Using Reflective Practice to Inform Development: A Report

This report delves into the significance of continuous personal and professional development, focusing on its role in achieving organizational objectives, specifically within Marks & Spencer. It explores emotional intelligence, its five key elements, and its importance for managers. The report evaluates reflective practice models, including Gibbs' reflective cycle and Kolb's learning cycle, and analyzes their application. It examines the impact of individual working styles and the need for ongoing development, culminating in a personal development plan. The report emphasizes the benefits of continuous professional development in improving employee efficiency, enhancing company reputation, and fostering employee retention. The report also highlights the importance of emotional intelligence in managing emotions, resolving conflicts, and building relationships within the workplace, ultimately contributing to short, medium, and long-term organizational goals. The report uses these principles to evaluate the author's performance in the workplace and discusses strategies for future development.

Using Reflective
Practice to Inform
Personal and
Professional
Development

INTRODUCTION
Personal and professional development is also known as continuous professional
development (Adnan, 2017). It is the procedure by which organisation as well as individual get
engage within the procedure of learning for meeting challenges and desire goal. Continuous
professional development is related with development needs of individual and group both. This
report is based on Marks & Spencer which is part of retail industry founded in 1884 by Michael
Marks and Thomas Spencer. They are serving at worldwide level and headquartered at London,
UK. Mark & Spencer is well known and Specialises in selling high quality, home and food
products.
This report will going to discuss importance of continuous personal and professional
development in accomplishing objectives of company. Moreover, model of emotional
intelligence will discuss along with its importance to manager and Gibbs as well as Kolb model
will highlight. In addition to this, own performance will evaluate by using principles of
reflection. Individual working style with its impact on other people in organisation and need for
own development in present as well as future will elaborate. In the end, personal development
plan will prepare.
LEARNING OUTCOME 1
1.1 Importance of continuous personal and professional development in achieving organisational
objectives
Continuous professional development is the procedure which utilise for tracking as well
as documenting skills, knowledge and experience which an individual gain in both manner
formally and informally beyond any initial training (Andersson and Palm, 2018). In simple term,
CPD records what they experience, learn as well as apply. This process provide assistance to
individual in managing their own development on an ongoing basis. Function of continuous
process development aids in recording, review and also give reflection on what individual had
learn.
Personal development is lifelong procedure and it is the way through which people can
assess their skills as well as qualities by keeping their life aims in mind. Along with this, they
also set goals for realising and maximising their potential (Barahona, 2018). In simple terms,

personal development is self-aware pursuance which result in growth of individual at personal
level by expanding self-awareness, knowledge and improving personal skills.
Continuous professional development both play important role in accomplishing
organisational objectives within effective manner. Explanation of these are as follows :-
 Continuous professional development help company in improving their employees
efficiency as well as productivity (Dascalu And et. al., 2017). Through CPD staff
members become highly skilled as well as motivated staff and conduct day to day
operations of business firm in effective manner which result in accomplishing objectives
within effective manner.
 It also result in enhancing reputation of business among customers, clients and potential
customers. If an organisation is providing training session to their staff members for
continuous development then it will result in improve their productivity and they will be
able to serve customers in more effective manner (Eichinger, Hofig and Richter, 2017).
Through this image of company will build and more customers will get attract which help
them in accomplishing their objectives.
 CPD also improve employees retention as they feel valued and become loyal to the
company. If staff of company feel they are valued for company then activities conduct by
them will be in effective manner as well as productivity also get improve which result in
accomplishing objectives in appropriate manner.
Apart from this personal development plan also play important role in achieving organisational
objectives (Guthrie and Jenkins, 2018). As individual should develop their behavioural principles
in relation to understanding organisational goals. Moreover, personal development help
individual in getting aware of their present skills and ability as well as also motivate them to seek
improvement for accomplishing organisational objectives. Some companies don't provide
feedbacks to their staff in which personal development help individual to receive feedbacks in
relation of their skills level and competency.
1.2 Use of reflective practice in personal and professional development
Emotional intelligence is related to the capability of individual to manage & control their
emotion as well as also possess the ability for controlling the emotions of others (Hadi And et.
al., 2019). In simple term, emotional intelligence can influence emotions of other human beings.
Moreover, within leadership skills emotional intelligence is very important and there are five

