Personal Development

When I first looked at the criteria for this assignment, I had to take a long hard look at myself. Creating a development plan for yourself forces you to critique yourself to identify your strengths and weaknesses. You expose yourself for who you are professionally, identifying goals and accomplishments to put all of this information into perspective. I think a professional development plan is a circle that will be continuously revised through time. As you accomplish short term goals and gain knowledge your focus on development will be fine-tuned to give you an in depth look at your personal development.

Upon completion of my self-assessment, I will discuss four types of development that I would like to pursue in the future.  The number one goal I would like to accomplish is to continue with my learning processes through mentor ship/ temporary assignments to grasp how other educational professionals are using the knowledge and skills learned at Walden. I want to understand how they implement new practices and technology to assist learners in obtaining the objectives stated in their course/s. As Noe stated in our text, continue to close the gaps “between my current skills and/ or interest and the type of work or position” I would like to have in the future.

The second goal, is to use all or most of the knowledge, skills and abilities acquired through Walden University to become more proficient in my current position. Identify when to use specific technology that is the best fit for the learners to acquire the information in a training environment. Develop a system to showcase various techniques to show the importance of technology and the advantages of using it in the classroom.

Collaborate with my manager to set short and long term career goals, get additional ideas on how to accomplish those goals. Devise a pathway and match the goals with the company’s mission. Develop an accurate evaluation system to assess if the goals are being accomplished and devise strategies to assist if challenges or barriers arise while accomplishing those goals.

Lastly, be a team member on different projects or temporary assignments that have a start and completion date. Temporary assignments can include sabbaticals and/ or volunteer assignments. A sabbatical is a leave of absence from the company to renew or develop skills (Noe, 2013) Volunteer assignments may give employees opportunities to manage change and be exposed to other job demands (p. 393). It also gives an employee exposure to other businesses/ occupations and a chance to learn something new.

There are so many approaches to achieve personal development. Both employees and the employer are responsible for personal development and growth. The employee’s responsibility is to set and strive for short and long term goals. The employer’s responsibility is to give constructive feedback so the employee can make the necessary adjustments to learn and grow. The relationship between these two is very important for the individual and the corporation.

I have developed a slide presentation identifying the importance of an employee development plan below.

Employee Development

References

 Noe, R. A. (2013). Employee training and development (6th ed.). New York, NY: McGraw Hill.

Image: https://www.google.com/url?sa=i&rct=j&q=&esrc=s&source=images&cd=&cad=rja&uact=8&ved=0ahUKEwjIw-7p47XNAhXJLmMKHREMDtAQjB0IBg&url=http%3A%2F%2Fresearch-methodology.net%2Fcareer-planning-and-personal-development-plan-sample%2F&psig=AFQjCNGIabB7Mr6d7wnf97erdahfB49dvg&ust=1466483743921879

Technology use in the classroom is advancing so quickly. I can’t believe how fast technology is taking off as one of the greatest assets an instructor could have in the classroom. There are so many benefits to using technology.  At times I am shocked at the creativeness instructors’ show when they utilize technology in an unconventional way. Computer based training, online learning, web based training and e-learning are just a few ways to keep students engaged using interactive methodologies in the classroom.

Today, as watched NBC News, I see technology in the classroom went one step further.  Using drones in the classroom as a tool in creating another way to express learning content within the classroom environment (NBC News). When you hear or think about drones, using them in the classroom is probably the last thought on your mind. As I looked at the video clip on television, I thought why not!  It was only a matter of time before drone use to be turned into a learning experience.

If you make your own drone you will be introduced to robotics, math, chemistry and programming just to name a few courses. Farmers use drones to survey their crops. Environmentalists use drones to monitor wildlife. (Levy, 2015) So for learners and educators in these areas of expertise drone use is beneficial. Shooting video from a drone is like flying through the air and embracing all that nature has to offer. To bring that vision in the classroom would be magical.

Social media is also on the rise. It is used every day by millions of people on various websites like Facebook, Linked-in, Twitter and one of my favorites YouTube! Social media provides links to resources such as webinars, videos and articles related to new learning content (Noe, 2013). If I want to learn a quick “how to” the websites I explore first is YouTube. It has unlimited resources on any category of interest you would like to explore.

