips to
improve own communication skill in
proper manner (Bintani, 2020).
Attain a seminar where I will try to
interact with person and exchange
information. This will support for me to
improve communication skill.
Self-evaluation 1-Month
Problem-solving
Skill
This kind of skill is plays important role
in my own lifestyle. I will focus on
problem-solving skill to improve so that
perform different business tasks,
identifying the better solution.
Sometimes, I will interact with
Self-evaluation 2-Months

supervisor and other manage to identify
their business approaches.
Leadership Skill In term of leadership skill, I will use
different tool or platform to improve
leadership style. I will participate in
different kind of business activities. This
will help for me to lead the entire team
members. in order to improve leadership
skill.
Taking
feedback from
other
supervisor,
managers
2-Months
Table: 1
Personal Skill Audit
Skill Personal Audit Measurement 1-5
Communication skill As identified the current status of own ability
while managing or controlling the communication
skill in proper manner.
Sometimes, establishing a better way to interact
or communication with other people.
3
Problem-solving
skill
Resolving the issue among different staff
members, implementing suitable strategic
approach to record the actual performance.
3
Leadership skill Providing the right direction of each and every
individuals. In order to implement the better way
to enhance overall profitability as well as
productivity of enterprise.
4
Table: 2

SWOT Analysis
Strength
 Effective communication skills, leadership support for improving the current strength in
career enhancement.
 Effective people management skills, this is a very important skills and is demanded by
several employers during employment and interview
 Stress management skills- Helps me in keep confident and calm in different types of
situation that can be negative and also is important for taking right and sensible decisions
and difficult situations
 Assertiveness- Gives confidence and that reflect through communication and actions and
enable to focus on goals in career development plan (Teoli and An, 2019).
 Time management skill- Enables me to determine right time required for different goal
achievement and for undertaking and completing different activities
 Goal oriented- Focused on what are goals and how they can be achieved
Weakness
 Lack of technical skill or knowledge- Technology has become very important and I do
not possess adequate knowledge of technology
 Lack of creative abilities- creativity and creative abilities are highly in demand and
becomes a weakness for me
 Procrastination- This is also a behavioural weakness
Opportunities
 Networking- Networking is an opportunity through which I can gain different
opportunities
 Availability of different courses for short time duration in order to gain knowledge
regarding different types of employment
Threat
 Identifying the positive or negative feedback from client (Gürel and Tat, 2017)
 Rapidly changing the modern technology- In a weakness where I already possess limited
knowledge of technology rapidly changing technology is a big threat for me
 Competition- Increasing competition in every type of employment and educational area is
also a threat for me

b) How strategies for skill development and lifelong learning enable career development
In current employment environment career development has become very important for
employees and employees are looking for working in organisations that provide them
opportunity for career development and personal growth. There are different strategies that
enable career development through skill development and lifelong learning (Pham and Saito,
2020). These are strategies that organization can utilise for career development of employees
which support motivation and employee retention and progression. Concepts associated with
career development strategies are as follows-
Training and development
Training and development is one of the most important concept involves in career
development of employees. Training and development are two different concepts, training is
often associated with skills and expertise that individual require in performance of their current
job. Development is another concept that is related to overall development of individual for
current as well as future job requirements. This involves considering more elements in
development than training. Training is often limited to acquiring new knowledge and skills and
development involves developing knowledge and skills along with focusing on behavioural
aspect of a job through which individual can fulfil all requirements of a job by having suitable
behaviour for that job. Training and development are very important for motivation, retention
and progression. Training and development opportunities provided to employees are important
for their development as well as for their adequate performance in organisation and related to
their job. Organisation should consider and integrate organisational training and development
with personal development plan of employees.
Developing competencies on the basis of current job requirement
This is this is one of this most important concept of career development which involve
developing competency through developing knowledge and skills that is required to perform
current job of employee (Clevenger and et.al., 2019). It is very important to that employees are
firstly developed for the requirement of their job in order to ensure effective performance on the
job that they are doing. Employees when have adequate knowledge of how they can perform and
improve their job it has an effective contribution in motivation of employees. This also create

