What is Self-development ?
Self development is an approach that emphasises the importance of life long
learning. It recognises that we all have a great potential for learning and for changing
what we do. This is a continuous learning process. Organisations that do not learn
faster than the rate of change in the environment will eventually die. Self
environment will eventually die. Self-development focuses on cyclical process of
learning, which encourages us to build the ability to take responsibility and be proactive
- initiating action, rather than being reactive - in the way we work.
There are four ways in which self-development helps people to adapt to and enjoy the
new challenges of organisational life. It :
1. encourages continuous learning
2. makes us reconsider our attitude to change
3. helps us to adapt to new ways of working
4. enables us to grow in a holistic way.
Our approach to change
Now rate of change has increased but philosophy has remained the same : everything
and everyone is constantly changing. Self development helps us to recognise that
change is natural and inevitable part of our working lives, stimulating us to be aware of
our own role in responding to it.
New ways of working
The way we work is changing dramatically. Information technology has automated
many of our processes and transformed methods of product design. Many
organisations are restructuring to make themselves flatter or smaller, semi-
autonomous work units. Multiskilled, self-directed teams are being developed
because they are more flexible and responsive than those found in more traditional
styles of production management. During the process of self-development, learners
create a portfolio of their skills and knowledge
Growing in a holistic way
Self-development involves both our ourselves (which relate to other people) and our
innerselves(which look at our own motivation, values and beliefs). The most
important ingredient is a desire to do things differently. One should think why he is
dissatisfied and how he want to do about it.
Conditions for success
i. Be open to new understanding
ii. Be prepared to take action
iii. Open culture which encourages individual action
iv. Commitment from management and staff to change the style of working
Self-development and Personal Change
The author has focussed on how to prepare ourselves for a self-development
programme. The metaphor of the learner driver is used to helps in develop our
thoughts.
Mirror
a) Look at what you are now and where you would like to be
b) Work at your learning preferences and learning blockage
c) Look at the effect your development may have on those close to you.
Signal
Tell the appropriate people something about your development activity
Manoevvre
Choose the best method, release the handbrake and have a fun
The Self-development Process
Creativity and insight of individuals help to learn new things and reinvent and
develop, our understanding of self-development process. The self-development
scheme is voluntary. The culture in organisation affects how people regard self-
development. Self-developers are best served by setting up a strong dialogue
between individual needs and organisational imperatives.
Creating a Self-devlopment Programme
Range of activities involved in self development programme are :-
a) know yourself
b) make a plan
c) learning sets
d) individual tools
e) working with the organisation
It is important when starting out on a process of self-development to develop a clear
image of yourself. Ask others how they see you helps you do this. Individuals can be
helped to set, and hold to, a direction in their own development by preparing a
development plan. The precise format of this plan is less important than the individual's
degree of commitment to it. To get into self-development and get moving in your life, it
is valuable to explore a range of development activities. A core process in self-
development is the support and challenge offered by one's peers in a small learning
group.
The group maximises benefits to its member's by focussing on action and reflection.
Facilitators, though not essential, can help greatly in guiding the group's progress.
Self-development is nurtured by being linked to strategy and work-based action.
Valuing Self-development
Self-development can be of value to a whole range of stakeholders, namely to:
a) Individuals engaged in self-development
b) The colleagues of self-developers
c) The organisation in which the self-developers work
d) The human resources (HR) department within the self developer's
organisation.
e) The facilitators of self-development programme
Tools and Resources for self-development
Clearly the crucial tool for self-development is ourselves, our own consciousness.
Equally, just relying on ourselves is not enough. Self-development works best as a
social process -involves other people. The author has focussed on non personnel
resources that one can employ alongside the help one desire from oneself and
others. Read books to develop insight into themselves and their work. Use
questionnaires to develop a truly realistic self-image.
Cultivating Self-development
We all have the seeds of self-development within us. We need to create the right
conditions to enable our seeds to grow. All staff need to be engaged in life long
learning if organisations are to thrive. Managers and HR professions should, therefore,
be like gardeners : it is their job to create the right conditions for the seeds of self-
development to grow and blossom. Everyone has potential in some people it is hidden
and has to be identified by others. To assist this process, right conditions for growth
are to be created. If we are to increase our creativity in order to do things differently at
work, we may need to challenge traditional ways of working; this means identifying
and implementing procedures that allow space for risk-taking and change.
