Professional Practice: Self-Awareness, Strengths and Competencies

This report delves into the critical aspects of self-awareness and its impact on professional development, particularly within the tax profession. It emphasizes the significance of emotional intelligence, empathy, and ego-strength as essential characteristics for career progression. The report outlines a self-awareness exercise, highlighting the importance of personal and professional development, which stems from continuous improvement in emotional intelligence, personal maturity, motivation, continuous training and self-knowledge, collaboration culture, and innovation and change. The report then explores the concept of professionalism, emphasizing self-criticism, self-esteem, and responsibility. It further discusses strengths, such as analytical skills, corporative behavior, and adaptability, and weaknesses in the context of a tax officer's role, providing a SWOT analysis. The report also provides guidance on interview preparation, including highlighting strengths, addressing weaknesses, and demonstrating value to the company. It concludes by emphasizing the importance of personal branding and becoming a professional tax officer of reference.

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Professional Practice preparation
Name:
Course
Professor’s name
University name
City, State
Date of submission

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Self-Awareness Exercise
In determining the career steps to progression, a student will always try to act their best. Passion,
determination, charisma, natural talent and charisma are among the most important ethics for a
tax career graduate in career progression. There are various tests to self-awareness exercise a
predictor of who can be hired in a job matching exercise or activity.
In self-awareness the following steps are used to catapult a career
Experience or character
Findings show that for career progression especially in a service industry, the following three
characteristics are crucial if not important. They include; empathy, ego-strength and ego-
drive.Empathy is putting oneself in another shoes while the drive to win and persevere through
rejection.
The person who forms. Personal and Professional Development (DPP
Emotional Intelligence in Hiring a Tax officer
The work becomes increasingly difficult and complex and its alternative is the Emotional
Intelligence oriented to a greater and better personal and professional development.
This Personal and Professional Development, from now on DPP is not a gratuitous consequence,
that only comes by the passage of time, that is to say, by the mere fact of living and exercising a
profession acquiring experience without influencing the orientation of it.

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My definition of DPP would be: professional development is a direct consequence of personal
development and the consolidation of a broad and complete awareness that is acquired through
the continuous and permanent development of emotional intelligence; this will imply a
permanent interest in overcoming and Improvement in all areas, personal, professional, as
parents, as friends, etc. And ultimately society. In my view, this is the person's greatest
responsibility, and therefore the personal variables, the person's experiences and, above all,
Emotional Intelligence will be impulses or inhibitors of the DPP. Professional development is a
direct consequence of personal development."
Bases of Personal and Professional Development:
Personal maturity: Professional development demands human development. Personal maturity
is considered a vector of training in all ages and professions.
Motivation: The projects that can affect the personal and professional development perceived
from the person are: his life project, his professional project, the improvement of the social
climates of his surroundings, current or future innovation projects and essentially especially the
building of a good state and emotional balance.
Continuous training and self-knowledge: the training of people cannot be based only on
cognitive aspects or behavioral skills (skills for the development of projects, new technologies,
research, teamwork, scientific updating, etc. since they have limited utility subject time and
contexts: times change, people, organizations and situations change), but it is also a question of
affectivity, attitudes, values, self-confident personalities, capable of innovating because they are
capable of being criticized Themselves and take criticism without feeling threatened, capable of

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assuming the risk of leaving the roads already known and undertaking new ones. All this has to
do with the sadly unknown emotional competences such as self-knowledge, self-regulation, self-
motivation, openness, assertiveness, empathy and social skills.
Collaboration culture: only if collaboration develops at a personal level, learning to ask for
support and support others can benefit from the company consistency, ie the culture of
collaboration in business will depend on both personal variables and the social climate Of the
organization (Ohlsson and Borg, 2010). The attitude, self-knowledge, willingness to improve,
reflect, with a certain degree of utopia, a basic trust in the people with whom it interacts, a
critical attitude, a democratic and participatory leadership of leadership and a shared vision will
facilitate the much desired collaboration.
Innovation and change: Innovation = applied creativity. The triad creativity - innovation -
change becomes a desirable and inseparable unit. Continuous training and innovation and change
are two sides of the same coin, whose song could be Personal and Professional Development
(continuous training will favor the DPP and this will generate innovation and
change). Everything revolves around training and personal maturity as avenues to achieve the
personal development.
The link between training and development is natural, spontaneous between the person and the
professional that is currently and who could become, from their circumstances. As we have seen,
everything revolves around training and personal maturity as ways to achieve the DPP. Personal
maturity, due to its complexity and importance, needs to be studied more extensively.
Professionalism

