Self-Managed Learning and Development: A Reflective Report

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PERSONAL AND POFESSIONAL DEVELOPMENT PLAN
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Contents
LIST OF FIGURES.............................................................................................................................3
INTRODUCTION............................................................................................................................. 4
SELF MANAGED LEARNING............................................................................................................5
APPROACHES TO SELF-MANAGED LEARNING................................................................................5
KOLB’S LEARNING MODEL......................................................................................................... 5
HONEY AND MUMFORD LEARNING STYLES...............................................................................7
NEURO-LINGUISTIC PROGRAMMING.........................................................................................8
SKILLS AND KNOWLEDGE REQUIRED FOR WORKING EFFICIENTLY................................................9
SWOT ANALYSIS...........................................................................................................................11
AREAS OF IMPROVEMENT........................................................................................................... 12
PROFESSIONAL DEVELOPMENT PLAN..........................................................................................12
AREAS OF IMPROVEMENT........................................................................................................... 14
SELF REFLECTION......................................................................................................................... 14
PERSONAL DEVELOPMENT PLAN.................................................................................................15
PEST ANALYSIS............................................................................................................................. 17
CONCLUSION............................................................................................................................... 19
REFERENCES.................................................................................................................................20
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LIST OF FIGURES
Figure 1: Kolb's Learning Styles......................................................................................................6
Figure 2: Honey and Mumford Learning Styles..............................................................................8
Figure 3: PEST Analysis.................................................................................................................18
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INTRODUCTION
Self-Learning is a process through which the individual acquires and utilizes the skills and
abilities inherited by him for his own development (Cunningham, 2017). Learning is a
continuous process through which an individual continuously strives for growth. Through the
self-learning process, a person manages to initiate the process of learning by himself. In this
assignment, the need and importance of self-managed learning have been examined. The
importance of self-learning in the development of an individual has also been studied. The
assignment also includes various practices that are required to be implemented for the
development plan.
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SELF MANAGED LEARNING
Self-learning is a process through which an individual plans and manages learning for his own.
Over the years, the concept of self-learning has evolved rapidly after its positive results in the
life span of humans (Smith, 2016). Through the self-learning process, an individual leads his
own learning into a direction through which he can attain his own objectives. In the
professional environment, the importance of self-learning has grown so that the employees can
structure their own work to attain the objectives efficiently and effectively.
APPROACHES TO SELF-MANAGED LEARNING
Self-learning is being adopted rapidly by individuals and there are various approaches which
have been developed by different theorists to define the structure of the development caused
along with it (Bennett, 2017). Though it is a subjective concept and is not applicable to all the
situations, however, there are certain theories that are being developed, some of which are as
follows:
KOLB’S LEARNING MODEL
Kolb’s learning cycle was developed by the theorist David Kolb in the year 1984 through which
he divided the learning cycle into two levels and four styles of learning. Through this cycle, Kolb
stated the fact that learning can be acquired through various experiences that a person gains in
his life (Tomkins and Ulus, 2016). With this concept, he provided the Experiential Learning Cycle
which showcased the four stages of learning.
The learning cycle represented four types of experiences that work in a cycle in an employee’s
life through which he gains experience and learns from it. The first experience is the Concrete
Experience, which is received by an employee by performing the task or gaining the experience
himself through it (Barker et al., 2016). This experience is gained through being part of the
process and this is a very sensitive one. It is the strongest of all the other experiences as the
person learns from what he has experienced. The second experience is the Reflective
Observation where the employee rethinks of the experience that he has gained by reviewing it.
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Here, the employee determines the various perspectives of reviewing the experience which has
been gained by him.
Figure 1: Kolb's Learning Styles
[Source: Tomkins and Ulus, 2016]
The third part of the cycle is the Abstract Conceptualization, where the employee applies his
own analysis and intellectual understanding to abstract the learning from the experience.
Through the interpretation of the experience which has been gained, the employee tries to
provide meaning to the experience which has been gained by him (Tomkins and Ulus, 2016). It
can either give rise to a new idea or modify the learning from previous experiences. The last
part of the cycle is the Active Experimentation, where the employee applies his learning in real
life and analyses its results. Through this, he gains an experience which again coverts into a
concrete experience and the cycle continue.
