Professional Development

Professional Development for Strategic Managers

Introduction

Professional development can provide the drive to progress your career, keeps managers across the industry more competitive. Mostly, professional development is something you will do everyday of your life without even thinking about it, however, being aware of the development you tackle, will allow you to record this and develop in a practical way. In order to maximise your prospective for lifetime employability, it is important to maintain high levels of professional competence by continually improving your skills and knowledge.

It is essential to take ownership of your career and its continuing professional development, because of this ever changing market environment as you may no longer be able to depend on your employers to identify and satisfy your development necessity. The impact of such changes has increased the demands on professionals to maintain documentary evidence of their continued competence; because of the swift technology advancement in organisations. It is very important developing a personal portfolio of your professional activities and their relevance to your current job and your continued career as well as future ambitions.

Task 1. Be able to assess personal and professional skills required to achieve strategic goals

T1.1: Using appropriate methods to evaluate personal skills required to achieve strategic goals

Professional skills are those skills obtained by an individual and necessary for use in a particular assignment or profession. These skills are developed over a period of time and are endlessly sharpen by working in the particular professional area.

The skills are mostly used in businesses and professional organisations to expand the ...

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...port personal development at the individual level in the organisation. At the individual level, self development involves the following;

• Improvement of social abilities

• Developing talents or strengths

• Improving knowledge

• Improvement in self awareness

• Improving or identifying potential

• Executing or defining personal development plan

Conclusion

In order to be effective, the objectives set at personal development and performance review should relate in part to the organisation’s key strategic objectives. The job description should have a connection, where suitable, with the strategic organisational and departmental goals. These strategic outcomes need to be translated for practical application at departmental and individual level. It is important for staff to understand what their organisation is trying to achieve and the implications for their work.