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Personal and Staff Development Workshop

Description

Material for 1- or 2-day module, part of the Executive Management Course, developed by the Kosovo Centre for Public Safety Education and Development, OSCE Mission to Kosovo

Summary

This workshop is very much a short practical introduction to the areas covered in the overview of the senior management development path. It attempts to encourage participants to look at their future development as very much a collaborative process between them as an individual and their organisation. It attempts to shift the existing paradigm of imposed training being the only way forward to one in which formal training forms just one of the components of an individually tailored development programme. It also provides an opportunity to consider the advantages of structured reflection and to practice the technique in class applying the three areas of learning – knowledge, skills, attitudes. The workshop then moves on to considering the responsibility of senior management, in fact of any manager, towards the development of their staff. It explores the common excuses associated with failing to accept this responsibility such as lack of time, opportunity and skill by using the Adair Model. Finally, there is a brief examination of how appraisal systems are essential structures within the development process.

This module covers quite a lot of the ground already in the Supervision and Middle Management courses. There is immense potential for further development of this module but it will obviously take more time. The last part on staff appraisal and the structures and culture that need be in place for a system to succeed could conceivably form an entire module on its own.

The goal of the module is to create an awareness of how personal development and staff development are vital contributors to the success of an organisation.

At the conclusion of this module, participants will be able to:

  • Create a personal development needs matrix;
  • Understand the technique of creating a personal development plan;
  • Develop an understanding of how senior managers can assist with the development of their staff;
  • Understand and practice the reflective learning cycle;
  • Understand and apply the three domains of learning – knowledge,skills,attitudes;
  • Create an understanding of how a senior manager will adapt his/her style towards staff development according to existing circumstances (John Adair);
  • Reflect objectively on the current staff appraisal system of the participants’ agencies and make objective suggestions regarding improvement.