Kolb's Model assisted me in defining the various types of experiences that can be derived from
experience (Passarelli, 2016). Through understanding the learning cycle, I was able to
determine the various outcomes that can evolve my personality. Also, this model helped me in
understanding the cycle through which I got suggestions of the possible steps to be taken for
enhancing the experience leading to my own development.
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HONEY AND MUMFORD LEARNING STYLES
On understanding the theory by Kolb, Peter Honey and Alan Mumford developed four different
learning styles based upon the model. These learning styles were defined as the most preferred
styles adopted by the employee who is required to be focused upon for the development of self
(Willingham et al., 2015). This model determines the various learning styles which are being
adopted by the employees through a questionnaire so that a person can develop versatility in
learning. The four basic characteristics of learners as per Honey and Mumford are as follows:
 Activist
The activist learners are those who learn from gaining experiences themselves. They are
hugely involved in various activities and are known to have an open and adaptable mind
(Bontchev et al., 2018). These are very active people who are generally seen
brainstorming and discussing in groups. They strive in getting new experiences and
learning through them.
 Theorist
Theorist learners are those who analyze the situations through the application of
theories and models to learn. These people appreciate the engagement of theories in
the learning process so that they can understand the concept and statistics behind the
learning.
 Pragmatist
The pragmatist learners are those who learn by applying the concepts into the real
world instead of studying them (Deborah et al., 2014). These people utilize time to
understand how learning can be applied in real life and believe trying out new
experiments to analyze their results after application.
 Reflector
The reflector learners are those that learn from observing the situations. They are
opposite in character to the activist and prefer to study through analyzing the situations
and learning from them without actually doing it themselves (Willingham et al., 2015).
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Through this model, I was able to understand the various leadership styles that exist in the
learner. Through a detailed study of the same, I could relate to the learning style that I exhibit
and then work upon it to enhance my learning and make a steady development.
Figure 2: Honey and Mumford Learning Styles
[Source: Willingham et al., 2015]
NEURO LINGUISTIC PROGRAMMING
Neuro-Linguistic Programming is a method which was created by Richard Bandler and John
Grinder in the 1970s and is used for personal development. Through this approach, the
employee initiates self-development by programming his brain or mind with his body language.
Through this learning style, the learners develop a strong inner communication within
themselves to gain a subjective experience (Rustan, 2017).
Learning is a dynamic process. Therefore, the use of Neuro-Linguistic Programming by an
individual assist the person in understanding the various perspectives of the received
information and study the different ways in which the world can be represented. Through this
learning style, the employee develops a systematic relationship between the mind, body
language and behavior (Turaga, 2016). This learning style also represents the learning capacity
of the employee and the various ways through which the person is required to structure the
controlling systems of visual, auditory and kinesthetic senses.
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Activist Theorist
Pragmatist Reflector

SKILLS AND KNOWLEDGE REQUIRED FOR WORKING EFFICIENTLY
While working in an organization, it is important to inherit the required skills and knowledge so
that the work that has been done can be more effective and efficient. The pressure of working
in the organization keeps on fluctuating and thus it is essential for the employees to develop
skills and abilities to increase their efficiency of work (Drucker, 2018). To maintain the efficiency
of work in an organization, it is not just important to focus on the process working but the
organizational environment shall also be maintained well so that employees can work at their
utmost ability. It is important for an efficient organization that maintains a healthy working
environment where respect is maintained between colleagues and bosses (Katzenbach and
Smith, 2015).
To increase the efficiency of work in the organizations, there are various skills and knowledge
that are to be adopted by the employees, some of which are as follows:
 Time Management
Time management is one of the most important skills that is required for efficiency in
organizational work. Through time management, the employees can attain a goal in a
shorter period of time and take advantage of utilization of the remaining time towards
the next specified task. Through efficient time management, the employees are also
relieved from stress and as a result are found more focused towards their work.
Through the application of time management, I was able to finish my own task before
the decided time (Morden, 2016). Also, it assisted incomplete of all the assignments on
time and without stress. Time management also helped me improvising my decision-
making ability and organizing my schedules because of which I could achieve higher in
less amount of time.
