Hi all, just thought I would talk about a topic passionate to me, and that is promoting self-reflection in the workplace as a way of developing not only myself but my staff as well. To grow professionally, you should be able to reflect on your own successes and failures and how you got to where you are. Without being able to reflect, can you really improve as a trainer or a manager? Also, how will your staff ever be able to improve and develop themselves on a personal or professional level if they cannot stop and think about what they have done, and try to come up with ideas to become better next time. Do general searches on self-reflection and learning, and you will find a lot of resources out there.
Regards,
Greg
From Australia, Surry Hills
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3Regards,
Greg
From Australia, Surry Hills
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The Importance of Self-Reflection in Professional Growth
Consider how reflecting upon your practice from time to time can help you grow personally and professionally by acknowledging your strengths, weaknesses, what you have done well, and what you have done poorly. Without this ability, you and your staff may potentially keep making the same mistakes repeatedly.
Make time in supervision to reflect upon your work and discuss areas for improvement or successes. Utilize tools such as learning style questionnaires, training needs analysis, the GROW Model of coaching and mentoring, and other self-reflection questionnaires to encourage staff members to evaluate themselves and determine their current status. Rather than instructing your staff on areas needing improvement, it is a more effective learning experience if they can reflect and pinpoint areas for improvement without direct guidance.
Regards
From Australia, Surry Hills
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Consider how reflecting upon your practice from time to time can help you grow personally and professionally by acknowledging your strengths, weaknesses, what you have done well, and what you have done poorly. Without this ability, you and your staff may potentially keep making the same mistakes repeatedly.
Make time in supervision to reflect upon your work and discuss areas for improvement or successes. Utilize tools such as learning style questionnaires, training needs analysis, the GROW Model of coaching and mentoring, and other self-reflection questionnaires to encourage staff members to evaluate themselves and determine their current status. Rather than instructing your staff on areas needing improvement, it is a more effective learning experience if they can reflect and pinpoint areas for improvement without direct guidance.
Regards
From Australia, Surry Hills
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Project on Reducing Burnout through Staff Development
This is a project I worked on as a university assignment to come up with new concepts to reduce burnout in the workplace by utilizing a variety of methods to develop staff. I developed this so staff could not only monitor their own learning but also help give managers a clearer direction in training staff. It's a very general concept of developing staff but has a lot to do with staff reflecting on who they are, where they come from, what they have to offer, and also getting managers to acknowledge what the worker brings to the job. It was never finalized, and the ideas were still very much in draft in 2006, but it may give you extra ideas for developing programs to help managers get to know their staff and also promote self-learning in the workplace.
My email is: [Email Removed For Privacy Reasons] if you have any questions around it.
Regards,
Greg
From Australia, Surry Hills
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This is a project I worked on as a university assignment to come up with new concepts to reduce burnout in the workplace by utilizing a variety of methods to develop staff. I developed this so staff could not only monitor their own learning but also help give managers a clearer direction in training staff. It's a very general concept of developing staff but has a lot to do with staff reflecting on who they are, where they come from, what they have to offer, and also getting managers to acknowledge what the worker brings to the job. It was never finalized, and the ideas were still very much in draft in 2006, but it may give you extra ideas for developing programs to help managers get to know their staff and also promote self-learning in the workplace.
My email is: [Email Removed For Privacy Reasons] if you have any questions around it.
Regards,
Greg
From Australia, Surry Hills
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