If knowing where you want to be, and establishing your personal vision, is the first step in any personal development, the next step is to understand where you are now. From this point, you can work out which areas are likely to need some work to improve your skills and abilities.
Being aware of your weaknesses enables you to take steps to start to address them. These steps may be through formal courses, working out how to use and apply your existing experience in a different way, or using everyday experiences and setbacks as a way to learn.
Identifying Your Strengths and Weaknesses
Being aware of your strengths and weaknesses – and, indeed, wider self-awareness – is a crucial part of emotional intelligence. Without a good understanding of yourself, it is very hard to either improve, or to respond effectively to others.
Cultivating habits of reflection, self-awareness and understanding is therefore important for relationships throughout life.
DonвЂ™t forget your strong points!
In identifying areas to work on, it is also important to recognise your strong points: where you already have very good skills or some particular expertise.
a) To avoid you feeling as if all you do is criticise yourself; and
b) To identify where you might be able to draw on previous experience to develop new skills.
Some experts recommend a long list of things that you are good at, and a much shorter list of only four or five areas for development. This helps you to remain positive.
If you are struggling to know where to start with your strengths and weaknesses, you may want to try our Interpersonal Skills Self-Assessment, or our quiz on What Kind of a Leader Are You?
It is also helpful to ask colleagues and friends if they think there are areas where you are particularly strong or weak.
Top Tip! Getting feedback from others
It can be difficult for people to give you feedback about strengths and weaknesses face-to-face, especially at short notice. It may feel like they are over-praising you, or picking holes in you, and people do not like to do either of those things.
You may therefore want to:
- Explain what you want ahead of time, and ask if people are prepared to talk to you honestly. If possible, give them some areas to focus on (for example, you would like to know more about how you come across to other people, or what it is like to work with you). You will need to respect their decision if they prefer not to comment.
- Set up a one-to-one discussion over a coffee, having given them enough time to prepare.
- Ask a trusted friend to collate written feedback anonymously. If you go down this route, you may find that a useful format is вЂKeep, Stop, StartвЂ™. Here, you ask people to give two or three comments on things that you should keep doing, stop doing and start doing.
Identifying the Level of the Problem
Once you have identified the broad area of weakness or challenge that you want to work on, it can be helpful to dig a bit deeper. There are a number of ‘levels’ on which any problem can be expressed, and these will need to be addressed in different ways.
Our page on Dilts’ Logical Levels explains that there are a number of ‘logical levels’ that provide a helpful structure in which to look at problems or change. The idea is that each level affects those below, and is affected by those above. If you want to change something, you therefore need to understand the level at which it operates.
Identifying the level of the problem can help you to frame both it and a solution more effectively.
You can often identify the logical level by the language you use to describe the problem. For example, you may say:
- “I can’t do this now. It’s too noisy to concentrate.” [Environmental]
- “This is too difficult for me. I can’t do it.” [Behavioural]
- “I don’t know how to do that.” [Capability]
- “This just isn’t useful to me. I can’t be bothered to spend time on it.” [Beliefs or Values]
- “People like me don’t do things like this.” [Identity]
The key is to address the problem at the level at which you have framed it.
If you have framed it as being about your identity, it is no good trying to address it by going somewhere quiet to help you concentrate. Instead, you need to think about why you have those views about ‘people like you’, and try to unpack that a little.
Focusing on What Matters
You have now, therefore, identified some weaknesses, and also worked out at what level you have framed the problem, and the need for change.
The final step in identifying what to work on is to focus on what matters.
It is important to remember that you cannot do everything at once.
Our page on Planning Your Personal Development explains more about how to prioritise your learning, but the basic idea is to identify the areas that are both most important to you, and most need addressing now if you are to achieve your goals.
Your ideal list of areas to address should be four to five key skills or areas of knowledge. Any more, and you will start to feel overwhelmed by the task you have set yourself.
Top Tip! Keep celebrating the good
As you work on your personal development, you may find yourself feeling a bit negative about yourself, because you have so many things вЂwrongвЂ™ with you. It is therefore helpful to keep a longer list of things that you are good at somewhere to hand for those moments.
вЂ¦remember that as you grow and develop, your list of weaknesses and strengths will change. First, you will become better at some things, but secondly, you will identify other areas that now seem important to develop. Keep your personal development under review to ensure that you keep focusing on the most important areas.
