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Personal and Professional Development

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Lifelong learning and especially continuous training in the business world is becoming increasingly important in a world of constant renovation and change. It is precisely these changes what makes us live in an accelerated way and expect everything to be immediate. In this article we will see which characteristics workers demand in the corporate training processes and how some platforms are addressing corporate training through microlearning.

I accept the conventional wisdom that we must all develop the aptitudes and dispositions of lifelong learning if we are to thrive in our dynamic and pluralistic age. My questions are, What precisely are those attitudes and dispositions, and how might they be developed? I will consider these questions in a specific context, which is only one of many important perspectives that need to be considered in developing a comprehensive answer, but believe that the discussion has general relevance for other ages and settings. It is clear that the most formative stage for learning is the years immediately after birth, and the experiences of this young age provide the foundation for all that follows. Therefore, if we truly intend to develop the skills and habits of lifelong learning this is first and foremost where we should focus our attention. Much has been learned and more remains to be discovered about the effect of innate abilities and early learning on subsequent development. However, this age of unequalled opportunity lies behind us as adults and thus, while it influences the development of lifelong learning in essential ways, it will not be considered in this discussion. The second most important phase in the development of individual potential is formal schooling, which establishes the attitudes and patterns of behavior that launch us into and guide us through the more independent years of learning outside of formal educational programs and settings. There is much that can, and should, be said about the impact of formal schooling on lifelong learning skills and dispositions, and how our approach to formal schooling should change in recognition of what we know about learning and are coming to appreciate about the challenge/opportunity of postmodern life. The focus of this chapter, however, will be on lifelong learning in work life after formal schooling is complete. Knowledge work is increasingly the source of wealth for society and an essential aspect of the work of every organization. Thus, the creation and application of knowledge is a core issue for those organizations and the individuals within them. Understanding what is required at the individual level requires a consideration of what we know about learning, and particularly what is meant by lifelong learning. Understanding what is required at the organizational level requires a consideration of what we mean by knowledge, and particularly how usable knowledge is created in an organization. This chapter will consider the former issue, lifelong learning, with particular attention to knowledge work, and will touch on organizational issues only as necessary to provide the context. It is organized around three key questions. Why is lifelong learning important? What must be learned? How is it learned?

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Everyone is involved into the process of education, but the approaches and methods of each individual depend on the nature of their work, needs, capabilities and abilities. The primary socialization has an influence on how much of skills and knowledge we bring into further life which we then continuously upgrade and update. I will carry out a survey using the survey method and statistical processing of the data collected within the management staff from educational organizations. New knowledge to the individual can also be provided through Delores' four pillars of education:-Learn to know.-Learn to be able to know.-Learn to know how to live in the community and among others.-Learning to be. We educate ourselves all our live. Depending on our own skills, abilities , support of primary and secondary environmental interdependence , of financial ability, will, Elan and needs to upgrade its own knowledge, as well as those that occur in the workplace. Lifelong Learning knows no age limit, not industries, is still only an aspiration to something new, different. The society, based on Lifelong learning, can provide a brighter future and better quality of life.

Research in Post-Compulsory Education, 1999

Lifelong learning may be broadly defined as learning that is pursued throughout life: learning that is flexible, diverse and available at different times and places. Education is the knowledge or skill obtained or developed by a learning process which itself is a lifelong progression. An individual requires proficiency, facility, or dexterity developed through training or experience, as skills are required to make life more productive and useful. Lifelong learning can instill creativity, initiative and responsiveness in people thereby enabling them to show adaptability in post-industrial society through enhancing skills to manage uncertainty ; communicate across and within cultures, sub-cultures, families and communities and negotiate conflicts. It is the continuous building of skills and knowledge throughout the life of an individual. Lifelong learning encompasses formal, non-formal and informal types of education and training where the emphasis is on learning to learn and the ability to keep learning for a lifetime. There is a need to make students at school level aware of life skills and to train them in the different types of skills in accordance with their ability. 21st century skills can be applied in all academic subject areas, and in all educational, career, and civic settings throughout a student’s life. The present paper suggests various ways of enhancing the lifelong skills in diverse areas.