Self development is an approach that emphasises the importance of life long
learning. It recognises that we all have a great potential for learning and for changing
what we do. This is a continuous learning process. Organisations that do not learn
faster than the rate of change in the environment will eventually die. Self
environment will eventually die. Self-development focuses on cyclical process of
learning, which encourages us to build the ability to take responsibility and be proactive
- initiating action, rather than being reactive - in the way we work.
There are four ways in which self-development helps people to adapt to and enjoy the
new challenges of organisational life. It :
1. encourages continuous learning
2. makes us reconsider our attitude to change
3. helps us to adapt to new ways of working
4. enables us to grow in a holistic way.
Our approach to change
Now rate of change has increased but philosophy has remained the same : everything
and everyone is constantly changing. Self development helps us to recognise that
change is natural and inevitable part of our working lives, stimulating us to be aware of
our own role in responding to it.
New ways of working
The way we work is changing dramatically. Information technology has automated
many of our processes and transformed methods of product design. Many
organisations are restructuring to make themselves flatter or smaller, semi-
autonomous work units. Multiskilled, self-directed teams are being developed
because they are more flexible and responsive than those found in more traditional
styles of production management. During the process of self-development, learners
create a portfolio of their skills and knowledge
Growing in a holistic way
Self-development involves both our ourselves (which relate to other people) and our
innerselves(which look at our own motivation, values and beliefs). The most
important ingredient is a desire to do things differently. One should think why he is
dissatisfied and how he want to do about it.
Conditions for success
i. Be open to new understanding
ii. Be prepared to take action
iii. Open culture which encourages individual action
iv. Commitment from management and staff to change the style of working
Self-development and Personal Change
The author has focussed on how to prepare ourselves for a self-development
programme. The metaphor of the learner driver is used to helps in develop our
thoughts.
Mirror
a) Look at what you are now and where you would like to be
b) Work at your learning preferences and learning blockage
c) Look at the effect your development may have on those close to you.
Signal
Tell the appropriate people something about your development activity
Manoevvre
Choose the best method, release the handbrake and have a fun
The Self-development Process
Creativity and insight of individuals help to learn new things and reinvent and
develop, our understanding of self-development process. The self-development
scheme is voluntary. The culture in organisation affects how people regard self-
development. Self-developers are best served by setting up a strong dialogue
between individual needs and organisational imperatives.
Creating a Self-devlopment Programme
Range of activities involved in self development programme are :-
a) know yourself
b) make a plan
c) learning sets
d) individual tools
e) working with the organisation
It is important when starting out on a process of self-development to develop a clear
image of yourself. Ask others how they see you helps you do this. Individuals can be
helped to set, and hold to, a direction in their own development by preparing a
development plan. The precise format of this plan is less important than the individual's
degree of commitment to it. To get into self-development and get moving in your life, it
is valuable to explore a range of development activities. A core process in self-
development is the support and challenge offered by one's peers in a small learning
group.
The group maximises benefits to its member's by focussing on action and reflection.
Facilitators, though not essential, can help greatly in guiding the group's progress.
Self-development is nurtured by being linked to strategy and work-based action.
Valuing Self-development
Self-development can be of value to a whole range of stakeholders, namely to:
a) Individuals engaged in self-development
b) The colleagues of self-developers
c) The organisation in which the self-developers work
d) The human resources (HR) department within the self developer's
organisation.
e) The facilitators of self-development programme
Tools and Resources for self-development
Clearly the crucial tool for self-development is ourselves, our own consciousness.
Equally, just relying on ourselves is not enough. Self-development works best as a
social process -involves other people. The author has focussed on non personnel
resources that one can employ alongside the help one desire from oneself and
others. Read books to develop insight into themselves and their work. Use
questionnaires to develop a truly realistic self-image.
Cultivating Self-development
We all have the seeds of self-development within us. We need to create the right
conditions to enable our seeds to grow. All staff need to be engaged in life long
learning if organisations are to thrive. Managers and HR professions should, therefore,
be like gardeners : it is their job to create the right conditions for the seeds of self-
development to grow and blossom. Everyone has potential in some people it is hidden
and has to be identified by others. To assist this process, right conditions for growth
are to be created. If we are to increase our creativity in order to do things differently at
work, we may need to challenge traditional ways of working; this means identifying
and implementing procedures that allow space for risk-taking and change.
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