effective ground for employees for the retention and progression in organisation. This means that
when employees are able to accomplish their job related objectives on time and as per standards
they are more likely to be satisfied with their job and retention of satisfied employees is higher
compared to unsatisfied employees. Motivation and satisfaction of employees also is important
for their progression in organisation.
Development of new skills
This is another important concept related to career development. This is concerned with
acquiring new skills and knowledge that individuals does not possess. Concern with integrated
personal development planning developing new skills for employees is very important in order to
motivate and retain employees in organisation. This means that organisation is making efforts to
develop employees for the progression and promotions in organisation. Developing new skills
related to job on which employees will be promoted create trust for employees that they are
being considered for higher roles in organisation (Bhardwaj and et.al., 2019). This is a benefit for
employees as well as employees can also add development in their individual development and
progress in their career graph. Regarding development of new skills organisation can involve
formal occupational training as well as learning from experience and development through
experience. In order to do this organisation can develop employees by giving additional
responsibilities on current work that they are doing and by making them work with experienced
colleagues. This will contribute in employee motivation as well as their retention and progression
in organisation.
Continuous assessment
This is another concept related to career development in which employees in an organisation are
provided with continuous assessment. This is aimed at increasing knowledge and awareness of
employees regarding their career development and skills and knowledge that they required to
develop in order to perform their current job as well as they are likely to possess in future.
Continuous assessment lead employees to work on developing skills and knowledge that they are
lackingand with the help of which they can improve their performance. It is important that
organisations involve formative feedback because formative feedback is a strategy to engage
employees on how they can successfully achieve their developmental objectives (Armstrong and
Landers, 2018). This can be done after completion of a certain task or on the basis of terms in

which performance of employees is assessed on the basis of its effectiveness and they are given
feedback about how they can maintain consistency of performance when it is up to standards. In
case performance is not up to standards formative feedback help employees in identified how
they can perform up to standards and given exceed standards.
Peer to Peer learning
This is another concept related to career development. Career development and
development of skill can be done through different strategies and peer to peer learning is also a
strategy that is associated with career and skill development. Peer to peer learning is concept in
which employees learn from their peers and co-workers, in this learning takes place by leading
other employees through task and completion. In other words, this is a concept in which
employees learn from employees and organisations can formalise this concept because there are
several benefits of this. Benefits of this includes employees can learn from experience and
qualification of their peers without any formal and systematic approach of learning development.
This also allows peers to share their knowledge and expertise with others in organisation
(Smallheer and et.al., 2017). Cost of this approach of learning and development and career
development and involving this in integrated personal development plan is less costly or does not
involve significant cost. This also enhances relationships within organisation and also contributes
in enhancing organisational environment. This will motivate employees as they are able to share
their expertise, this specifically involves self esteem needs in which individuals like to be
recognised and valued by their peers and organisation. Job satisfaction and motivated employees
are also likely to retain for longer in organisation and this will also contribute in progression for
the employees.
Creating learning organisational culture
This means that organisations can create environment of organisation in which learning is
integrated into organisational culture. This means that that, organisations can link organisational
objectives with career development plan and also encourages learning and development in
organisation. In routine organisational activities organisation should motivate employees to learn
from positive and negative effects of different decisions and actions taken within organisation
and what impact does it make on the organisation. This will contribute in their development and

how they can take decisions and actions in future (Goldin and et.al., 2017). This will help in their
integrated personal development planning because employees will be able to take more effective
and successful decisions in future and will enhance their development. Organisational learning
culture plays a very important role in motivation of employees as well as their retention in
organisation. By integrating learning into organisational culture organisation become able to
attract and retain those employees who are developmental oriented and retaining such employees
in organisation is also important for organisation.
Organisation with skill and career development of employees and by integrating above
discussed strategies with personal development planning of employees can make significant
contribution in motivation, progression and retention of employees. Because career development
of employees by organisation help in creating feeling of being valued by the organisation.
QUESTION 2- HIGH PERFORMANCE INDIVIDUALS AND TEAMS
Blog to produce a concise summary
It is vital to manage the performance of the individuals so that weak areas are recognised
and after that certain improvement made within it. Furthermore measuring of performance
allows within analysis current skills as well as abilities and knowledge possessed through people.
Within an entity performance management is also effectively followed by a system within which
that involves several criteria by which staff member’s performance is also measured. Also
performance management is considered as a tool in order to manage as well as analysis
performance as per the setting of tasks to be attained. Within an entity performance management
can be effectively followed by a system that involves where certain criteria by which
performance can be measured (Harding, 2020). Then after that goals are set within order to
increase as well as develop the skills as well as capacities needed within workers. The goal set
within performance management enables worker s to perform best out there are several
capabilities as well as enhancing their efficiency within productivity. In addition to this the high
performance teams are developed where all individuals are performing their best in order to
accomplish tasks. Thus performance management is considered as a regular process where
several stages can be followed. The stages are coaching, planning as well as reviewing. So here
there is a need to develop needed skills and individuals. Then they are also guided one how to
develop as well as enhance the specified skills. At last the performance and progress of