Further Reading from Skills You Need
Learn how to set yourself effective personal goals and find the motivation you need to achieve them. This is the essence of personal development, a set of skills designed to help you reach your full potential, at work, in study and in your personal life.
Our eBook is ideal for anyone who wants to improve their skills and learning potential, and it is full of easy-to-follow, practical information.
No two personal development plans should ever be the same, as no two people are ever working towards the exact same goals. However, success is rarely a coincidence and there seems to be a common theme which runs through the personal development plans of those who succeed.
So just why do successful people use a personal development plan? Do you need to know more?
Self Awareness and Successful People
Successful people are self aware on multiple levels. Their effective management of themselves helps them to understand when they are most effective to work.
So for example, if they recognise their optimum time to work is in the morning, they can plan their day to suit their own rhythm.
Other people may be more effective in the evening and whilst they may prefer a lie in, they still achieve their goals, it is about playing to your strengths. So the most critical part of your personal development plan, is to be self aware.
Successful people understand that if they want to develop their net worth, they need to develop themselves. Development of the self involves increasing knowledge, improving mind set and mood.
Indeed self improvement is recognition of any part of the self which can be developed and enhanced.
Time To Share – How Successful People Plan
We have already discovered that successful people have a high level of self awareness and work on enhancing many of their personality traits. Additionally, they are very good at sharing themselves with others and this in turn, makes them successful.
A successful person will often have a key message that they want to deliver to others. Whether they are speaking with friends or at meetings, they consistently develop their message and their philosophies.
Of course it would seem tempting to take the personal development plan of a successful person and use it as a blue print, but this is rarely going to work, as you are not them.
Your daily habits need to reflect what you want out of life. You need to really understand your goals before you can start striving for success.
Most of us identify professional development with formal degree and training programs. However, the bigger part of the professional success story is dependent on your personal learning networks (PLNs). Social media has the ability to amplify your reach through expansion of PLNs, which can be aptly utilized for enhancing one’s professional growth.
In this advancing digital era, if we aren’t using social media to keep up with professional relationships and organizations, there is a risk of being left behind. But one cannot help but think: How much social media interaction is appropriate for professional growth?
Growing your PLN
Everyone has his own Personal Learning Network, although not many recognize it. A PLN includes a basic set of relationships that offers information and understanding regarding one’s personal and professional development. Most of our important PLN relationships are with persons who we already know and interact frequently. However, thanks to the range of technologies available now, these PLNs are now no longer limited to face-to-face interactions. One can use social networks like Twitter, Google, LinkedIn and Facebook to amplify access to resources to international networking and sharing and hence, increase the reach and effectiveness of their PLN. The social media tools leverage creation of a collaborative environment by initiating new conversations, and contributions.
An example of how it works for most,
On the weekend I decide to check my social media networks. One of my friends had shared a scoop about how Humming bird update is going to affect the content marketers. I liked the update and shared it in my network on LinkedIn. Next morning I saw users engaging with the update through likes and comments, which gave me an idea of having a discussion with my peers at office. In a Facebook group that exclusively comprises of my colleagues I shared the idea and proposed a discussion on same on Monday. Within hours reply pour in and everyone is charged up for a brainstorming session, which definitely is one of the biggest tools of professional development.
For those who want to explore their PLNs via social tools, the following recommendations should work fine:
- Start with building a presence on social media platforms. Explore the networks and information sharing resources. Join groups as per your career/discipline area.
- Always narrow down your focus to regularize the flow of information and reduce the clutter
- Exercise the power social media unleashes upon you with responsibility
Use each social network to its maximum potential
The ubiquitous video sharing site has more than 1 billion unique monthly users. Created in 2007, the
YouTube Partner program has 30,000+ partners from 27 countries around the world. With 60 hours of video being uploaded every minute, there is little chance that all of that will be crap. In fact, one can possibly find video resource about every topic imaginable. The huge variety of instructional video available on YouTube makes it the number one interactive social media tool for professional development.
