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Professional Development Plan.
Task 2
Professional Development Plan.
A Professional Development Plan is a vital tool in career development that serves as a long-term plan for self-management and career decision-making. It outlines skills and competencies needed to achieve career development and contains long-term career goals and the strategy to achieve them.
Professional Development Plan for Diversity and Inclusion Specialist.
Skills and competence to be Developed Description of Activities Required for the Development Duration Importance of the skills to the role Impact on Business
Multi-Cultural and Diverse Programmes Knowledge Take an online course on Professional credential training to earn a certification in Diversity Certification.
Attend screening and watch Steve Robbins videos on diversity and inclusion and actively participate in the discussions. 6 months To build my toolkit and increase my expertise in developing diversity and inclusivity programmes.
To keep in tabs with emerging issues on inclusivity and diversity in the workplace. Having adequate knowledge and understanding is essential in developing programmes and implementing practices in an organisation that is up to date with global requirements.
Diversity and Sensitivity Training Take a course on various business malpractices such as workplace violence, sexual harassment.
Attend various minority groups awareness training such as LGBTQ awareness training during Pride month
3 years Inclusivity and diversity revolve around creating a conducive work environment for all and recognising and respecting personal characteristics. This training will be vital in my role of developing a fair, equitable, respectful, and inclusive work environment. Employees often accuse businesses of employment malpractices; gaining this knowledge will be crucial in identifying, investigating, and resolving various malpractices to prevent the organisation from lawsuits.
Problem Solving and leadership Skills Take training on problem-solving and leadership skills. 1 Month each The position of Inclusivity and Diversity touch on employee-employer relationships, hence the need for excellent problem-solving skills to remain objective in handling issues.
Implementation of various policies and programs that I propose requires strong leadership skills. Excellent problem-solving skills are essential in ensuring effective conflict resolution to prevent incidences where employees opt for the media to air their challenges.
Networking Activities for a Diverse and Inclusion Specialist
Time Frame Description of Networking Activity Professional Advantage
Every 3 months Join African-American ERG programmes and attend their various activities such as holiday parties and physical and online meetings This programme brings together individuals working towards creating a diverse and inclusive work environment. Therefore, it provides a great learning opportunity.
Every 6 months Develop a diverse community outreach workshop where different identity groups from our organisation and the community meet and share their experiences Outreach workshops provide a platform for learning and understanding individuals’ perspectives and concerns about an issue. Bringing together these people will equip me with adequate knowledge to effectively develop practices and implement policies that promote a diverse and inclusive work environment
Every month Implement several team-building activities such as group lunch that bring junior staff and management together. Team buildings enhance communication, relationships, and interactions among junior staff and management. This is essential in creating a work environment free from harassment, bullying, and discrimination.
Meeting Notes
I had a meeting with my immediate supervisor to seek feedback on my performance and general professional competency as a Diversity and Inclusion Specialist.
The feedbacks include;
The Human Resource Manager thought it wise to take an online training programme on problem-solving skills to enhance my problem-solving techniques. It is essential in handling different issues and concerns the workforce is raising.
The Human Resource Manager appreciated my efforts in developing and implementing practices that have contributed immensely to building a respectful work environment.
The Human Resource Manager raised concerns on the consultation programmes that I formulated for managers to gain insights on developing inclusive and diverse strategies and handling a diverse workforce. The manager thought it wise that the programme was handled by a member of a higher hierarchy than myself.
Journal
After working in Adept Owl Games Company as a Diversity and Inclusion Specialist for six months, I decided to assess my professional competency to develop a Professional Development Plan. I engaged my colleagues for feedback; I asked one member from the Diversity and Inclusivity department, the Human Resource Manager, and three individuals from different departments for honest feedback on my performance in the last six months. Additionally, I administered a self- Assessment test through a questionnaire to investigate my abilities and self-perception.
Unlike the other colleagues, I held a face-to-face meeting with the Human Resource Manager to seek feedback on my performance and general professional competence. The manager had a myriad of feedback ranging from appreciation, evaluation to encouragement. I keenly listened to the manager talk, asked for clarifications where applicable. Towards the end of the meeting, I summarised the feedback, and the manager acknowledged that they were everything we had discussed.
From my discussion with Human Resource Manager, the feedback from other team members, and the gaps I identified in my self-assessment, I developed a Professional Development plan to develop skills and competency necessary to build a strong career as a Diversity and Inclusion Professional. I decided to take a course in problem-solving and leadership skills as instructed by the manager. Additionally, from my self-assessment and team feedback, I realised a knowledge gap exists in my understanding of merging issues in inclusion and diversity. Therefore, I joined several diverse and inclusivity associations and courses to build my knowledge, keep up with emerging trends and develop my ability to interact with different individuals.
Mentorships, associations, and networking are essential in career development. In building a strong career in inclusion and diversity, I have joined several networking associations and created various platforms that encourage networking between company employees, employers, and the general community. For instance, I created community outreach workshops and various team-building activities to encourage the development of a respectful and conducive work environment. These activities align with the organisational goal of creating and encouraging a fair, equitable, and respectful work environment that value and recognises personal differences. Additionally, these activities provide me with an avenue to seek feedback and employee perception on various practices and policies I plan to implement.
The four strategies outlined above explain the way an individual processes information
Communication and Decision Making
Name
Professor
Course
Date
Problems have been, still are and will forever remain human beings close companion. There is no aspect of life that does not have problems. Some of the problems may need only an individual to solve; others may require the help of close relatives and friends. There are some that may require the help of professionals to solve all in getting the solution to the problem at hand.
In order to help in solving problems that seemed unsolvable. A strategy known as Organizational Engineering was introduced in the 1990s to help get the solution to problems that were initially considered as unsolvable. Although the strategy was first introduced in the United States of America, it has spread to other parts of the world such as Europe and Asia (http://www.managementhelp.org/mrktng/org_cmm.htm).