elements of this such as self-regulation, motivation, self-awareness, empathy as well as social
skills.
Ability model of Emotional intelligence – This model was introduced by Salovey and
Mayer who define that Emotional Intelligence as capacity to reason about emotions as well as of
emotions for enhancing thinking. Ability to perceive emotion accurately, generate emotions,
understand emotional & emotional knowledge, reflective regulate emotion are included within
this for promoting intellectual growth and emotional (Hsouna And et. al., 2017). According to
Ability model of emotional intelligence an individual evaluated within separate but interrelated
abilities for determining their overall EQ (Ability model of Emotional Intelligence, 2020).
Explanation of these abilities are as follows :-
 Perceive emotions – It include understanding related to verbal and non-verbal both type
of signs. For manager of Mark & Spencer it is essential that their employees should
understand signs in verbal and non-verbal form. Because in some situation it become
difficult to explain entire thing only signs will be given.
 Reasoning with emotions – By using previous steps cognitive activity and thinking will
promote. This simply means that utilisation of emotions for solving and reviewing any
type of situation (Jutla, 2017). With the assistance of this manager of Mark & Spencer
will be able to prioritize things and react on them accordingly.
 Understanding emotions – Emotion of individual are very complex as it carry several
meanings which assist in understanding emotional state of other people and also help in
identifying the reason behind why it has happened. Moreover, emotions have several
shades as well as interact with each other every time. For instance, if an employee of
Mark & Spencer get angry than manager of respective company can deduct what is
happening as well as why that particular personnel acted and how they acted (Mohamed,
2017). Thus, it is important to understand emotion as it will assist manager of M&S in
resolving issues also.
 Managing emotions – This ability is also essential because it includes regulating
emotions, responding accurately and correctly towards emotions of others (Panigrahi and
Paily, 2016).

Thus, Emotional intelligence also help in development of personal and professional skills
because it is important for manager of Mark & Spencer to understand emotions of individual in
proper manner for convey information in successful way.
1.3 Evaluate approaches to reflective practice
GIBBS reflective cycle model – This model was introduced in 1988 and partly inspired
by Kolb's learning cycle (Mousavi, 2019). Respective reflective cycle model process essentially
loop which contain six elements. Explanation of these are as follows :-
 Description – I was working for continuous professional development because it will
help me in conducting my work in more effective manner and accomplishing objectives.
Along with this, I was working on emotional intelligence because this will provide
assistance to me in understanding emotions of other and transferring information to them.
 Feelings – Me as an manager design proper training and development session which
provide assistance in developing personal and professional skills of employees. Along
with this, I learn emotional intelligence because with the assistance of this I will be able
to resolve issue in effective manner by identifying individual emotional status.
 Evaluation – Personal and professional development have both positive as well as
negative aspects within organisation. As positive aspect is that building brand image
among customers and potential employees both. Apart from this, sometimes training
program get failed which design for development of individual which result in extra
expensive and wasting time.
 Conclusion – I developed several skills through personal and professional development
such as emotional intelligence, communication, working in team and many more. These
will provide assistance to me at both personal as well as professional level. Out of these
emotional intelligence is more important because with the assistance of this I will be able
to understand emotions of other which will help in conveying information properly.
 Action – For building professional skills training session will provided within
organisation. On the other hand, for personal skills I think to make PDP plan as it will
help in analysing the area in which I am lacking behind and prepare plan to its further
development.
Kolb's learning cycle – It have four distinct learning styles and published in 1984. by Kolb it
has been stated that it involves acquisition of abstract concepts which can be applied flexibly