Networking on Facebook
Last updated, Facebook has more than 1.28 billion active monthly users, which is roughly one-sixth of the entire world population. The social networking giant has introduced an extensive array of tools throughout its evolution that can be used effectively for professional growth. Whether it is Facebook groups, Business pages or Events, each of these tools is equally useful. These are great ways of communicating with experts, spreading new ideas, building new relationships, building contacts and trying new things out.
Events will keep informing you about the latest learning opportunities happening in and around your city which you can attend for better networking.
Twitter: The best companion experience to what’s happening in their world
Twitter is another mainstream social media outlet. It has 255 million monthly active users as per the latest reports disclosed by the company, which was up by 14 million sequentially. Twitter is useful in a number of ways. However, the first thing to do after you set up an account is learn the language of the Twittered. The social network definitely has a learning curve associated with it, but it won’t be much time before you get familiar with terminology like hashtags, avatar, tweets, promoted tweets, RLRT, RT, Timestamp and activities such as connecting with like-minded learning professionals, following shared news stories, Trends amongst other. Your career development through Twitter will include information and active participation in Twitter chats around a particular subject area.
LinkedIn: The official professional network
The original social network created for professionals, it has more than 250million members which includes companies, groups and organizations, and of course individuals. To ensure maximum utilization, your profile should be complete and professionally oriented. Nothing can understate the importance of a good professional headshot as your profile picture.
Take credit for accomplishments and be generous while offering recommendations and endorsements for people you know. Send personalized connection requests to professionals and join groups in area of your interest. With LinkedIn publishing platform becoming free-for-all, you can also write professional posts to show expertise and share the content in your network. Last but not the least; LinkedIn is a place to find some of the best work opportunities in the industry.
In a global economy, it wouldn’t be wise to limit yourselves to purely local connections. Your professional success will also depend on how well you are able to utilize different technological aids, social media and mobile being the top amongst them, to increase your PLN.
One of the most important things you can do to nurture and retain talent is provide them with personal development opportunities. This can encompass anything from leadership training or building a new skill, to simply pursuing a passion that inspires an employee in and out of the workplace.
But personal development is not one-size-fits-all: In a Forbes article, Joe Folkman writes that most individual personal development plans fail because they’re not driven by the individual and his or her interests.
Members of Forbes Coaches Council share 13 ways managers can show support for their employees’ personal development initiatives, while still giving them the autonomy they need to grow in their own way.
Forbes Coaches Council members discuss how you can continually invest in your employees’ personal development.
All images courtesy of Forbes Councils members.
1. Create Growth Plans
At the beginning of the year or when someone begins working with the organization, do a “growth plan” with the person. Have 12 months blank and build a plan with them. It’s important to find out where they want to grow and support them. It could be reading three books in a year, learning how to hire, or shadowing someone in a different role. Failing to plan growth prevents growth. – MaryAnne Gillespie, Red Apple Coaching
2. Build In ‘Growth Time’
Allow for employees to engage in personal development by allotting 10 percent of their time to personal or professional growth. The only rules: How they spend their time must be a stretch: something out of the box that has a benefit to the business, whether it’s building a skill directly linked to their role or improving their leadership abilities. – Lizabeth Czepiel, Lizabeth Czepiel, LLC
3. Set 90-Day Learning Goals
Encourage everyone to have a 90-day learning goal and to share what it is. On my team, we discuss our learning from the past 30 days and what we want to focus on for the next 60 to 90 days. We are committed to both individual and organizational learning. Making it safe to experiment with new ideas and report back on your learning is also a great way to encourage development. – Shawn Kent Hayashi, The Professional Development Group LLC
4. Offer Innovative Learning Experiences
Employees are more likely to get excited about personal development opportunities when they are innovative and entertaining. Mix things up by offering a variety of interesting and engaging learning experiences. For example, this may include destination learning, the use of cutting-edge technology or interactive exercises where the concepts introduced can be readily applied in context. – Karima Mariama-Arthur, Esq., WordSmithRapport
5. Map Out The Far-Reaching Benefits
Introduce personal development so staff can see the broader benefits beyond the job. If it feels like it’s strictly work-related, then people will compartmentalize what they’re learning and won’t feel the far-reaching benefits. Approach it from a whole-life perspective so employees bring their positive attitudes home and to their communities around them. – Nancy Marmolejo, TalentAndGenius.com