individuals can be done in order to find out where skills can be developed or not. Within such
way the process can be followed regularly so that all weak areas where improvements required in
individuals that can be effectively more developed (Austin. and Vahle, 2016). It is analysed that
there are several techniques of the performance management by which performance can be
measured or reviewed. Also there is also utilisation of technique relied on people willingness.
Several techniques are such as setting of smart objectives coaching, 360 degree feedback, and
Formal performance can be review and many more by this all information and data of
individual’s skills as well as capabilities can be collected. Then, the data can be evaluated in
order to find out areas where there is a requirement of improvement. Also on such basis, a plan
can be developed regarding how to enhance on that area. In addition to this regular monitoring
the progress of people’s performance which is useful in order to search out whether the needed
skills are yet developed or not. Here regular understanding of capabilities, platform that enables
consistent shift prioritised as well as focuses on new areas regarding development. It describes
that if one area is developed then focuses on the other areas where there is a need of the
development (Kessler, 2017). Thus it is called a systematic process in order to increase
performance. Furthermore, within performance management PDP and SWOT are also used
within it.
But to develop high performance people it is vital to have effective performance management.
This is because as it gives a framework that how individual’s skill as well as abilities requires to
be announced. Thus thorough the aid of the performance management it is recognized several
weak areas of individuals as well as what abilities and current skills they posses.
In order to review performance consistent performance management aids through comparing it
alongside set tasks. Thus if the tasks are not achieved then changes can be done accordingly. The
main aim of performance management is to enhance the people’s efficiency (Oyegbile. and
Brysiewicz, 2020). It also aids in finding out several opportunities in individuals through which
performance can be increased.
High performance people cannot be developed without performance management. As it will be
very difficult to identify weak areas, thus there is no goal will be improved as well as set within
performance. Besides that, performance management gives insight on improvement required in

various areas. Thus, by developing required skills productivity of people is increased and it
makes them high performance people.
Also in addition those who are performed well are awarded by rewards. Thus it leads to
boosting them in order to make efforts in order to accomplish goals as well as objectives. Thus
it result automatically by increasing the performances as also encouraging morale that can
enhances the productivity. It also analysis the current and past performance, so on such basis it is
identified the efficiency level. It is consider as the key element for the high performance
individuals (Kessler, 2017). As the main thing is that it is associated that how performance can
be measured. Consistent performance management aids in developing individuals through
covering several needs of their development. Thus With regular catch-ups, people can pursue
continuous, as frequently meet to discuss each employee’s performance, possible development
opportunities and development plan
b. Illustrated report that evaluates how high-performance strategies enable you to reflect on how
you may work effectively as part of a team
In order to work in team it is necessary to possess high and advanced skills and
knowledge. This can be attained with the help of developing skills that are weak and improving
the other areas. There are various types of high performance strategies that is you to improve
performance and ineffective. Does by improving performance I will be able to work in it
effective team as I will be having advanced skills and knowledge to perform task an efficient
way energy goals and objectives. (Kessler, 2017)
It aids in developing a creative and open culture that can be people centric and inclusive. Such
kind of culture and environment boosts individuals in order to participate in development
programs and training in their knowledge as well as current skills. Thus high performance
strategies focus on increasing the whole loyalty among staff members so that developing an
environment which is flexible so that all individuals so that all employees within firm feels
themselves as part of the entity. There are several ways by which it can described high
performance strategies aids people to meet the personal development goals as well as boosts
them to work within a team with other team members so that high performance team can be
developed.