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 alot of resources out there.
Regards
Greg
From Australia, Surry Hills
3To 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 alot of resources out there.
Regards
Greg
From Australia, Surry Hills
Consider how reflecting upon your own practice from time to time can help you grow personally and professionally, acknowledging your strengths, weaknesses, what you have done well and what you have done bad. Without this ability you will potentially just keep making the same mistakes, over and over as will your staff.
Make time in supervision to reflect upon work, and talk about where this can get better, or actually what you have done well.
I use tools such as learning style questionnaires, training needs analysis, GROW Model of coaching and mentoring, as well as other self reflection questionnaires where a staff member has to look at themselves and review where they are at. Rather then telling your staff where they need to improve, it's a much better learning experience if they can reflect and identify where they need to improve without you telling them.
From Australia, Surry Hills
Make time in supervision to reflect upon work, and talk about where this can get better, or actually what you have done well.
I use tools such as learning style questionnaires, training needs analysis, GROW Model of coaching and mentoring, as well as other self reflection questionnaires where a staff member has to look at themselves and review where they are at. Rather then telling your staff where they need to improve, it's a much better learning experience if they can reflect and identify where they need to improve without you telling them.
From Australia, Surry Hills
I found this interesting research article, it is referenced in the article and I should note clearly this is not my own work, but something I found for free distribution on the internet.
From Australia, Surry Hills
From Australia, Surry Hills
Hi all
This is a project I worked on as a University Assignment to come up with new concepts to reduce burnout in the workplace by utalising a variety of methods to develop staff.
I developed this so staff could not only monitor there own learning, but help give managers a clearer direction in training staff.
It's a very general concept of developing staff, but has alot to do with staff reflecting on who they are and where they come from and 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 may give you extra ideas for developing programs to help managers get to know there staff, and also promote self learning in the workplace.
My email is:
if you have any questions around it.
Regards
Greg
From Australia, Surry Hills
This is a project I worked on as a University Assignment to come up with new concepts to reduce burnout in the workplace by utalising a variety of methods to develop staff.
I developed this so staff could not only monitor there own learning, but help give managers a clearer direction in training staff.
It's a very general concept of developing staff, but has alot to do with staff reflecting on who they are and where they come from and 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 may give you extra ideas for developing programs to help managers get to know there staff, and also promote self learning in the workplace.
My email is:
Regards
Greg
From Australia, Surry Hills
Hello Greg,
Quite informative & I think applicable in practice too.
Keep sharing.
Also, since you are from Australia, it might benefit other Forum members--who are mostly from other countries--if you can share HR issues/aspects with specific reference to the Australian scenario.
Rgds,
TS
From India, Hyderabad
Quite informative & I think applicable in practice too.
Keep sharing.
Also, since you are from Australia, it might benefit other Forum members--who are mostly from other countries--if you can share HR issues/aspects with specific reference to the Australian scenario.
Rgds,
TS
From India, Hyderabad
Okay I will think on that around Australia items, I know government policies on HR are public knowledge so I should be able to share those type of things if people are interested.
From Australia, Surry Hills
From Australia, Surry Hills
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