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For professionalism, maturity means reflecting on self-criticism, self-esteem, serenity, respect,
responsibility, prudence, level of frustration, life project, forgetfulness, illness, patience,
Between openness to others and poor communication, etc. In times when the formation of the
person lack curricular spaces tending to develop in addition to the intellect the emotional
intelligence of the person that facilitates the path to that personal maturity, we must at least think
and think about solidarity, Humility, consistency, honesty, commitment, emotional regulation,
aggressiveness
Dialogue, anger, the ethical dimension, complaining, the sense of humor, the purpose of our life,
and so on.and above all as harmful of these the egocentrism. .it seems it’s a very good idea what
is considered as a very good exercise to value from 1 to 5 these concepts and previous
characteristics in oneself to evaluate us as far as personal maturity is concerned. "For me,
maturity means reflecting on self-criticism, self-esteem, serenity, respect, responsibility,
prudence, level of frustration, life project, forgetfulness, illness, patience, , Between openness to
others and bad communication, etc. "In conclusion the best gift we can do and do to others is to
teach them personal maturity and also the opposite personal immaturity where most of what is
contained comes from egocentric but Instead, you analyze what manifestations or expressions of
your ego you are letting go about in your life, with or against your children, your partner,
partners, parents, etc.
Greatest Strengths
This are a mixture of skills, competencies and knowledge. they help accelerate a professional
career by impacting usefuleness, competencies and impact on levels of performance. Some
strengths in a tax officer include the following;

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Analytical strengths- a tax officer should be an analytical person who is able to give credible
results in analysis of tax and taxation maters.
Corporative- a tax officer should be corporative with all the relevant offices and athorities that
are directly and indirectly related taxation.
Determined- this one shows zeal and effort that is necessary in building of proper tax regimes.
Goal oriented and ability to lead- a tax officer should be goal oriented and should have the ability
to lead.
Adaptable- a good tax officer should be adaptable to any environment that seems to be of any
importance to the tax environment.
Creative, consentious and caring- this is about the humanity side of any person not necessarily
the tax officer inorder to keep good relationships with other people.
You can come to see or differentiate between an egocentric or immature life based on a reduced,
selective and restricted generosity, a reduced awareness, a partial knowledge of yourself,
immature reflection for little or nothing of self-criticism therefore not true, etc . and a rich and
full life, which on the contrary is based on a great generosity and love, interest in improving and
effort to rectify to live and help better, therefore greater complexity of consciousness that
generates capacity for transformation to a better person and a better investigation of our ego or
being limiting with the subsequent annihilation of it through self-criticism, self-analysis, self-
knowledge.

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We want to find a new way of living together allow us to feel comfortable with ourselves and
help people to accept them as they are. We want to find a way to live without guilt or
recrimination. We want to find a way to sensitize our emotions. We want to find a way to
express our anger and anger without hurting anyone. In short, we want to break the cycle of
superfluous conversations that have been passed on to us and offer our children a different
legacy: a way of communicating that they can use the rest of their lives with their friends,
colleagues, parents, day with their children.
If you had to evaluate the last interviews you had, how would you rate yourself? Do you feel that
you have made your strengths clear? Did he make it clear that he was interested in the position?
Did you define how you could add value to the company? Were you nervous? Was he satisfied?
What information did you give the interviewer to put together your report and believe that you
are the right candidate? Did you comment on your expectation? Would you do something
different if you get the chance to be interviewed again?
Competencies in the Profession
The exercise of rethinking your performance in the tax professional job will help improve and be
more prepared for the next time. For this preparation it is important that you know and be clear
about your strengths and weaknesses at the moment of making your profile known, that is why
the purpose of this article is to provide you with information on that topic.
What are strengths? They are those labor competencies that we consider well developed, through
which we have achieved professional achievements and that allow us to project ourselves into

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new labor challenges.
The weaknesses in any career and in a professional set up are? These are those labor
competencies that cost us more and which we must work to improve day by day, avoiding that
we hinder the path of professional growth.
What are competencies in a job position? The set of knowledge, skills and abilities required to
successfully carry out the position. They express the knowledge, the doing and the know-how of
the position.
How to define them?
There is a well-known practical tool known as SWOT. It is a matrix that helps us evaluate
Strengths, Opportunities, Weaknesses and Threats. As mentioned above the strengths and
weaknesses make the profile you have; and the opportunities and threats would correspond to the
labor market, in relation to the position you are applying.
Interviews in Tax
Below you will see a simple example that will help you identify how you can put together your
own box according to the search you are participating in. You must make sure you demonstrate
your strengths, tell your accomplishments and what qualifies you as a good candidate.
Remember that nobody will do it in its place and is the way to not go unnoticed and thus succeed
in the interview. Only you can generate interest in your profile and get the change you are
looking for. But this requires that you mention that interest in the interviews, that you be honest,