Blogs are valuable sources as well. A blog refers to a webpage where an author posts entries and readers often can comment (Noe, 2013). Although I haven’t thought of myself as being an author, I’ll continue to blog because practice makes perfect. I love to share information and receive feedback from my peers, co-workers and other professionals in the Training and Development profession. Communicating with others also gives an individual a different perspective on how process work. Learning takes place all the time we have to be open to all viewpoints.

A wiki refers to a website that allows many users to create, edit, update content and share knowledge (Noe, 2013) I’ve used wikis on large projects and when I solicit input from my peers on work that I have created to get their input. Team projects are a benefit to all involved because everyone feeds off of each other and learns from others as well. Many companies are using social networking tools to help employees learn informally and share knowledge both on an as needed basis and as part of formal training courses.

Simulations and games that can be delivered via a personal computer (or gaming technology such as an X-Box) immerse trainees in decision-making exercises in an artificial yet realistic environment that allow then to learn the consequences of their decisions (Noe, 2013) At my place of work, simulation and scenarios are fantastic ways to teach medical techniques for casualties while under fire. The more practice Navy medics have, the better they become at their craft. The beer industry also uses this type of teaching. Miller Brewing Company uses simulations to teach bartenders how to pour beer using the proper angle and height. They use a computer mouse and measure the distance and angle of the glass to the beer tap to create the proper “head” (the foam on top of the glass of beer). A point system is used to give feedback to the bartenders once the lesson is complete. (Noe, 2013)

In closing, the technologies discussed just skim the surface on the technologies that are available for use in the classroom. The technology doesn’t make the lesson, the way the technology compliments the lesson content is what makes a great learning experience. What do you want the learner to know upon completion of the course or training? Have you accomplished what you wanted them to learn? What could you have done better/ differently? What did you as a developer learn? Those are the questions that determine if the training was successful.

Reference

Image http://www.bing.com/images/search/?q=Information+Technology+Disadvantage&id=EBFC70D01E64F4AA3CE97353763793C8C1DB0547&FORM=BRQONH

Levy, L. (2015) What Drone Technology can Teach Students.  http://www.edudemic.com/drones-classroom-can-happen/

Noe, R. A. (2013). Employee training and development (6th ed.). New York, NY: McGraw Hill.

Schools Now Using Drones for Learning Controversial - Missouri NBC News, (2013) https://www.youtube.com/watch?v=HmhPQt-yeWc

PLANNING FOR A NEEDS ASSESSMENT

BRIDGING THE GAP

We have designed, developed and implemented a new course for our company. It is an Instructor Training course in which new trainers will begin teaching their units how to conduct casualty care. The new trainers have successfully completed the Provider course and will begin teaching this topic at other locations. The topic came up to develop a Train the Trainer course that will supply the new instructors with a connection to Subject Matter Experts to assist them with any additional information needed for them to be successful when teaching.

What stakeholders would I want to make sure to get buy-in from? Our company’s CEO, Learning Standards Officer, Upper level Management, Program managers, and the targeted audience (instructors who teach this same topic at all of the locations).

What questions would I ask during the organizational, person and task analysis phases?

·         What do we need from managers and peers for this training to succeed?

·         As an instructor, would you be interested in attending a training like this? What type of information would be necessary for you to stay as an active participant in a course of this type?

·         What would keep you from attending this type of training?

·         How would you perceive this type of training? An opportunity or a waste of time?

·         What topics would need to be included in this training?

·         Who is funding the project?

What documents or records would I ask to see?

How many instructors will need the training and their locations? What is their experience as an instructor, minimum or expert? How much longer will they be performing this task? Information on best practices/ lesson learned.

What techniques would I employ?

Observation: Have a qualified Instructor observe new instructors and identify areas that could be improved up on. How often do they teach? What is the minimum/ maximum amount of students taught in a sitting?

Questionnaires: Ask a variety of questions to determine if training is the solution or not. What other solution could solve the problem?