 Communication Skills
Communication skills are the most basic and vital part of an organization. To maintain
and increase the efficiency of work in the organization, it is essential for the employer to
enhance the communication skills within the organization (Mishra, 2014). Through
proper communication skills, information is easily transferred and understood by the
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employees. Also, the communication skills are used to update regarding any possibilities
of the hindrances before they could occur. For efficient working, communication skills
play a significant role as the information is required to be passed on with maximum
authenticity and should be affected by any jargons.
Through the development of the communication skills, I was able to understand the
tasks easily and communicate the problems within accurate time, Also, communication
skills helped in defining the aims and objectives of my work which ultimately increased
the efficiency of my work.
 Flexibility
For the efficiency of work to be performed, it is essential for the employees to be
flexible. The flexibility of employees refers to the adaptability of employees in different
situations an organization goes through. For the employer as well as the employee,
flexibility is one of the most essential skills to be developed. As an employer, it is
essential to create a flexible environment for the employees so that they can work
without stress (Christensen and Schneider, 2015). On the other hand, flexibility is
important for employees so that they can take risks and work in the unfavorable
conditions as well. Both of the cases lead to an increase in the efficiency of work.
Through adopting flexibility, it got easy for me to work at my utmost potential and take
a risk in the needed situations. Also, being adaptable resulted in increasing my
confidence and potential to work hard.
 Team Work
For maintaining the efficiency of work, developing teamwork in an organization is a
must. Teamwork is one of the most essential elements in the professional world.
Through teamwork, employees are not burdened with a single task (Nadal et al., 2015).
Through the allocation of a big work to different employees, the efficiency of the work
increases and the task is completed within the time required for completion. Teamwork
also leads to creativity and innovation in the work which is done by the employees.
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Developing the skill of teamwork helped me enhancing coordination skills through the
efficiency in the tasks performed by me increased. Also, working in diverse teams
enhanced my scope of working and adaptability.
 Technical Proficiency
To increase the efficiency in the work that has been given to the employees, it is
important for the employer to ensure that they inherit the technical skills required for
the same. In case there is any change in the level of technical proficiency required by the
employees, the employer can conduct training and development programs for the
employees so that they can exhibit the required skills and abilities for improving the
efficiency of the tasks (Lu et al., 2014).
Through gaining technical proficiency, I was able to eliminate the chances of problems
that could've occurred and impacted the efficiency if my work. Also, through the
training of the technical skills, I was able to develop the latest requirements for the task
and implement it.
SWOT ANALYSIS
SWOT Analysis is an approach used to determine the positive and negative factors existing
within and outside the individual through whom it can determine his strengths, weaknesses,
opportunities, and threats (Gürel and Tat, 2017). Following is the SWOT analysis which has
been analyzed on me and the following outcomes have been received:
STRENGTHS
 Positive Attitude
 Communication Skills
 Team Work
 Leadership skills
 Dedicated
WEAKNESS
 Patience
 Lack of Creativity
 Analytical Skills
OPPORTUNITIES THREATS
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 Personality Development
 Training and Development Programs
 Promotions
 Improving Performance
 Lack Of Technical Proficiency
 Interdepartmental Competition
 Financial Stability
 Recession
AREAS OF IMPROVEMENT
For own personality development, it was essential to conduct SWOT Analysis through which
the key strengths and weaknesses could be determined. On examining the opportunities and
threats as well, it has been observed that grab the opportunities that are been noted, the
required strengths would be useful (Connor et al., 2014). However, to overcome the threats
that are being observed, the strengths should be enhanced and the quality of hard work is
required to be developed. Also, to recover from the observed weakness, various training and
development programs can be taken so that it enhances the working ability.
PROFESSIONAL DEVELOPMENT PLAN
A professional development plan is being made by the employee to examine the skills inherited
by the employee and direct them towards the organizational goal. Every employee of an
organization has a unique skill which separates its identity from the other employees. For
improving the efficiency of the work allotted to the employees, it is important for the employer
to first determine the list of skills and abilities of the workers so that they can be given the work
that is the best fit for them (Stewart, 2014). The professional plan also helps in the further
development of the employees by improving the key areas of dissatisfaction and enhancing the
strengths for its conversion in specialization.
After a thorough observation being made, following is the professional development plan made
with the understanding of the key areas that lack attention and the areas where improvement
is required. This plan also represents the strong areas which can be enhanced for the
conversion in specialization:
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