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Self development


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Self development

  2. 2. WHAT IS IT…. <ul><li>Self-Development is taking personal responsibility for one's own learning and development through a process of assessment, reflection, and taking action. </li></ul>
  3. 3. WHEN TO USE IT…. <ul><li>To continually update skills and to remain marketable in the workplace. </li></ul><ul><li>To determine future career direction. </li></ul>
  4. 4. HOW TO USE IT…. <ul><li>Assess your current skills and interest through paper-and-pencil career tests or through computer programs that analyze skills and interests. </li></ul><ul><li>Maintain a learning log or diary to help you analyze what you are learning from work experiences. </li></ul><ul><li>Write a personal vision and mission statement. </li></ul>
  5. 5. <ul><li>Develop a personal development plan that identifies your learning needs and goals. </li></ul><ul><li>Find a mentor who can provide you with support, advice, and assistance in your career direction. </li></ul><ul><li>Become involved in professional organizations. </li></ul><ul><li>Read professional journals and trade magazines to keep current on the latest developments in your field. </li></ul>
  6. 6. Managerial Skills
  7. 7. 8 WAYS TO IMPROVE YOUR MANAGERIAL SKILLS <ul><li>The Human Touch </li></ul><ul><li>The most valuable qualities you can develop within yourself are patience, kindness, and consideration for other people Respect them as people and you'll get their respect and loyalty in return. </li></ul><ul><li>Don’t Be Overly Critical </li></ul><ul><li>As a manager, it's part of your job to keep your people on the right track. And that involves pointing out errors and telling them where they've gone wrong. </li></ul><ul><li>But some managers are overly critical. They're not happy unless they are criticizing. </li></ul>
  8. 8. <ul><li>Let Them Fail </li></ul><ul><li>let your people make some mistakes. </li></ul><ul><li>successful managers know that the best way for their people to learn and grow is through experience and that means taking chances and making errors. </li></ul><ul><li>Be Available </li></ul><ul><li>Although you've got a lot to do, give your first attention to approving, reviewing, and okaying projects in progress. If employees stop by to ask a question or discuss a project, invite them to sit down for a few minutes. </li></ul>
  9. 9. <ul><li>Improve the Workplace </li></ul><ul><li>People are most productive when they have the right tools and work in pleasant, comfortable surroundings. </li></ul><ul><li>A Personal Interest in People </li></ul><ul><li>Good salespeople know that relating to the customer on a person-to-person level is the fastest way to win friends and sales </li></ul><ul><li>But just as a salesperson wants to get to know his customer, you can benefit by showing a little personal interest in your people their problems, family life, health, and hobbies. </li></ul>
  10. 10. <ul><li>Be Open to Ideas </li></ul><ul><li>A truly productive department is one in which every employee is actively thinking of better, more efficient methods of working ways in which to produce a higher quality product. in less time, at lower cost. </li></ul><ul><li>To get this kind of innovation from your people, you have to be receptive to new ideas </li></ul>
  11. 11. Steps <ul><li>Job expectations are communicated to the employee at the beginning of the review period. This can be accomplished by using the employee’s job description as a guide, so this is an opportune time to insure that the employee and supervisor both agree on duties and expectations of the job. Should the job description need revision, then HR should be consulted. </li></ul><ul><li>Evaluate the employee’s performance for the review period (January –December) based on whether job expectations have been met. </li></ul><ul><li>The next step is to consider how the employee has actually done the job. Here you will check those boxes that apply to the individual’s performance. NOTE : check only those boxes that apply, but you may check more than one box. </li></ul><ul><li>Document the employee’s training (both mandatory and voluntary). This information may be obtained from HR if not readily available in the department </li></ul>