Interviews: Most will go into a little more detail. Ask open ended questions to get a more in-depth feel for what is lacking.

Focus Groups and Collaboration Tools: Observe the group together. Get a feel for the culture of the organization. Hope they provide some useful information.

Technology: What type of technology is needed to complete the task? Video conferencing, Skype, the Web.

In closing, some companies tell you what the need is before conducting a needs assessment. In some cases the need/ problem may not be solved through training. I have to ask myself, are they prepared to hear the solution if it is not training? How would you approach the CEO with a solution that is something other than training?

Reference

Noe, R. A. (2013). Employee training and development (6th Ed.). New York, NY: McGraw Hill.

The Truth About Training

I would like to go over some of the benefits of having well-trained employees to carry out the mission of your organization. There is so much information available via the internet and access to that information is unlimited. Since your workers spend a lot of time traveling they could be more mobile using their laptops and cell phones for training. They will be able to chime in on webinars, video conferencing and web- based training.

New Hire Orientation is a prime example of insuring new hires are trained in the day-to-day operation of your company. Training is particularly important for new employee’s success. This can be conducted by someone within the company and should serve as a platform to get new employees up to speed with the processes of the company and address any skill gaps. (Chopra, B. 2015) Trained employees will be better equipped to handle customer’s needs. Upon completion, your business will run better, like a well-oiled machine.

SCOPE CREEP

Scope Creep goes something like this: work with a new client starts off as well as you would expect, but over time the project seems to get bigger and bigger while your price remains the same. The client either (a) seems to think that the “extra”work is within the scope of the original agreement, or (b) simply doesn’t realize that he or she is asking for more than was originally agreed. Either way, you’re losing money. (Ewer, 2015)

I am very familiar with the phrase “scope creep” because I’ve been the client who wanted to expand a project by adding extra work but pay the same price. I was the client of a kitchen remodel. I had a small kitchen but wanted the cabinets, counters, floors, appliances, lighting and paint done for under $10,000. The time limit, yesterday, although I agreed for the job completion to be 4 weeks from the start date. My role was to pick out the cabinets, paint color, hardware for the cabinets, floor tile and appliances. My expectations were enhanced because the tear out of the old cabinets and flooring happened in a couple of hours. The measurements were taken prior to and the cabinets and countertops were on order. Then the waiting game began.

The cabinets were due to to arrive within a couple of days after the tear out but didn’t arrive until about two weeks later. Meanwhile, our old appliances are in the family room and the stove has been disconnected. How much fast food can you eat? My family was eating out three times a day  for over two weeks and the cost was astronomical. Tempers began to rise. My spouse would call the contractor almost once a day inquiring about the status of the work and the completion date. I would call on the other days asking questions as well. Of course the completion date was set back because of the cabinet delivery date. The project was completed but it was three weeks past the projected completion date.

On the flip side, if I was in charge of this project, the tear out of the old kitchen would have been delayed until the new cabinets and counter tops arrived. We were prepared to be inconvenienced by the kitchen being inoperable but six weeks was a long time. I also think if the project manager had more workers, the downtime could have been minimum. The contractor was very patient but

I wouldn’t wish a kitchen remodel on anyone. I could do it over again but we would have to be out of town while the construction was being completed. Some of the factors that went well, great communication. We were informed of the progress once a week, good or bad. He was honest and dependable. Even though he did do some additional work that was not annotated in the contract, we weren’t charged. the kitchen was beautiful. Upon completion, I was the contractors’ biggest fan.

Reference

Ewer, T., (2015) https://blog.bidsketch.com/clients/preventing-scope-creep/

Portny, S. E., Mantel, S. J., Meredith, J. R., Shafer, S. M., Sutton, M. M., & Kramer, B. E. (2008). Project management: Planning, scheduling, and controlling projects. Hoboken, NJ: John Wiley & Sons, Inc.

Speak Your Mind - The Importance of Effective Communication

Effective communication among all project team members is essential for a project’s success. How you communicate with different stakeholders is of equal importance to what you communicate and can influence how your message is interpreted. The following is the instructions for my assignment.