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Your guide to personal and professional development

January 23, 2022 The first month of the year is almost over, but it's never too late to start setting your personal and professional goals. Whatever those may be, making a plan and getting intentional is an essential first step. Kick off 2022 with a growth mindset; the work you do today could set you on your path to CEO Excellence —preorder this forthcoming McKinsey book for insight on the six mindsets that set the best leaders apart from the rest. Or dive deeper with key insights on topics that could put you on the path to personal and professional development, including:

• developing new skills for continuous learning
• seeking or providing mentorship
• setting your leadership priorities
• taking care of your physical, mental, and emotional well-being

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• What is a professional development plan ...

What is a professional development plan (PDP)? 6 steps to create one

A professional development plan is an ever-changing document that assesses your current skill set, helps you set career goals, create strategies, and uncover resources that will help you reach them. Read on for examples of professional development goals and plans, and discover tools to help track your progress.

Times have changed. While our parents and grandparents typically picked one job and stuck with it until retirement, following a very straightforward career path, the modern knowledge worker is presented with a variety of new industries, jobs, and ways to prove ourselves.

This abundance of opportunities is amazing but can also be overwhelming. If you’re looking to streamline your career goals, a professional development plan, or PDP, is the tool you need.

A professional development plan is a document that outlines your current skills and knowledge, your goals, and the steps you need to take to achieve these goals.

We’re going to cover the six steps your PDP should include, examples of professional development goals and plans, and tools that will help you track your career development.

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How to create a professional development plan in 6 steps

Your professional development plan is not a one-time project. Rather, it’s an ever-changing document that you update as your goals, surroundings, and priorities change. 

The visual below illustrates the lifecycle of your professional development plan.

So let’s dive into the six steps you need to take to create your own professional development plan (PDP).

Step 1: Assess yourself

You have to first identify where you stand with your current skills and knowledge of relevant topics so you can figure out what you need to improve or change to progress in your career.

Assessing yourself isn’t always easy. To jump-start this process, try using an assessment tool or personality test. Here are a few popular ones to try:

The Big Five

Myers-Briggs Type Indicator

DISC personality

These tests can help you get a better understanding of who you are and what you want out of your life and career.

Step 2: Set your goals

Now that you’ve evaluated your current position and skills, it’s time to set your goals. To break up your main goals, you’ll want to set long-term, mid-term, and short-term goals . 

Long-term goals can be months or even years into the future.

Mid-term goals should range from a couple of weeks to a couple of months.

Short-term goals should range from a couple of days to a couple of weeks.

Generally speaking, aim to set one long-term goal and then break the mid- and short-term goals up into manageable chunks. The number of short- and mid-term goals you set depends on how far into the future you’re planning and how many steps you need to complete to reach the finish line.

Setting more than one long-term goal only makes sense if they’re on different tracks. For example, you could set a long-term goal for your career, another one for your fitness, and a last one for your finances. While the progress you’re making in each of these aspects of your life may influence one another, these goals are different enough to require unique mid- and short-term goals. 

If you do set more than one long-term goal, consider the mental, emotional, and physical strain that multiple goals can have on you and adjust your schedule accordingly so you don’t burn out .

Whether you’re setting long-, mid-, or short-term goals, use the SMART goal technique to ensure that your goals are specific, measurable, achievable, relevant, and timebound. We’ll cover some examples later on.

Step 3: Develop strategies

To reach your goals you need an action plan. To create one, ask yourself how you can advance your competencies, learn new skills, or get that promotion you’ve been eyeing. 

Take a look at your current skill set or position, as well as your goals, and write down what you need to do to reach them. Whether that’s going to a conference to broaden your knowledge, finding a mentor who can help you build meaningful connections within the organization, or signing up for a workshop to hone your skills—write down your action plan so you know which steps you’ll have to take to reach your goals. 

Step 4: Gather your resources

Once you’ve developed an action plan, think through the professional growth you need to succeed. Here are a few examples of resources that can be relevant to your professional development:

Seminars, webinars, or workshops that elevate your skill set

Learning and development resources that can advance your knowledge

Professional networks that connect you with new peers or mentors

Continuing education institutions that provide you with the degree you need for your promotion.

Social media platforms, like LinkedIn, where you can connect with your virtual team outside of work

List all the resources you can think of and then narrow them down to the ones that align best with your strategies and goals.

