EDUCATIONAL LEADERSHIP : PERSONAL GROWTH FOR PROFESSIONAL DEVELOPMENT

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EDUCATIONAL LEADERSHIP

(Ibid., p. 32) These are what will make the long-term difference. School performance and pupil performance will improve when we concentrate on these central professional learning processes. Consider one example of each of professional development, staff development and personal development that you have been involved in recently. It is recommended that you keep a personal journal and develop a professional portfolio. These might provide an opportunity for developing skills in online recording and presentation. The personal journal is based on the reflective practitioner model of professional development which allows you to explore your feelings, your thoughts and ideas and your action-tendencies, but linked to research and theory. The professional portfolio encapsulates the most significant elements of that journey in a way representing who you are personally and professionally; essentially it is an elaborated and sophisticated CV. It can be anticipated that the professional portfolio will provide the most appropriate evidence you can present when you are seeking to further your development or a new appointment. CHARTERED INSTITUTE OF PERSONNEL AND DEVELOPMENT Depending on your career aspirations, and your focus on people development, you may wish to consider membership of an organization such as the Chartered Institute of Personnel and Development (CIPD) which provides its members with a Continuing Professional Development (CPD) Record and Development Plan. Their essential CPD principles are: ● Development should be continuous in the sense that the professional should always be actively seeking improved performance. ● Development should be owned and managed by the individual learner. ● CPD is a personal matter and the effective learner knows best what he or she needs to learn. Development should be from the individual’s current learning state. ● Learning objectives should be clear and wherever possible should serve organizational or client needs as well as individual goals. ● Regular investment of time in learning should be seen as an essential part of professional life, not as an option (IPD, 1998). This changing perception of what it means to be a professional is now becoming central for the teaching profession for all teachers but also for all other staff. The CIPD has only recently attained chartered status and in Scotland there are explorations of the Chartered Teacher approach. There is no prescribed formula for the CIPD development plan but it is recommended that there should be clear development objectives, which in turn can be divided into short-term requirements, and long-term career and development needs. There should be a clear action plan – exactly what is planned to do to meet the development objectives, with suggested headings including on-the-job opportunities, formal training and informal/self-directed learning.


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Index

12min
pages 230-239

13 Performance Management

21min
pages 142-152

20 Work and Life: Achieving a Balance and Planning for the Future

22min
pages 220-229

19 Business Process Re-engineering: Achieving Radical Change

20min
pages 210-219

18 The Learning Organization and Knowledge Management

22min
pages 198-209

17 Quality Models

22min
pages 185-197

16 Strategy

22min
pages 174-184

15 Culture, Change and Organizational Health

22min
pages 163-173

14 Ethics, Values, Vision, Mission and Gender

22min
pages 153-162

12 Leadership Development

22min
pages 131-141

10 Training, Coaching and Mentoring

21min
pages 110-119

11 Interpersonal Skills, Decision-Making and Team Learning

21min
pages 120-130

9 Career Development and Development as a Professional

22min
pages 99-109

Neurolinguistic Programming and Professional Development

1hr
pages 19-65

8 Managing Stress and Managing Time

22min
pages 88-98

7 Developing Creativity, Intuition and Innovation in Schools

21min
pages 77-87

Improving Communication Skills

22min
pages 66-76

Self-Understanding, Personality and Psychometric Instruments 11

2min
page 15

Self-Management and Personal Development 1

1min
page 14

360-degree Feedback 33

2min
page 17

Emotional Intelligence 22

2min
page 16

Accelerated Learning, the Brain, Competencies and Interviews 43

2min
page 18
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