Professional Development Plan for Executive Manager Role

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PERSONAL AND
PROFESSIONAL
DEVELOPMENT
1

Table of Contents
INTRODUCTION........................................................................................................................3
LO1........................................................................................................................................... 4
1.1........................................................................................................................................ 4
1.2-....................................................................................................................................... 5
1.3-....................................................................................................................................... 7
LO2........................................................................................................................................... 8
2.1-....................................................................................................................................... 8
2.2........................................................................................................................................ 9
2.3...................................................................................................................................... 10
2.4...................................................................................................................................... 12
LO3......................................................................................................................................... 14
3.1...................................................................................................................................... 14
3.2...................................................................................................................................... 15
3.3...................................................................................................................................... 16
3.4...................................................................................................................................... 17
LO4......................................................................................................................................... 18
4.1...................................................................................................................................... 18
4.2-..................................................................................................................................... 20
4.3...................................................................................................................................... 22
CONCLUSION.......................................................................................................................... 23
REFERENCES........................................................................................................................... 24
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INTRODUCTION
The importance of the personal and professional development in the organization and for
career development is widely discussed in the study. This can eventually help in managing
organizational practices. This can help in enhancing the lifelong learning development
practices through which self-managed learning can meet with the identified ratio through
which skills can be improved.after formulating the plan the implementation of the plan
through activities including document development activities are discussed the learning
from the plan and what are deviations from the standards set and the actual performance
of the learners. There are work-based problems which an employee's faces so how to solve
these problems through learning the communicating styles and effective use of time are to
be discussed further in this report.
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LO1
1.1
Self-managed learning means the way in which the employee or the learner can organize
and manage their own learning skills. This self-managed learning means that the learner
who wants to learn their work-related learning’s and skills that they have to can conduct
their own self-learning programs. Through this, the learner can be trained to develop the
skills in the direction in which they are aiming to pursue their careers. For the individuals, it
is necessary to take responsibility for which skills need to be learned, how these skills can be
taught (McNair et al., 2011).
Self-initiation of learning processes - if the individual wants to learn certain skills and wants
to achieve the desired career option than the individual should have their own motivation
and should initiate for the same.
Clear goal setting of aims - The individual should list out all the skills that are required for
achieving the desired objective. The outcome after learning the skills is to be identified, i.e.
what should be the resulting skills and competency.
The individual should personally try to achieve the goal set by working on the same and
learning the skills from sources. The individual planning for learning the special skills are to
be developed when the timing and scheduling of the activities in a specific order is to be
listed and what the individual has learned is to be reflected and repeated to make it sustain
life long.
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1.2-
Lifelong learning is the core for every organisation and for the individual learning the skills
that can be retained for the whole life is important.
Learning styles -
Activists- this style is followed by the people who want to learn the skills by actually
performing them. The activities that can be used for learning is brainstorming sessions,
solving puzzles, group discussions etc. (Schmeck, 2013).
Reflector- these individual learn by just observing the environment and learning from the
experiences of others by watching the scenario. This type of learning includes learning from
surveying, questionnaires, feedback from others, through a special type of coaching and
conducting interviews (Schmeck, 2013).
Pragmatist- these are the individuals who use their theoretical learning’s into practical life
and the facts, theories and conceptual ideas are put to use and the learners experiment
with the innovative ideas based on the original models and study (Schmeck, 2013).
Theorist- These types of individuals learn through the models and already researched
theories, facts that are developed by others and the theorist's learners just learn the skill by
studying the concepts through books, models, theories and background information
(Schmeck, 2013).
Approaches for self-managed learning’s-
Seminars- through attending seminars the individual can learn the skills that are lifelong and
are these seminars will help in developing the skills in very less time as compared to long
hectic training (Zigmont et al., 2011).
Coaching- a mentor or the teacher who is specialised in performing those skills will help you
in learning and polishing those skills, these skills are can be theoretical and can be practical.
These skills which the mentor is teaching are tested and be providing proper and authentic
guidance on the topic (Zigmont et al., 2011).
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Social networks – through the internet or social networks the skills can be developed, this is
mostly used the technique for self – managed learning, and these social networks include
the learning through social media applications like YouTube, Facebook and Twitter. This type
of learning is the most attractive and most approachable way to develop skills (Zigmont et
al., 2011).
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1.3-
Self-managed learning which is provided by the organization is different from self -learning
of individual; here the organization conducts a self- managed learning program at their
workplace. There are some benefits for the organization and for the employees.
Benefits to the organization-
1. As the organization is conducting the learning program only in the skills that are
required at the workplace thus the specific skills that are required are only focused
for learning, the direction and the path is predefined (Cunningham, 2017).
2. Creativity and innovation level is increased through self- managed learning, the
individual learn how to solve the problem in a creative manner and how to bring
creative ideas for the organization (Cunningham, 2017).
3. Increase in efficiency- employees or the individual gets motivation for working and
thus they are inspired to work with high efficiency and with high effectiveness
(Cunningham, 2017).
Benefits for the individual-
1. Achieve targets – through the self-managed learning’s the individual get an
opportunity to learn and develop the skills that are required in the practical life and
these skills will help the individual to achieve the desired goal (Cunningham, 2017).