Every human being has some characteristics that are associated with them in regards to how they deal and solve problems that they encounter. There are some who take long to think about the problem so as to come up with the needed solution. There are others who tend to find a solution for the problems facing them on the spot; all these different characteristics are found on people entrusted with decision making. The difference in character in reacting to problems in the long run end up affecting the relationship between the persons and their colleagues and how they make decisions in their workplaces. I will look at two top strategies that I prefer most in solving problems.
Reactive Stimulator
This is the group of people who are quick in solving problems even when they don’t have the best solution to the problem at hand. Another attribute of people belonging to this group is that they believe in action and instant solutions and are always focused on the issue at hand. This is the group that I belong to; I always prefer to have instant solutions to problems at hand (http://www.triz-journal.com/archives/1998/10/a/).
Logical Processor
Even though I always want instant results I have high regard to an organized plan provided that the plan is reasonable. I am always inspired in getting solutions as long as the strategy used is good. A logical processor has all this attribute thus making me part of the group too (http://www.triz-journal.com/archives/1998/10/a/).
From the table given on the combinations of styles provided and relating to my preferred styles makes me a performer. Performers want tangible results which differentiates them from perfectors who are only after instant solutions regardless of how it is obtained (http://www.triz-journal.com/archives/1998/10/a/).
The effect of being a performer
Most people tend to react to problems or issues in the office, some take a lot of time to react to a problem and when they do they take a very long time to arrive at the solution. Being a performer has had an impact on how I communicate and make decisions in my workplace. There is always conflict between me and other workers who are slow in reacting to problems. The strategy pattern that I apply is not very popular with other workers as they consider it as not being rational.
Conclusion
The method used in getting the solutions to problems facing them at their workplaces does not guarantee that the solutions will be perfect. There are instances where the end justifies the beginning, if the strategy used can get the desired results then it is the appropriate way. Strategic patterns are only vehicles to help people get to the solutions of the problems, the models may be different but if they can get to the desired destination then it good.
Reference
McNamara, C. (nd). Basics in internal organizational communications. Retrieved July 27, 2010 from http://www.managementhelp.org/mrktng/org_cmm.htmUngvari, S. F. (nd). (TRIZ)OE = Improving TRIZ Results by Dynamically Matching Tools to Teams. Retrieved July 27, 2010 at: (http://www.triz-journal.com/archives/1998/10/a/)
The Four Stages of a Business
Business 100
Name
Institution
The Four Stages of a Business
It is unfortunate that for most company leaders, they navigate the growth of their business through trial and error method instead of anticipating and preparing for them. Therefore, leaders should develop a framework that will present the growth challenges of a company and strategies, skills and capabilities that are required to manage the growth. In order to build a successful organization, leaders should recognize the four stages of growth of a business which are: start-up stage, growth stage, expansion stage and the maturity stage (Cichelli, 2010).
Start-up Stage
When starting a business organization, one should decide the legal form of the business. Additionally, the business requires business permits and licenses, office, accounting system, the cost of the product or service, insurance, capital, and the market source. There are several tasks a person should undertake such as evaluating personal reasons for starting a business, conducting market research and making a business plan. For example, when starting a coffee hotel business, the business leaders should find target customers; invite them for lunch at the hotel to get customers’ feedback. The leaders should find new marketing channels such as blogs, sales calls, conferences in orders to attract as many customers as possible (Cichelli, 2010).
Growth Stage
Once the organization’s infrastructure has been laid out, there is a need for business development. Although the business may have some sales, many business units fail at this stage since they get customers but do not know how to retain them. At this stage, the business leaders should do the following: identifying business partners, branding the company, forecasting sales, networking to increase the customer base. Moreover, the organization should also start recruiting the right employees, refine the market niche and revisit the business plan. For example, in a hotel industry, the company should recruit qualified receptionists, chefs, security guards and the waiters. There should also be an attractive hotel brand, inject more capital to increase sales and create business cards and websites for marketing of the hotel (Bak & Stair, 2011).
Expansion Stage
The expansion stage may kick off after some years. At this stage, there are progressive sales and business stability. However, there is a need to create policies and procedures for the business. The following activities are conducted at the expansion stage: planning for expansion shifts in management control, looking for investors, establishing partnership and mergers and acquisitions for growth. The company also organizes the HR complexity, plans for expansion and recruits the right people for different job positions. For example, for the hotel business, the company should invite investors to create other branches of the business. The company can also merge with other hotels that are offering similar products and services for growth (Cichelli, 2010).
Maturity stage
At this stage, the business is fully grown in the marketplace and the community. The business also has loyal customers and a high frequency of repeat business. However, there are challenges at this stage that require constant decision-making process. The company should look into the following: innovation, management succession, sustainable growth, mergers and acquisitions, declining sales and exit strategy. For instance, when the hotel has a strong reputation for offering the best services, the business is at optimum production. The business leaders encourage employees work efficiency to maintain sustainable growth. To deal with declining sales, the hotel manager creates internal control systems to prevent fraud, embezzlement of fund and mismanagement of resources (Longenecker, Petty, Palich & Hoy, 2011
References
Bak, O., & Stair, N. (2011). Impact of e-business technologies on public and private
organizations: Industry comparisons and perspectives. New York, NY: IGI Global.
Cichelli, D.J. (2010). The sales growth imperative: How world class sales organizations
successfully manage the four stages of growth. New York, NY: McGraw Hill Professional.
Longenecker, J., Petty, J., Palich, L., & Hoy, F. (2011). Small business management: Launching
and growing entrepreneurial ventures. Natorp Boulevard: Cengage Learning.