To prepare for this assignment, view the multimedia program "The Art of Effective Communication." In this program, observe a piece of communication in three different modalities: as written text, as audio, and as video. Pause after receiving the communication in each modality, and reflect upon what you interpret the message to mean. Think about the content and tone of the message. Record your interpretation of the message after receiving it in each modality. (Blog Assignment, 2015)

The Email:

This email seems to have a since of urgency added to it. Jane has a report due but since she hasn’t acquired some necessary data from Mark, she’s not able to complete her report. She states that she understands that he’s busy but would appreciate the requested material as soon as possible or a date/ time to expect it from him. . Mark seems to be ignoring Jane’s request which explains why the email has a forceful undertone.

The Voicemail:

Jane sounds calm on the voicemail. Although she needs the requested information from Mark, she’s not forceful with her request. She explains what her needs are and how the requested data affects her report but she is nice about it. She is respectful, yet she gets her point across.

Face to Face:

Jane expressed her concerns with the needed data from Mark but she wasn’t rude. She relayed her perspective and there was no urgency in her voice. She smiled at the end to let Mark know she wasn’t mad but she needed the data.

The key to successful project management is effective communication. Through communication, people exchange and share information with one another, and influence one another’s attitudes, behaviors, and understandings. (Portny, S. E., Mantel, S. J., Meredith, J. R., Shafer, S. M., Sutton, M. M., & Kramer, B. E., 2008) I think the manner in which you approach people is very important.  I think the manner in which you approach people is very important. You want to approach them with the utmost respect and along the same lines be approachable to your team.  Team members will be transparent with you no matter what if you display a professional and assisting attitude all the time.

Reference

Portny, S. E., Mantel, S. J., Meredith, J. R., Shafer, S. M., Sutton, M. M., & Kramer, B. E. (2008). Project management: Planning, scheduling, and controlling projects. Hoboken, NJ: John Wiley & Sons, Inc.

www.Managementtrust.com

Excellent Project Managerial Skills

Wow, when we heard the news everyone was ecstatic!!! After years of request and proposals, the answer was finally yes! We will get a new simulation lab with all of the latest electrical/electronic equipment used for our classrooms. We will be able to effectively show our students how to troubleshoot and repair the actual equipment that they will be working on when they arrive at their place of work. The equipment is obsolete and the official word has come down that the entire agency will be getting a face lift. How exciting right!!! STOP! No one had any idea how much work was involved to complete this project successfully.

This was a long and difficult project which I thought was well planned. From the beginning, the project manager kept everyone informed of the phases and the process of the project. She was always communicating with team members and answered all questions. She was continuously at the various sites inquiring about the work and noting if there were any barriers or limitations that prevented work from being accomplished. She wanted everyone to stay on schedule and she expressed that fact at every meeting.

She kept a copy of the project plans on her at all times. She took notes and could tell the team members what the short term and long term plans were at any given moment which ensured all members were on the same page. Her strategy to complete this project was razor sharp. In contrast to strategies, objectives are results to be achieved through the performance of a project. Objectives may include the creation of products and services or the impact realized through the application of these products and services. Clear specific objectives are extremely useful, but project managers must also be able to update and refine objectives as a project progresses. (Portny, S. E., Mantel, S. J., Meredith, J. R., Shafer, S. M., Sutton, M. M., & Kramer, B. E., 2008).

Lastly, she had an excellent person in her corner, the project champion, the Contract Manager. Sometimes the best champion is one whose support is never called into service. Just knowing that this person supports a project helps others appreciate its importance and encourages others to work diligently to ensure its success. (p.15) She possessed the six attributes of a successful project manager which included the gift of foresight, they are organized, they know how to lead, are good communicators, they are pragmatic and empathetic. You’re the best Ms. Canning!

Reference

Portny, S. E., Mantel, S. J., Meredith, J. R., Shafer, S. M., Sutton, M. M., & Kramer, B. E. (2008). Project management: Planning, scheduling, and controlling projects. Hoboken, NJ: John Wiley & Sons, Inc.

http://www.cio.com/article/2433916/project-management/six-attributes-of-successful-project-managers.html