2. Decision-making skills- the individual learns how to take quick and firm decisions
according to the situation and after analyzing all the facts and figures in very less
time, decision making also includes opting for the option that will yield high
profitability (Cunningham, 2017).
3. Further career development- the individual will have the skills developed through
this self-managed learning and these skills will be helping them in the further
development of the career in the other organizations as well and the individuals will
get the skills updated according to the current and future requirements at the
workplace (Cunningham, 2017).
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LO2
2.1-
For the National Trust’s executive manager both professional and technical skills are
required, these skills should be enough to justify the role at the workplace. At the national
trust, the core skill required is the communication skills, negotiation skills, leadership skills
and decision-making skills.
Current competencies –
SWOT analysis-
Strengths
 Communication skills
 Decision-making skills
 Knowledge of policies
Weakness
 Lacking in leadership skills
 Lack of knowledge of other languages
 Problem-solving ability
Opportunity
 To be promoted as the manager
 To develop the ability to properly
manage the resources
 Increase leadership skills
Threat
 Competitors who have better skills
 Workplace chaos and blunders
 Difference in opinions
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2.2
Nobody’s perfect everyone has some qualities and some skills that need to be brushed and
the skills always require some up gradation due to changing the environment and
environmental conditions. The skills I need to work on the ones which are identified above
to perform well in the working culture at The National Trust.
Communication skills- communications skills of mine are below the standards as compared
to the industry level because a manager should have the excellent communication skills and
hence I need to be better at communication, the skill needs to be developed according to
the industry standards. For developing communication skills I need to learn the skills
through reading books and talking more to the officials in a formal way (Martin and
Nakayama, 2013).
Decision-making skills – The decision making skill required at the standard or industry level
matches the rating I have. Thus the decision making skill I reflect is satisfactory but once I
will gain more experience at the workplace I will be more polished and the skills I possess
will help me in growing the upgrading the same (Caple, 2012).
Leadership skills- this skill is more likely to affect the performance of others in the team too
because as the executive manager at the national trust will be having to deal with all types
of people at the workplace some will be ready to work and some will not be ready so to
motivate them is the responsibility of the executive manager and I have to develop my skill
up to the standard as this skill is very important. I will have to read journals, books etc.
(Schoemaker et al., 2013).
Problem solving ability- the problem solving ability I poses is not satisfactory and is below
the level of standard which means I have to buckle up and further develop this skill of
problem-solving because as an executive manager I will have to deal the people with the
problems that may be solved on the decisions I will be making and to solve these problem
prior knowledge and experience will be counted. Thus this ability should be polished to the
standard level (Hesse et al., 2015).
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2.3
The area in which I am lacking is the sector of improvement and hence for developing those
skills the development plan is to be formulated but before the development plan is
formulated the skills where I am lacking are to be identified-
Skill Current
Ratings
Future
rating
Remarks
Communication
skills
6/10 9/10 This skill is very much important for an
executive manager as his job is to
communicate effectively with all the
staff, the management and the clients.
This skill is in the highest priority and I
have to improve this skill because
currently the rating I have is 6 out of 10
and it needs to be 9 minimum for the
post of executive manager, as the
executive manager has to deal with
foreign and big delegates where
excellent communication skills are
required (Robles, 2012).
Decision-making
skills
7/10 7/10 Good decision-making skills are
required at this post. The faster and
accurately the decisions are made the
more efficiency in the performance is
expected. The more time taken to make
decisions will delay or lose the
opportunity for national trust. My
decision-making skills rating is seven
and I make decisions as fast as possible
but only after evaluating both sides of
stories and also after gathering
significant facts on the basis of which I
take the decisions (Caple, 2012).
Leadership skills 5/10 7/10 Leadership skills are very important at
the executive manager level because to
take action and to motivate the
subordinates to work efficiently and
effectively to achieve the goal of
national trust. Leadership skills also
constitute the ability to influence the
team members to work collectively and
effectively without committing any
blunders. An individual has to be a good
leader before becoming a manager. My
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leadership skills are average and hence
the leadership skills need to be
polished.
Problem-solving
ability
6.5/10 8/10 Problem-solving ability is also required
at the executive managerial level
because there are various people
working under the manager who have
the day to day problems that need to
be solved immediately and these
problems can affect the working
environment and functioning of the
national trust. I have the problem-
solving skills that are above satisfactory
but still, I have to work on improving
the same.
1.
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2.4
For an executive manager post, the skills required are communication skills, leadership skills,
decision-making skills and problem-solving ability so to conquer the same must be the
priority in the coming future.
Personal and professional development plan-
Skill Time is
taken
Activity to improve Evidence
Communication skill 2 months Reading books and by
increasing interaction
with the staff using
hand gestures and
framing simple yet
effective and small
sentences that are
understandable to all.
Ability to communicate with
others and international
delegates in different languages.
Leadership skills 2 months The skill is also having
a high priority for the
role and responsibility
of an executive
manager. This skill can
be developed through
reading articles for
motivation, influencing
and motivating people
and observing seniors.
Able to provide help and guiding
the staff at the national trust.
Problem-solving
ability
3 months This can only be
improved by
refereeing to the
experts, reading and
solving case studies.
Ability to solve maximum
problems of staff without taking
help of my superiors and having
the confidence to solve the
problems with my expertise and
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