Unit 1: Advanced Professional Development

1. Skills Audit

Advanced Professional Diploma

This presentation is solely for the use of ISMS personnel. No part of it may be circulated, quoted or reproduced for distribution or use outside of ISMS without prior written approval.

Agenda

Introduction
Range of skills required for effective management
Analysis of skills
Personal SWOT analysis
Skills Gap

Time in hand: 1 Session

Introduction to TRAITs and SKILLS

TRAITS: They refer to a variety of individual attributes, including aspects of:

Personality
Temperament
Needs
Motives
Values

Disposition to behaviour in a particular way: E.g. Selfconfidence, extroversion, emotional maturity, energy level, etc.
Desire for particular types of stimuli: E.g. Hunger, thirst,
achievements, esteem, power, affiliation, etc.

Internalized attitudes: Honesty, Loyalty, Whats right &

wrong, Ethics, Morality

Traits are jointly determined by learning and by inherited capacity to gain satisfaction from particular
types experiences.
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Introduction to TRAITs and SKILLS

SKILLS: They refer to the ability to do something in an effective manner.

Technical Skills

Interpersonal (Human) Skills

Conceptual Skills

Work knowledge: Methods, processes, procedures, techniques, etc.

Knowledge about behaviour : Understanding ability, feelings,

attitudes, Communication, Social behaviour, etc.

General Skills: Analytical ability, Logical thinking, Creativity,

Innovation, Problem solving,

Like Traits, Skills are jointly determined by learning and by inherited capacity to gain satisfaction from
particular types experiences.

Management Skills

pe
rs
on
al

Te
ch
ni
ca
l

In
te
r

Skills Level Required

on
ce
pt

ua
l

High

Low
Lower

Middle
Managerial Level

Relative Importance of Skills at Different Levels of Management

Top

Skills GAP
High

Skills Level Required

SKILLS GAP

Low

Verbal
Communication

Written
Communicatio
n

Presentation

Leadership

Skills
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Relative Importance of Skills at Different Levels of Management

SWOT Analysis

Introduction to SWOT
In order to analyse or evaluate the nature of the business environment and its strategic capacity, an organisation
may undertake a SWOT analysis (sometimes referred as WOTS up.

Defined as:
The study of Strengths, Weakness, Opportunities and Threats facing an
organisation that may provide a basis for decision-making and problem-solving.

Personal SWOT Analysis (Activity)

Unit 1: Advanced Professional Development

2. Personal Development Planning

Advanced Professional Diploma

This presentation is solely for the use of ISMS personnel. No part of it may be circulated, quoted or reproduced for distribution or use outside of ISMS without prior written approval.

Agenda

Introduction
Discussion: Developing a strategy for personal development
Introduce the importance of record keeping
Identify personal development targets using SMATER objectives

Time in hand: 1 Session

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Personal development planning

Introduction
A structured and supported process undertaken by an individual to reflect upon their own learning,
performance and achievement and to plan for their personal, educational and career development.

Personal development planning or PDP means creating opportunities to think through, in a structured
way, questions such as:

What do I really want to achieve from life?

What kind of person do I want to be?
Am I clear about my personal goals and ambitions?
Am I making the right decisions to get me where I really want to be?
Am I in charge of my life and my studies - or am I just hoping it all will work out somehow?

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Personal development planning

Know yourself: Applying the JOHARI Window

Known to Self

Known to Others

ARENA
E.g. Name, Age, Family, Phy
appearance

CLOSED
E.g. Subordinate not asked to sit

Not Known to
Others

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Not Known to Self

BLIND
E.g. Funny, Annoying, pleasing,
Loving

DARK
E.g. Comes as an surprise by
accident

Personal development planning

Developing a strategy for personal development

START

PRIORITIZ
E

CLARITY

FOCUS

DIRECTION

REVIEW

PLAN
BALANCE

COACHING
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IMPLEMENET

Personal development planning

Importance of record keeping

Keeping records serves to remind you--and others such as potential employers--of what you
have done. Most importantly they help you to focus on what you have got out of the
development activity. Record the date, the development need identified, the chosen method
of development, the date(s) that development was undertaken, the outcomes, and further
action.
The extent to which recording is a feature of PDP will vary according to the context. We
naturally learn through reflection without recording anything but the discipline of recording
helps us understand what we have learnt and provides us with evidence and a personal
record of our own development. But the requirement to keep records can become the driver
for PDP and lead to a bureaucracy that impedes learning and stifles enthusiasm. care must
be taken to define the rationale for recording information and how this is integrated into
learning processes and facilitative conversations with tutors.
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Personal development planning

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Personal development planning

Developing targets using SMATER objectives

While formulating an action plan for each of the gaps you have identified, set yourself
SMART development objectives like below:
S=Specific
M=Measurable
A=Achievable
R=Realistic
T=Timely
There must be an element of challenge in them so they stretch you as an individual and
carry you on to new ground. But they must also be attainable and viable within a realistic
time-frame, otherwise time will overtake you.
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