Step 5: Create a timeline

Creating a timeline and deadlines for your goals can be extremely helpful in sticking to them. It’s also the “T” of any SMART goal (time-bound). 

Depending on the type of goals you set for yourself, you may want to think in weekly, monthly, or quarterly increments. Try to find a happy balance between giving yourself enough time to achieve your goals but also challenging yourself.

If your main goal is tied to a specific date (for example, a new position that you want which needs to be filled by the beginning of the next year), your timeline will hold you accountable to your short- and mid-term goals so you don’t miss this career opportunity.

Step 6: Track your progress

With your timeline at hand and your SMART goals defined, it should be easy for you to track your progress and assess where you are. This brings us back to the beginning because your PDP isn’t a linear plan—it’s a lifecycle. 

Remember to keep your PDP alive by updating and adjusting it as you go. That’s the only way it can help you to continually improve yourself and grow in your career. You should also add your goals to a goal-setting software that allows you to track your progress and connect with others.

Professional development goal examples

We already have an entire article on advancing your career with professional goals but let’s sum up some of the most important information regarding professional development goals.

Professional development goals are concrete objectives that you want to achieve during your career. They’re a combination of short-term, mid-term, and long-term goals. Setting these goals should keep you motivated and ensure that you don’t get stuck on your career path.

Here are a few examples of what these goals can look like:

Objective: Start a new job

Long-term: Get a good offer and quit your current job.

Mid-term: Apply for at least five positions that you’re really interested in.

Short-term: Find five job opportunities by the end of the week.

Objective: Get more involved in company activities

Long-term: Participate in and help organize at least one event by the end of the year.

Mid-term: Join a group or committee that sparks your interest.

Short-term: Find three opportunities that you’re interested in (e.g., a networking group, a charity committee, etc.) and contact them about getting involved by the end of the month.

Breaking your main objective up into manageable chunks will take some of the pressure off and allow you to approach your goal step by step. Plus, it’ll give you reasons to celebrate your smaller achievements along the way.

Professional development plan examples

Everyone’s professional development plan is going to look different. To give you a quick overview of what it can entail, here are a few brief examples of what you can write in your professional development plan:

Self assessment

Joined the company only six weeks ago

I feel welcomed by my team but I’m holding back on social interactions because I am intimidated by their closeness

Create a network of at least three people that I connect with outside of work by the end of the year.

Speak up and get involved in meetings

Attend conferences, workshops, and after-work activities

Find a mentor

Connect with colleagues on LinkedIn

Company networks and after-work activities

Mentor 1:1 meetings

By next week: Add colleagues on LinkedIn and participate in at least one after-work activity

By next month: Secure a mentor and schedule bi-weekly meetings

By next quarter: Attend a conference or workshop with a colleague

By the end of the year: Have three or more colleagues that I feel comfortable hanging out with after or outside of work

When tracking these goals, you may realize that they were easier or harder to reach than you thought. That’s no problem! Simply adjust your goals or timeline and keep going. 

In this case, you may realize that making these connections doesn’t just help you feel more welcome and comfortable in the team but that your team considers you a natural leader. That could lead to a whole new development plan you can create to ensure you keep growing as a person.

Professional development plan vs. leadership development plan

Technically, a professional development plan doesn’t differ too much from a leadership development plan. Both require you to assess your current situation, set realistic goals, and track your progress.

However, if your goals are focused on improving your leadership skills or advancing into a leadership role at your organization, creating a leadership development plan will help you focus on the exact skills you’ll need to turn that plan into action. 

The first two steps remain the same: assess where you stand professionally and set your goals. After that, step three is to engage in leadership training and hone your leadership skills. During this step, you’ll also meet other leaders who can become your mentors and eventually your peers.

Step four of your leadership development plan is to build and interact with your network. To become a respected and successful leader, you’ll have to connect with like-minded people and seek out feedback whenever possible.

The last step is to learn or improve soft skills like effective communication , your emotional intelligence , and conflict resolution . All of these are critical to succeed in a leadership role and will distinguish a mediocre leader from a great one.

Help your team set trackable professional goals

Whether you’re working on your own PDP or helping out a teammate, the most important thing is that whatever goals you set are measurable and precise. This will allow you to track your progress and celebrate milestones.

With Asana’s goal tracking software, you can align your personal goals with those of your team or organization and always stay on top of your latest achievements.

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