6. Make Development Opportunities ‘One Size Fits One’
The new generation of learning and development is grounded in one size fits one, being bite size and real-time accessibility. Understand the competencies and behaviors associated with the vision of the organization. From there, have managers get clear about what’s important individually for their employees. Next, provide an internal platform and external mediums to support development. – Alicia Reece, The Reece Group
7. Take An Active Interest In Personal Development
Set up one-on-ones on a regular basis specifically to discuss personal development. The frequency will depend on your business (weekly, monthly, quarterly, etc.). Find out what interests them outside of their normal job scope and encourage and support them in pursuing it. Staff performance and loyalty increases when employees feel supported and empowered to pursue their personal goals and dreams. – Gina Gomez, Gina Gomez, Business & Life Coach
8. Think Beyond Formal Training
Go beyond the thinking that development has to happen through formal classroom training. Create a book club where employees can discuss the latest trends in your industry; provide 15-minute “lunch and learns” where employees teach each other a skill; or create a company Slack group for social learning. Make development easily accessible (and easier on the budget) through useful, informal methods. – Loren Margolis, Training & Leadership Success LLC
9. Ask And Listen
When you have your next one-on-one, listen with attention and intention. Give your employee your full attention, without getting lost in what you need to do next or what you want to say. Set your intention for the conversation to appreciate her perspective. Ask these two simple questions: What skills are you looking to develop? How can I help you grow? You’ll be surprised by the power of these questions. – Aaron Levy, Raise The Bar Consulting
10. Create A Culture Of Learning
All development is the result of learning. To effectively support personal development on a regular basis, organizations should foster a “culture of learning.” When a strong learning culture is embedded in the foundation of an organization, more employees see the importance of continuous learning. There are many mechanisms, tools and incentives organizations can institute, but start with culture. – Eddie Turner, Eddie Turner LLC
11. Train Managers To Be Mentors
Completing an annual development plan is helpful, but it could become a paper exercise. Train managers to regularly explore how and why a staff member wants to develop. A helpful question is, “In the next 6 to 12 months, how can you become a better version of yourself towards your personal career goals?” Managers can facilitate their staff’s development and help open doors. – Diane Chang, Diane Chang Coaching
12. Help Your Team Learn From Each Other
With some of my clients, we build communities of practice or peer learning groups where people can share their experiences and find people with similar challenges they can talk to. Another option is to support development by encouraging people to learn through cross-pollination (i.e. go see what others are doing in the same field) in other areas of the company. – Steffan Surdek, Pyxis Technologies
13. Ask Employees What They Want And Need
Regularly soliciting ideas for personal development can help you understand what your team members want and give you some fresh ideas. If personal development is part of your company culture, people should feel free to talk about their goals and needs with their supervisors, human resources, and the rest of their team to develop solutions, within budget of course, that can benefit everyone. – Andrea MacKenzie, Lead With Harmony
Forbes Coaches Council is an invitation-only, fee-based organization comprised of leading business coaches and career coaches. Find out if you qualify at Forbes Councils.…
Brands often work tirelessly to leverage social media in order to boost online visibility and revenue. They want more clicks, more likes, and they want to create a positive user experience.
But what happens when a brand is a person instead of a company? When it’s just you, you need to take a different approach to growing your brand through social media. Since over 90% of customers trust information from people they know when making a purchase decision, building personal connections might be the most effective way to develop trust and authority with your audience.
Here are nine ways you can use social media to make that happen.
1. Find the Right Groups
Facebook and LinkedIn both offer great opportunities to join groups focused on specific topics or industries. If you can find groups that line up with your area of expertise, then you’ll be able to share that experience and build authority around your personal brand.
Industry groups are good bets, but they might already be overcrowded with your competitors. Instead, think outside the box and find other groups where you’re likely to find your audience.
2. Keep the Image Consistent
Across all of your social profiles, you have to maintain a certain consistency with your brand. When people want to learn more about you, they may search for you on a number of social outlets. Presenting yourself in a consistent manner helps you control their perception of your personal brand. You can damage an otherwise impeccable reputation if one of your profiles shows up with content or images that don’t represent you well.
3. Engage Regularly
Building a brand takes a lot of effort, and it should be treated like a job. Every day, you should be sharing and producing content. Adjust the frequency and types of content based on the audience presence.
