Self-Managed Learning and Development: A National Trust Perspective

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Table of Contents
INTRODUCTION............................................................................................................................. 2
LO1 –SUMMARY SHEET................................................................................................................. 4
1.1 EVALUATE APPROACHES TO SELF-MANAGED LEARNING................................................4
1.2 PROPOSE WAYS IN WHICH LIFELONG LEARNING IN PERSONAL AND PROFESSIONAL
CONTEXTS COULD BE ENCOURAGED.........................................................................................6
1.3 EVALUATE THE BENEFITS OF SELF-MANAGED LEARNING TO THE INDIVIDUAL AND
ORGANIZATION..........................................................................................................................8
TASK 2............................................................................................................................................ 9
2.1 EVALUATION OF OWN SKILLS AND ABILITES AGAINST PROFESSIONAL AND
ORGANISATIONAL STANDARDS.................................................................................................9
2.2 - IDENTIFY OWN DEVELOPMENT NEEDS AND THE ACTIVITIES REQUIRED TO MEET THEM
................................................................................................................................................. 11
2.3- IDENTIFY DEVELOPMENT OPPORTUNITIES TO MEET CURRENT AND FUTURE DEFINED
NEEDS...................................................................................................................................... 12
2.4. PERSONAL AND PROFESSIONAL DEVELOPMENT PLAN BASED ON
IDENTIFIED NEEDS............................................................................................................. 14
LO3............................................................................................................................................... 16
3.1 PROCESS AND ACTIVITIES REQUIRED TO IMPLEMENT THE DEVELOPMENT PLAN.............16
3.2 UNDERTAKING THE ACTIVITIES OF DEVELOPMENT PLAN..................................................16
3.3 REFLECT OWN LEARNING AS PER THE OBJECTIVES SET IN THE DEVELOPMENT PLAN.......17
3.4- UPDATE DEVELOPMENT PLAN based on FEEDBACK AND EVALUATION...........................18
TASK 4.......................................................................................................................................... 20
4.1- SELECT SOLUTIONS TO WORK-BASED PROBLEMS............................................................20
4.2 STRATEGY TO SOLVE THE WORK BASED PROBLEM............................................................21

4.3 EFFECTIVE STRATEGIES OF THE TIME MANAGEMENT.......................................................22
CONCLUSION............................................................................................................................... 23
REFERENCES.................................................................................................................................24

INTRODUCTION
These days, we are all hearing about the personal and professional development and often we
are confused about them and the differences. This assignment will help us understand the
difference between the two, while working with the National Trust, as well as methods of self-
learning skills. Both, personal and professional development is helping people in their work
jobs, because some of their personal skills will interfere in the work as well, such as:
communication skills, time management skills, leadership and problem-solving skills. Adding to
it, the professional development skills are represented by the knowledge’s achieved for the job
position only, for example manager in IT, health & safety worker, lawyer. For the professional
development, there are different methods for training, both at-job and off-job, such as training
programmes at work and educational courses, online learning and mentoring, off-job.
As I said, we are going to work with National Trust, which was founded in 1895, by Robert
Hunter, Octavia Hill and Hardwicke Rawnsley and it’s a charity looking over the heritages in
England, Wales and Northern Ireland, taking care of the nature and its beauty (national trust,
2019).

LO1 –SUMMARY SHEET
This section prepares a summary sheet to be presented in the meeting of the National Trust so
that the self-development and opportunities can be provided to the staff of the National Trust.
1.1EVALUATE APPROACHES TO SELF-MANAGED LEARNING
Self-managed learning: It is the method of creating the situation where learning is aligned with
the needs of the organization and owned by an individual. Here the individual takes the
responsibility of taking the decision about the learning process and working with others to
chive the same.
This includes the self-initiation of the learning process so that the self-growth and development
can be take place. The process starts from the setting of the clear goals like the aims and needs
for the growth, after that the resources needed to complete the same will be initiated and
dates to achieve the same will also be intuited. For example, staff can make their personal and
professional development plan for the same.
Approaches of the self-managed learning: Below are the approaches of the self-managed
learning that can be adopted by the staff of the National trust for the self-development and
growth skills (Cottrell, 2017).
Learning through research: In today’s modern world research is the best option for the
development and learning activities. The staff of the National Trust can do research and do
online surfing and with the help of the learning the new things from the online media, self-
managed learning can be attained. As for example, self-managed learning can be attained from
the online courses.
Learning from seminars: The staff of the National Trust can attain the self-managed learning
from the seminars also. The seminar focuses on the personal issues of the individual and target
to inspire and motivate the people. As for example, the seminar of the National Trust can be
based on the development of self and staff can take the benefit of this.

Learning from mentoring and coaching:
The employees of the National Trust learn with the help of the coaching and mentoring. As it
will help the staff to get the personal mentor and they can help the staff with their personal
growth and development. As for example, the staff can join the personality development
classes and other relevant classes that will help to attain the self-managed learning.

