Msc Leadership and change managementIntroductionA personal development plan is a crucial tool for the expansion of a state officer, the development plan assists a police officer plan on the fundamental strategies to apply when evaluating and enhancing his policing capabilities. Personal capability evaluation involves reviewing personal traits such as strengths and weaknesses in various areas of practice and learning. The police officers should ensure that these areas are well comprehended after which the persons provide action plans complete with effectiveness measures and deadline. The deadline aids the police officers to attain their individual as well as national goals by a specified date at which the police officer evaluates the effectiveness of the strategy applied.
If the strategies used are ineffective, the police officers ought to formulate other strategies that support his/her development. The personal development plan (PDP) is reviewed at various stages of the personal development. The person may enlist the assistance from colleagues and bosses to determine his/her level of performance or undertake some tests to confirm on his development. Reflective practice and experiential learningReflection gravitates around the notion of creative thinking and learning.
I reflect so as to learn something, or take lessons as a consequence of reflecting. Expressions through reflective writing are depicted on screen/ paper reflecting some mental processes. Other aspects of expressing reflection are through film, speech, music, and graphic portrayal. Gibbs' propositions are always cited as Gibbs' model of reflection (1988) or Gibbs' reflective cycle, and classified into stages following six distinct parts as description, feelings, evaluation, analysis, conclusions, and action plan. Dewey and Piaget influenced Kolb through research conducted in the 1970s. The reflective model places interest on the experiential learning concepts and is centered on the reconstruction of information into knowledge.
Practice of reflecting gives a immense development opportunity for those in positions of leadership. Managing teams of people demands a delicate balance between technical expertise, and people skills, and accomplishment in this type of task is not easy. Reflective Practice gives leaders the opportunity to review past successes in the and wherever improvement can be edged. Supporting reflective learning organizations will be through investing in coaching programs for established and emerging leaders. According to the International Coaching Federation, coaching is essentially partnering with clients in a provoking, thoughtful and creative process that inspires maximization of professional and personal potential.
Frequently, Leaders engage in behaviors that are self-limiting owing to their over reliance on their favorite ways of responding and reacting. Johns outlines the significance of experienced knowledge and practitioners’ ability to access, comprehend and apply practical information that has been obtained through empirical means. Attaining such levels of reflection occurs by discovering ones emotions and thoughts ‘looking out’ at the experienced situation. Johns draws on the excerpts of Carper (1978) to develop on the conception of ‘looking out’ at an experience.
Incorporated are five patterns of knowing the guided reflection, getting practitioners’ analysis such as the aesthetic, individual, ethical, reflexive elements, and empirical experiences of the circumstance. The model is all-inclusive and permits for reflection that touches on many significant elements.