We already post a lot on the social accounts for Web Profits, but I still make time to post on each of my personal social profiles.
“A once-weekly Twitter post or monthly Instagram photo are not going to accomplish much, if anything,” writes Michael Noice, founder of Entrepreneur Coach. “For this reason, it’s best to focus on two or three carefully chosen social networks and try to be active on them, rather than posting sporadically to a half-dozen.”
4. Diversify Your Content
I recommend crafting a communications strategy for your personal brand that includes an editorial calendar and a diverse content plan so that you won’t resort to publishing the same types of articles every single day.
Be sure to include images, videos, articles, and even questions. I see a lot more reciprocal engagement when I change up the type of content that I post daily.
Another benefit is that this diversity prevents you from oversharing your own content. Even if your own content is fantastic, your followers will appreciate when you source and share authoritative content from other people.
5. Study Influencers
Connecting with and even collaborating with influencers is a smart way to build your personal brand and get yourself seen, but it takes time. You have to develop a relationship with influencers before they’ll want to work with you.
When you’re first getting started, locate and automatically engage with influencers you want to partner with by using Narrow.io. Once you’ve found the top influencers in your niche, analyze their networks. Note the types of content they share and how their followers respond. Try to build your own following by using their strategy for inspiration.
6. Give as Much as You Can
If you want to create a memorable brand, you need to give people a reason to remember you. While I’ve grown my personal brand considerably in recent years, I still like to reach out to contacts directly and ask them what I can do for them.
Matt Sweetwood, CEO of beBee, believes this is a fundamental way to grow a brand.
“This personal connection makes the customers feel that you care about them, and that they are more than just revenue to you,” he says.
You’re not trying to sell or pitch anything. You’re legitimately asking if there is anything you can do to help them. Give away some of your time, your advice, and any other resources you have available to help your connections.
When you first start out, make it a habit to contact at least one person every day with an offer to help.
7. Ask Questions
Questions are a great way to spark engagement and improve the visibility for your brand while others chime in. Engagement will happen slowly at first, but be persistent. Keep your eyes open for potential opportunities. A response from one follower could lead to a burning question from another that could fuel great conversation.
8. Jump into Discussions
Don’t be afraid to add your voice and make yourself visible in a discussion. This is especially true if you have unique insights and value to add. You won’t have much luck when it comes to building your brand if you remain a wishful lurker.
Being responsive will keep you on track to grow your personal brand and your network of connections.
“Showing that you’re responsive, engaging, and human will do wonders for your brand,” writes Tiffany Hsu, community manager for Salesforce.
9. Monitor Your Name
Businesses set up all kinds of alerts for branded terms and product/service-related search phrases. Those alerts notify them when someone creates a post that includes their name or other branded terms.
Do the same for your personal brand and don’t forget to include alerts for common keywords involving your area of expertise. Between your alert systems and manual searches in social media, you won’t miss out on opportunities to respond or join discussions.
Which social channels have you found to be most beneficial for building your brand? Share your thoughts with me in the comments below:
Creating a personal development plan can help you grow at work and beyond.
A personal development plan can help you gain control of your life. Whether you have big goals (publish a best seller) or small ones (read one book a month), the best way to hold yourself accountable is to write your goals down, set deadlines, and revisit the document often.
This post contains information and resources to help you create a personal development plan:
- An example
- A template
- 4 best practices
To start, I’d like to share my own personal development plan as an example.
This is my personal development plan.
Before I explain how to create a personal development plan, I’m going to let myself be vulnerable. I’m going to share my own real-life personal development plan. Here’s why:
- Leaders should be transparent : As a manager, how can I expect my employees to open up and be honest with me if I’m too afraid to open up and be honest with them?
- Personal growth should be celebrated : Let’s shed the stigma attached to the term “self-improvement.” Whether you’re trying to learn a fifth language or quit smoking cigarettes, setting goals and working to reach them is admirable.
- Writing a personal development plan can be overwhelming : Maybe you went through a brainstorming exercise and came out with a mountain of goals. It can be hard to know which goals to prioritize—and how to format the document. Examples help.
Who should create a personal development plan? Everyone in the company, from the CEO down to the individual contributors. No matter who you are, you can always develop skills and knowledge; you can always become a better version of yourself.