1.2 PROPOSE WAYS IN WHICH LIFELONG LEARNING IN PERSONAL AND
PROFESSIONAL CONTEXTS COULD BE ENCOURAGED
There are many ways through which the lifelong learning in the personal and professional
context can be encouraged. Lifelong learning can be achieve with the help of the application of
the different and various learning styles and models. The manager of the National trust can
purpose these following ways for the lifelong learning:
Honey and Mumford learning:
This model assists to have the deep knowledge of the different learning phases and its
contribution to the personal and professional development. This model can also help to the
staff of the National Trust for the lifelong learning.
Activists: The learning cycle states that the individual learn from the experience they gain and
to the activities they participate. The activities that are being performed help to understand the
tasks through self-evaluation and assessment. As for example, the staff can do brainstorming,
group discussion, role plays and group discussions (Cottrell, 2017).
Theorist: These learners like to have the understanding about the theory behind their actions.
They need concepts, models and facts to get engaged in the process of the learning. The staff of
the National Trust can prefer to synthesize, analyses and drawing new information into a logical
and systematic theory. As for example the staff of the National Trust can go use statistics,
stories and can apply theory for the lifelong development.
Pragmatist: These learners are keen to try out new theories, ideas and the techniques for the
lifelong development. These learners’ responds to the opportunities and problems as a
challenge. For example, staff can use the case studies for the same, problem solving methods
and discussion can also be applied in this case.
Reflector: They ponder the experiences and observe from many different perspectives. They
believe in the data collection and prefer thinking. They observe other people in their actions and

implement for their lifelong learning. As for example, observation activities, interviews and
coaching etc. can be used by the staff for the lifelong learning (National trust UK, 2019).
KOLB’S LEARNING CYCLE
Figure 1: Kolb’s learning cycle
[Source: Truong, 2016]
For lifelong learning, Kolb’s learning cycle can be used by the staff of the National Trust. This
learning cycle model includes four steps that must be followed for lifelong learning. National
Trust can apply this model which includes four steps:
The first step is the concrete experience which reflects the learning from the feeling. As for
example the staff of the National Trust can learn from the specific experiences and can relate it
with the people (Truong, 2016).
. The second one is the reflective observation that reflects the learning from watching. It
includes observing before making a judgment through viewing the environment from the
different opinions. The third one is the abstract conceptualization that reflects the learning
through thinking and it includes the logical analysis of the idea and to act on the intellectual
understanding of the situation. The last one is the active experimentation that reflects the
learning by doing and it possess the ability of getting things done through influencing events
and people with the help of the action and it includes risk-taking (Truong, 2016).

1.3 EVALUATE THE BENEFITS OF SELF-MANAGED LEARNING TO THE
INDIVIDUAL AND ORGANIZATION
Following are the benefits of the self-managed learning to the individual and organization and
which are as below:
Benefits to the employee:
It helps in personal and professional development and growth of the individual
The motivation level of the employee will be increased
The different kind of skills will also be improved with the application of the different
approaches of the self-managed learning
The skills and abilities and competencies will also be developed and they will work for the
productivity which will be beneficial for them (Truong, 2016).
Benefits to the organization:
National Trust will get benefit with the help of the self-learning process and it will also help to
learn and handle the things in an effective and efficient manner.
It will also increase the staff productivity of the organization. This will also increase the
communication skills of the staff that will help them to have more interaction among all people.
The application of the different models can also help to perform in a better manner that will
help to increase the productivity of the individual (Smith, 2016).

TASK 2
2.1 EVALUATION OF OWN SKILLS AND ABILITES AGAINST PROFESSIONAL AND
ORGANISATIONAL STANDARDS
It is important to evaluate own abilities and skills against the organizational and professional
standards. Being a membership and visitor welcome manager there must be present of some
skills and abilities for organizational and professional standards:
SKILLS AND ABILITIES PROFESSIONAL
STANDARDS
NATIONAL TRUST
STANDARDS
Ratings
MANAGING FINANCIAL
PERFORMANCE
Being a manager it is
important to be
proficient in the
financial performance
and system. As for
example, the manager
need to
National Trust needs
the food financial
acumen for maximizing
the income and to
control the costs. It is
also expected to have
the good ability to
apply the data analysis
and numeracy
(Cunningham, 2017).
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COMMUNICATION
SKILLS
It is required as
professional standards
to have the excellent
communication skills.
As for example, the
visitor and welcome
manager need to
communicate with the
visitors and also the
written communication
Strong verbal and
written communication
skills is needed and
expected from the
membership and visitor
welcome manager of
the National Trust.
7

are needed for the
emails.
IT skills Good and excellent IT
skills are required by
the manager. As for
instance, the manager
is expected to work on
the Microsoft office.
Being a manager it is
important to have the
good and excellent IT
skills especially
Microsoft office
(Cunningham, 2017).
9

2.2 - IDENTIFY OWN DEVELOPMENT NEEDS AND THE ACTIVITIES REQUIRED
TO MEET THEM
Being a Welcome and Visitor manager at the National Trust, it is important to have awareness
and knowledge of own development needs and it is also important to have the understanding
about the activities that must be adopted to meet the same. Following are the own
development needs and the activities to meet same:
DEVELOPMENT NEEDS ACTIVITIES
COMMUNICATION SKILLS This skill can be improved by joining the
communication and personality development
classes and it can also be improved by the
increasing the discussions (Onose et al., 2016).
IT SKILLS This skill can be improved with the help of the
seminars and webinar related to the IT. This
skills can be improved with the help of the
gaining the knowledge through books and
websites
LEADERSHIP SKILLS This skill is must for the welcome manager and
it can be improved with the help of the
analyzing the skills of the seniors. This skill can
be improved with the help of the training.
TIME MANAGEMENT SKILLS Time management skill can be improved with
the help of the time management models and
theories like pickle jar theory etc. and it can
also improve managing the things on time and
doing things on the basis of the priorities
(Onose et al., 2016).