within different situations (Sandlund, Sundqvist and Nyroos, 2016). There are four main stages
in this explanation of these are as follows :-
Stage Description Activities to help
Concrete
experience
Kolb's cycle first stage is concrete experience.
It start with doing something within team,
individual as well as organisation are assigned
a task. By watching only Kolb's model will not
learn as individual or team have to do.
There are several activities
which help in continuous
professional development
such as problem solving,
practical exercise, debates
and many more.
Reflective
observation
This is second stage in which individual, team
or organisation have to take time from doing
things and review the task what has been
experienced (Scott, 2018). In this several
questions will asked as well as communication
channel will be open for other team members.
For this, vocabulary is important because it
needed to conduct discussion with others.
Activities are ask for
observation, conduct short
report on what has been
done, feedback to each
others and completing
learning logs or diaries.
Abstract
conceptualisation
It is the procedure which help in making sense
about what has happened and involved
interpretation of events as well as understand
relation within them (Utami, 2019). Thus,
learner do comparison within what they have
done and what they know already.
Model presentation, give
facts and theories.
Active
experimentation
It is final stage of learning cycle when learner
think how they have to put what they learnt.
Time will be given to
learner for planning, use
case studies and ask them
for using real problems.

LEARNING OUTCOME 2
2.1 Own performance in workplace using principles of reflection
Emotional intelligence is related to the capability of individual to manage & control their
emotion as well as also possess the ability for controlling the emotions of others. In simple term,
emotional intelligence can influence emotions of other human beings. Moreover, within
leadership skills emotional intelligence is very important and there are five elements of this such
as self-regulation, motivation, self-awareness, empathy as well as social skills. It work at short,
medium and long term requirements of Company and also help in accomplishing their objectives
(Van Patten and Bartone, 2019). At short term emotional intelligence play essential role in Mark
& Spencer as its manager will be able to manage daily basis activities in effective manner. Along
with this, if any conflict or issue rise in company manager will first understands emotions behind
this and then resolve it. Thus, in short term also emotional-intelligence is essential for M&S as
with the assistance of this short term goals of entity will accomplish in proper manner.
In medium term also emotional intelligence is essential as with the assistance of this
things or activities in company get managed in effective manner which result in accomplishing
medium term goals of company. Along with this, EI also help in building relation within staff
members by understanding emotions of each other which will assist team building and work will
conduct in group. Thus, by doing work in group environment become friendly and goals will
accomplish within required time duration. Moreover, in Long term also emotional intelligence
have their role as with the assistance of this overall objective of Mark & Spencer will achieved in
effective manner. It play important role in self management, self awareness, social awareness
and relationships management. By combining all these it become easy for company to achieve
their long term goals. In addition to this, building good culture in organisation result in long term
retention of customers and accomplishment of goals in required duration.
2.2 Working style and its impact on others in workplace
Me as an manager of Mark & Spencer following autocratic leadership as my working
style. It is an management style in which one person take all the decision by own and take little
inputs of other people in group. In a simple terms, autocratic leaders make decision or choice
which are based on their beliefs and don't involve other people of company for taking
suggestions. Autocratic leadership style is suitable for the business which require quick decision

making, control over the processes as well as operations of a Business firm. There are several
characteristics of autocratic leadership style such as distribution of responsibilities within other
staff members and no rewards will be given to employees for boosting their morale (Shonhe,
2020). Along with its quick decision making character autocratic leadership style result in
several negative impact on organisation at long term. As it result in reducing morales of
personnel and high turnover ration etc..
In the situation where business face constant modifications or crisis autocratic leadership
style in more helpful. As it include streamlined organisational structure and quick decision
making abilities. When I am following autocratic leadership style it have wide impact on other
people who are working in that same company. Explanation of these are as follows :-
 Autocratic leadership style result in fast decision making because manager don't take
suggestions from other people in organisation. Thus, it result in making decision fast and
also covey to each and every member easily because there is no interference of other
people in this.
 It also improve overall communication as there are several level in company and
command given from top level on phone or mail will be easy. In autocratic leadership
issues will get eliminated because command directly give to workers from top
management.
 Dependency on manager will develop in organisation by following autocratic leadership
style by manager (Harris, 2018). If their will be no leader in organisation it will became
difficult for staff members to do their daily basis activity in appropriate manner. Thus, it
result in negative impact on organisation as employees dependency on manager will
increase.
 Sometimes employees feel demotivated and also that they are not valuable for company.
Because all the decisions are taken by manager of Mark & Spencer and not even take
suggestions from other members. Their demotivation also give wide impact on activities
conduct by them in company which result in reducing productivity.
Thus, my working style is autocratic which have wide impact on other people working in Mark
& Spencer in both positive as well as negative manner.

