Table of Contents
Section 1: Know how to identify development needs.
1.1 Identify own learning styles and the learning style of another member of the team.
1.2 Use a simple technique for identifying your own development needs and the development needs of another member of the team.
1.3 Identify potential barriers to learning.
1.4 Explain how barriers to learning can be overcome.
Section 2: Know how to develop self and others to achieve organizational objectives.
2.1 Briefly analyze learning and development options to meet self needs and needs for another team member
2.2 Identify support mechanisms for the development of self and another member of the team.
2.3 Prepare a development plan to achieve a learning objective for yourself.
2.4 Describe a method that could be used to monitor the development of self and another member of the team
PDP Monitoring Learning Log.
In this paper, I have written an essay on my personal development for employment. My writing has been divided into two key parts. The first part identifies my own and other learning styles. This part also defines several techniques to define their own and other development needs and finds out potential barriers in the learning process along with their possible solutions. The second part analyses and discusses several learning and development options along with the support mechanism. This part also develops a plan to meet learning aims and objectives and describes a method for monitoring the development process.
Section 1: Know how to identify development needs
1.1 Identify own learning styles and the learning style of another member of the team
Models of learning styles
Honey and Mumford have developed a learning model that defined four key learning styles. These four learning styles are pragmatist style, activist style, reflector style, and theorist styles.
Diagram: Honey and Mumford’ learning styles Source: Lecturer Notes (2017)
The other expert, called Kolb developed a model of learning style. This is called Kolb’s experiential learning style. This model includes four key stages of learning. These four stages are concrete experience, reflective observation, abstract conceptualization, and active experimentation
Diagram: Kolb’s Experiential Learning Styles Source: McLeod (2010)
My learning styles
The key learning styles I follow are reflector and theorist styles in the Honey and Mumford model. I always gain knowledge and experience by watching the activities and thinking and reviewing the problems. I always try my best to use brainstorming and following mentors to generate new ideas or solve a particular problem. As I am a theorist, I always analyze the problem stage by stage. I also evaluate models developed by experts, lectures, analogies as well as the system. I also follow Kolb’s experimental learning model by having experienced first, then, reflecting on the experiences and learning from the experience I develop a plan for the experiment.
Learning styles of another member of the team
There are a number of team members in my team, where some team members are pragmatists, some are activists. Pragmatist learners always try to turn new ideas into practical work. They also like feedback, coaching, fieldwork, and the relation between problems and activities. The activist learners take challenges to gain new ideas and knowledge and deal with problem-solving, group discussion, group engagement. Both pragmatists and activists follow Kolb’s learning steps by having experienced first, then, reflecting on the experiences and learning from the experience they develop a plan for the experiment.
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1.2 Use a simple technique for identifying their own development needs and the development needs of another member of the team
SWOT analysis for me
|· I have good interpersonal skills including writing skills, communication skills, problem-solving and decision-making skills.
· I have a good education and qualification background.
· I have wider experiences in business that I have gained from previous employments.
|· I have some weaknesses in interpersonal skills in presentation skills, management and leadership skills.
· I do not have a high education certificate that prevents me from graduate jobs
· I do not have any experience in management levels.
|· I lots of opportunities to develop my interpersonal skills including presentation skills, and management and leadership skills
· I can achieve a higher education certificate from the university
· I can look for jobs in management levels
|· I have been facing financial problems to develop my career
· Several family and social issues are giving me lots of stress that are affecting my career
· The environmental and technological issues also create a barrier in the learning process
Action to be taken
For sorting out my weakness I can develop a plan to improve my presentation, management, and leadership skills. In addition, I can enroll at university to get a higher qualification, and can looker managerial jobs to gain experience. On the other hand, to meet the challenges I can reduce my own and family costs, and can promote social, environmental and technological awareness and learning to support the opportunities identified……..