For years, I struggled to find a personal development format I liked. Then a co-worker shared hers with me, and I’ve been using her template ever since. I hope you’ll like it as much as I do.
Without further ado, here’s my personal development plan :
I love this format because of its simplicity. As an added bonus, the fun rainbow colors make me smile every time I look at it. And that positive feeling fuels my growth mindset—it pushes me to stretch beyond my comfort level to become better.
How to create a personal development plan
Here are four best practices for creating a personal development plan—and ensuring its efficacy:
1. Think categorically.
This personal development plan template works because it takes the guesswork out of goal setting. It pushes you to think categorically about which short-term and long-term goals you’d like to focus on. Many employees think their boss wants them to prioritize professional growth, but that’s just one piece of the personal growth puzzle.
This template spotlights six personal development categories that span Maslow’s Hierarchy of Needs . You can modify these to fit your own unique needs. For example, you might add spirituality, volunteering, or mental health.
It can be helpful to run through a brainstorming session using a comprehensive personal development template. Then, with lots of great ideas in front of you, use the simpler template to organize a few goals you want to prioritize.
Employees aren’t just wasting time on social media. Some are learning the career skills that will take them to the next level. Here’s why that matters to your organization.
Lisa Masiello keeps an eye out for more than a half-dozen Twitter hashtags, such as #cloudchat, which focuses on cloud computing issues, and #worktrends, which focuses on HR trends and talent management issues.
Thanks to Twitter, the chief marketing officer (CMO) and founder of Techmarc Labs, a marketing firm in Nashua, N.H., is always learning something new to gain an edge. Masiello knows what many managers and HR leaders do not: Social media for learning and development is the wave of the future.
Twitter chats “really bring together a community of like-minded people around a topic,” Masiello said. “They share information and knowledge, … and you can really learn from other people.”
Word to the wise: Companies and HR departments need to take note of this learner-driven model of continuous and collaborative learning and use it to inform their corporate learning programs. Indeed, the future of learning and development (L&D) will look very different than the traditional models.
A recent Deloitte Insights article on corporate learning discussed the upheaval taking place. From massive open online courses to YouTube and everything in between, employees can choose to boost their career skills with the click of a mouse, even taking online, graduate-level classes from leading universities at a fraction of the in-person cost. “The ongoing commoditization of content can be highly disruptive to corporate L&D departments,” wrote the Deloitte authors, who based their writing on the 2017 Global Human Capital Trends survey and who shared a clear takeaway. Corporate L&D departments “face a stark choice: Harness this trend to their company’s benefit or risk watching their learning programs become obsolete.”
“Organizations are looking at how they can shift the learning model to different experiences across mediums,” said Stacey Cadigan, director of HR technology and delivery strategies for the advisory firm Information Services Group. “With [many] free or low-cost quality options online, they have more options. It used to be an organization only curated learning content. Now, it’s much more about how they can harness and leverage the free tools out there.”
Many organizations encourage employees to augment instruction gained via traditional L&D platforms so they can do so on their own time, at their own pace and by their own initiative, Cadigan said.
For workers like Masiello, social media tools provide the same, if not better, insight than formalized instructor-led training programs offer, largely because employees can pick and choose the content they consume. Because most mainstream social media is free or low-cost and plentiful, there’s nothing stopping workers from hopping around sites until they find the materials that suit them best.
“It’s such an awesome way of democratizing information,” Gayane Margaryan, digital marketing manager for the conservation organization African Wildlife Foundation, said of Twitter. Margaryan loves how Twitter chats allow her to directly communicate with innovative executives, including search engine optimization guru Rand Fishkin, co-founder of Moz, which creates marketing analytics software for SEO.
“He has ‘Whiteboard Fridays’ where he does a video update and shares information,” said Margaryan, who appreciates how social media gives her an immediate path to insight from such renowned leaders as Fishkin. “It’s almost better than going to a conference.”
Similarly, learning through YouTube has become so effective for Joshua Feinberg, CMO at Vic.ai and co-founder and advisor at SP Home Run, a consulting firm in West Palm Beach, Fla., that he now attends industry conferences usually only when he is giving a talk.