2.3 Development needs for current and future roles
Development is the procedure which creates progress, growth, positive changes or also
include economic, physical, environmental. Social as well as demographic components. In
simple term, purpose behind development is to rise within the level and quality of life. Along
with this, development also help individual in gaining better job opportunities (Ünal, Yamaç and
Uzun, 2017). Me working as manager in Mark & Spencer so for completing my job role in
effective manner in present and future both there is requirement of developing several skills,
knowledge and behaviours. Explanation of these are as follows :-
 Delegation skill - It is most important as I am not good in passing activity or task to other
people in organisation. As I have to work on this skills because it will help me in
performing my job role in present and future both.
 Knowledge of management approaches – It don't have proper knowledge about
management approaches as I have to develop these because it will help me in present and
future both while performing my job role. Thus, for managing daily basis activity in
effective manner it is important for me to learn all management approaches.
 Supportive behaviour – I am not supportive while working as an manager it is important
to have supportive behaviour. Because in some situation employees need support so I
have to work on my behaviour.
2.4 Development opportunities to meet short, medium and long term objectives
Development of opportunities may be short, medium and long term. There is requirement
of performing several activities for developing skills, knowledge and behaviour. Explanation of
these along with activities which need to be form for their development are mention below :-
 Delegation skill – This skill will develop in short term but by performing on the job role
practices. Because on daily basis several task and activities in organisation passed on to
the other staff members. Thus, for developing delegation skills on the job training method
will be more suitable.
 Knowledge of management approaches – This is medium term so for gaining
knowledge about management approaches coaching and mentoring will be more suitable.
With the assistance of this it will become easy for manager to develop their knowledge
about management approaches.

 Supportive behaviour – It is long term target because modification in behaviour take
long time. Thus, for building supportive behaviour online learning will be more suitable.
2.5 Personal development plan with measurable objectives
Development of opportunities may be short, medium and long term. There is requirement
of performing several activities for developing skills, knowledge and behaviour. Development
plan is prepared for managing learning as well as career throughout a year. I can able to develop
and learn more analytical skills, knowledge and behaviour for growth and can ensure me to work
safely, legally as well as effectively in Mark & Spencer.
S.
No.
Learning
target
Present
Proficien
cy
Target
Proficiency
Development
Opportunities
Criteria for
Judging
Attainment
Time
Scale
1 Delegation
skill
10 7 By developing
delegation skills it
will become easy for
me to pass activities
to other employees
working in company.
Moreover,
development of
deligation skill help
me in removing
burden on individual
and conducting work
within more effective
manner.
Other superiors 30 days
2 Knowledge
of
management
approaches
9 10 It don't have proper
knowledge about
management
approaches as I have
Peers and
colleagues
50 days

to develop these
because it will help
me in present and
future both while
performing my job
role. Thus, for
managing daily basis
activity in effective
manner it is
important for me to
learn all management
approaches. For me
it is essential to
develop knolwedge
related to
management
appraoches as it will
provide assiostance
to me in conducting
daily basis operations
in more effective
manner.
3 Supportive
behaviour
10 8 I am not supportive
while working as an
manager it is
important to have
supportive
behaviour. Because
in some situation
employees need
support so I have to
Managers and
supervisor
70 to 80
days