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humble and demonstrate what you are capable of achieving.
Analyzing this simple example, we have a lot of content to be presented in an interview. For
example. If you know that the position has contact with the outside, you must mention that one
of its strengths is the command of the English language. On the other hand, if you know that the
industry is inserted in a changing market, you can mention that you have a quick adaptation to
the changes (it is good to comment on some example where you have applied this competition in
the past) (Searle, Human and Mogotlane, 2009). You should also disclose your weaknesses, eg.
However, you may comment that, as you acknowledge that weakness, you will work on it and do
not consider this an inconvenience to lead the team in charge. You can also comment on how
you handle this weakness in your current job.
To open the imagination and profile, share some of the many competencies that are evaluated in
the market: interpersonal relationships, effective communication, orientation to results, active
listening, analytical skills, decision making, planning, execution management , Process
management and improvement, strategic thinking, financial knowledge, handling of conflict
situations, negotiation, inspire trust, demonstrate adaptability, etc.
Most of the tips mentioned above help us to develop what in the market they call "Personal
Branding", which means positioning, not selling. It is about becoming a professional tax officer
of reference, to occupy a preferential place in the minds of others. That is what we must achieve.

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Informational Interview
The following information is gives details about the interview, place time and the questions
asked.
Time: 9:00 A.M
Place: Melbourne, Australia
Organization: William Hughes and Associates
Interviewee: Francis Hopkins
List of Questions Asked
We got the opportunity to ask some few questions to the interviewee( Fancis Hopkins) so as to
know the suitability of the candidate for the position.
Question 1: What are your strengths
Answer: the interviewee spoke of the experience that he had acquired in his various roles
working in different firms. The experience would help him tackle all the challemges that the
position would present. He also noted that he has leadership skills that would be a great asset to
the company.
Question 2: Tell us about yourself?
Answer: The interviewee took us through his qualifications in academics, he has a bachelors
degree in Tax and Finance matters from the university of Melbourne coupled with some
certifications in tax management. He also gave a comprehensive answer on the various tasks that

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he has been doing through out his professional life and the roles and responsibilities of each
position that he has ever held.
Question 3: Why should we hire you?
Answer: The interviewee gave a very convincing answer to this question. He told us that the
requirements of the position advertised perfectly fits the skills that he possesses. He answered
that in his three years experience, he has acquired extensive knowledge and hands on experience
in managing tax matters of a company, these skills include tax management skills,accounting
skills, reporting skills, and also he has good interpersonal skills and leadership skills.
Question4:How do you handle pressure?
Answer: the interviewee answered that he performs extremely well while in an environment that
is challenging and has a lot of pressure. He said that in the departments that he was heading , the
workload was a lot and it was an extrreemly busy department, hence he has been accustomed in
working under pressure.
How career choice is consistent with identified skills
My career choice is a tax consultant this is because the knowledge of Accounting and Tax
Management are extremely necessary in everyday life. The correct management of the resources
and income of a family, entrepreneurship or organization allow a better execution of their tasks,
making the achievement of the stated objectives is facilitated.
In the professional field, this knowledge are highly valued. All companies, regardless of their
size, nationality, type or sector, want to know how to correctly invest their assets, to obtain a

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higher profit margin. The organization of resources implies knowledge of the financial world,
taxes, budgets and investments; Fundamental knowledge for all types of entrepreneurship.
For my career, one of my main tasks is the accumulation of different accounting data, financial
and market aspects. Processing that data, is that they manage to make their reports and analysis
and then issue their recommendations. That is why its I must develop a global vision of the
aspects they consider, in order to appreciate the whole picture without losing sight of the
interests of the company or organization for which I work.
It is because of their varied knowledge that these professionals are highly sought after and valued
within the market. For this reason, they can fulfill their tasks in virtually any type of company or
sector. In banking, logistics, human resources, marketing, marketing, administration, or in the
coordination of some of these areas: Accounting and Tax Management professionals can perform
different tasks. At present, the investment, cost analysis or risk sectors are the ones that most
demand this kind of professionals.
Compensation is usually high in this sector, which also allows the development of leadership
skills and managerial positions. The language of finance is universal, therefore the borders fade
for these professionals, who can carry out their tasks both nationally and internationally.
in an increasingly competitive environment, it is no longer enough to have an almost impeccable
CV, which is attractive to companies. Now the recruiters begin to look at other skills, beyond the
career you studied and the school from which you graduated. HR managers have always talked
about their experience recruiting staff for various companies. What companies are looking for