Every morning, while he works out on an elliptical machine for 30 minutes, Feinberg places his smartphone within sight and watches YouTube for a wide variety of topics, including content management systems, e-commerce platforms, startups and product management. Through the video sharing site, Feinberg said he often learns more about topics that help his firm and clients than he would “sitting in a hotel ballroom.”
Feinberg is an example of a collaborator — learning as well as teaching. He offers learning content via his YouTube videos, which outline the particulars of client value, web traffic generation and business development.
Take note that that idea — employee-led instruction — is another concept that smart companies are embracing within the enterprise. For example, at the marketing software company HubSpot, employees lead “master classes,” which allow workers to learn from one another in a classroom setting on a range of subjects.
“Everyone is trying to get their teams trained,” Feinberg said. “What you’re going to see more is companies relying on social sites. It’s all about making use of time. There’s much more demand for training than a willingness to go to traditional conferences. And you can go always go back and rewatch a video.”
Not only should HR departments endorse employees tapping social media for learning and development, according to Mike Brennan, president, co-founder and chief services officer at HR consulting firm Leapgen, but companies should go a step further and create a content curator position.
A content curator is the modern equivalent of an HR curriculum manager, but instead of focusing on preparing training and development documents, the curator separates the wheat from the chaff on social media platforms. The content curator packages videos, articles, social posts and other digital materials that fit the niches of departments and distributes them to those workers, he said.
As for the future of learning and development: “No more separating social learning,” Brennan said. “There’s a social element to everything you’re doing at work.”
What makes up the backbone of a strategic HR framework?
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Henley business school – sa08 | STAGE 1: PDP – SELF AWARENESS REFLECTION AND PLAN | Personal Development Plan | | Name: Theophelius Kanakana | 15/04/13 | Student Number: 21033458Word Counts: 1758 (Excluding bibliography) | | Table of Contents 1.1. Introduction 1 1.1.1. Self-Awareness Reflection 2 1.1.2. My Personal Development Plan 3 18.104.22.168. Short-Term Goal 4 22.214.171.124. Medium-Term Goal 4 126.96.36.199. Long-Term Goal 4 1
Personal Development 1
Henley MBA Programme PERSONAL DEVELOPMENT PD1 Assignment DERRICK HERBST Student ID: 21034113 Word count: 1584 Date: 14 July 2013 Contents Introduction Self-awareness reflection 1. 2. 3. 4. Plan 1. 2. 3. Impact of stage 1 assignments in my career Overcoming barriers Plan for development Personal development reflection Key learning moment Implications that followed Professional development reflection 1 1 1 1 3 3 4 4 5 5 5 6 Conclusion Bibliography Table of figures Figure 1 – Atkins
Personal Development 1
PERSONAL DEVELOPMENT PD1 Assignment DERRICK HERBST Student ID: 21034113 Word count: 1584 Date: 14 July 2013 Contents Introduction Self-awareness reflection 1. 2. 3. 4. Plan 1. 2. 3. Impact of stage 1 assignments in my career Overcoming barriers Plan for development Personal development reflection Key learning moment Implications that followed Professional development reflection 1 1 1 1 3 3 4 4 5 5 5 6 Conclusion Bibliography Table of figures Figure 1 – Atkins and Murphy model of reflection on my
Professional Development Essay
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Internal And External Factors Influencing The Development Of Professional Identity In Post Baccalaureate Nursing
endeavor to explore the internal and external factors influencing the formation and continued development of professional identity in post baccalaureate nurses by investigating the following question: What are the lived experiences related to, and the influences upon, the development of professional identity in baccalaureate-prepared registered nurses who have practiced in a hospital setting three to six years post-graduation and are engaged as clinical instructors for baccalaureate students ? Organizing
Ma Design Management : Professional Development
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This might bring up all sorts of comments, such as, “You can’t market on a personal account.” That’s completely true. But you can support your marketing by allowing people into your business world through your personal experience of your business.
There’s an art to sharing and marketing appropriately through a personal account. As stated at the beginning of this chapter, if you wrap your posts in deeply personal impressions, being human and being transparent, you can open this personal-account door to more potential customers.
As with all social accounts, learning how to be an attraction-based marketer will serve you well. Some of the tenets of attraction-based marketing are
Giving content freely: Figure out how much of your business content can be used freely, without links to your blog or as a tease. Give help to those who need it. This technique does two things: shows that you have expert understanding of your niche and shows that you’re a nice person. Both of those aspects are highly attractive in a business sense.
Being human: Some of the most successful people in almost any business are the ones who let you into their thinking, emotions, and experiences. They tell you when they were wrong and when they nailed something. They’re accessible and friendly.
Being hooked up: Make all the important links back to your products and services easy to find. Make it extremely easy for someone to read your posts and then find your website or product pages.
The About section on your personal account needs a really good review to make sure that people can click over to your site from there. If you also have a business Page, you need to make sure that the Work section of your personal account actually links to your Page, not to a phantom Interest Page.
If you’ve turned on your Subscribe button, you can do all if these things:
Add your personal Facebook URL to your letterhead and e-mail signatures.
Make an announcement via your other social accounts.
Mention the Subscribe button in all interviews and promotional materials.
Put your personal-account URL on your business card.
If you get some traction with people subscribing, you may find yourself on this page:
Make sure that you visit that page and subscribe to other people in your industry or in a niche that provides you customers. After you subscribe to those updates, comment and enliven conversation like this:
Subscribe to excellent connections in your business niche (especially bloggers and media writers).
Post only excellent comments — not flippant, throwaway comments.
Always reply to comments, both on your Timeline and on the other person’s Timeline.
Many of the people you subscribe to may be A-list people, in that every time they post, hundreds of people comment. Phyllis subscribes to some Internet rock stars, including Mari Smith and Robert Scoble. Robert responds only to what he would call intelligent questions. The lesson is this: Don’t just post “I agree” or “Good post.
Many say that in order to be successful in life, it is necessary to continuously develop oneself. Self-development can involve many things, and it can indeed make a significant difference in life.
So, do you know what self-development is and how to do it? Of course, it needs to be studied for anyone who intends to be successful while living in the world. Here’s the explanation.
Definition of Self Development
The first thing to be able to develop yourself is to understand the definition first. So, self-development is a process to form talents, potentials, behaviors, and also personality to increase one’s capacities and abilities.
This development activity itself is included in the types of activities outside of learning. So it is obtained when actively participating in activities outside the classroom, both during the 12 years of compulsory education (SD, SMP, and SMA) and at the university level.
However, in general educational institutions routinely hold a number of programs and activities to support this development. For example, at the school level, extracurricular activities are held and run after school hours are over.
The more activities done, the easier it will be for someone to develop themselves. Because self-awareness is needed to continue to develop, so that abilities can increase and be useful for the future.
Steps for Self-Improvement
After being active in activities, both in educational institution programs and in the community. Then it is necessary to take the following self-development steps:
1. Cultivate Self-Confidence
So that you can develop yourself by taking courses, training, seminars, and activities from campus. So it is very important to start with building self-confidence.
Because without self-confidence, someone is usually reluctant to try new things or do anything outside of their daily routine. So that this will hinder yourself from developing.
The first thing to do is to make sure that you can do certain activities or things that attract interest and attention. Then, dare without fear of something that has not happened before your eyes. Third, is asking for support to be stronger and more confident.
2. Use Time Well
The second step in self-development is understanding how to manage your time well. So that you can appreciate your time carefully and use it for productive and useful things.
When this awareness is possessed, whenever there is free time it will be used for quality things. For example studying, looking for a schedule of exciting activities, and so on.
3. Open to Everything
Being a frog in a shell is a big wall that prevents you from growing better and succeeding. So it is very important to want to get out of your comfort zone and the world you have been working in. Trying new things and willing to listen to new knowledge will help develop yourself well.
4. Learn from Experience
Experience is said to be the most valuable teacher, and never wrong. Experience can sometimes make you happy and satisfied, but it can also make you disappointed and regretful.
However, all of these experiences are media for learning. When something goes wrong, you can avoid it and fix it when it occurs again in the future.
5. Have ambition or desire for achievement
The next step in self-development is to build ambitions, dreams and passions. Since dreams are free, someone needs to have big dreams and try to make them come true.
Through this step, the desire to continue to grow and become better will increase. So, start by building an ambition or desire for achievement, it could be in one field, two fields, and so on.
Success in the future becomes easier to achieve when you are able to develop yourself. So, feel free to apply the steps above as a start.