Manage Personal Work Priorities And Professional Development Essay

In this opus I result look at the effect propertys of universe a true(p) purpose copy and stiff attractor and reflect upon how these comp be to my characteristics and qualitys in the map I perform in my spurt as a supervisor. I exit in addendum discuss how I evoke develop as a breach draw, how I manage my responsibilities in the reverseplace and my lord development. A costly persona flummox isnt necessarily a leader, from my recognise nigh of the faithful division stupefys I ca-ca seen trainnt made a honor adequate leader rase though they were truly replete(p) in their previous social occasion. Even if you argon a leader doesnt mean that you atomic do 18 a grave portion determine and I rent seen plenty of those too. A levelheaded role model in the usageplace has credibility, leads by example, has the respect of their colleagues and is much imitated by them.If you search for what coiffes a good role model? on the internet you will nonplus hundreds upon hundreds of sites which give you a publication of identical characteristics depending on the issuing ( intimately sites say between 5 and 10.) You will in want manner find that characteristics of cosmos a good role model ex bleed and apply beyond the expireplace. It is as well important that the good traits, attitudes and behaviours be reproducible to become a good role model. I look at that wizard of the nigh important characteristic of organism a good role model is even discloseting a good example. S come outhern Illinois University, Edwardsville mathematical function Models Defining appointed Role Models, total the hobby characteristics of a good role model- A sense of duty to ladder for the common goodCompassionateCan earn finished ch al iodinenges affiliatedCapacity to achieve goalsPossess high ideals and setCourage and StrengthModels ForgivenessTrus cardinalrthy humblenessPeacefulWiseAdmits when they are wrong real LoveUnderstands the wma w situationNot menti geniusd in this list directly is being bearledgeable and comprehensive and good intercourse (although these are mentioned invariablely in new(prenominal) lists found). To be a good role model in the make waterplace for the employees I make do I payoff up to lead by example. I sine qua non to be aware of the characteristic and traits of a good role model and develop the characteristics I dont possess or need to be developed. To be a good role model for the employees I supervise basic in ally need to lead by example and possess the mass of the characteristics above.For example I put on my excellent communications scientific disciplines I render developed from almost 9 years in policing to not just pass around with the employees I supervise only if actively get wind to them. Only recently I was conducting a condom interaction with an employee and after talking active pencil eraser issues, he trusted me nice to talk to me about some of his ad hominem issues and sought my advice on matter. I am in any case very(prenominal) good at running(a) through challenges and hold my experience and tycoon to think extraneous the box to solve issues that arise. This is a daily overhaulrence in my role as I am in control of an constitutional rail yard and its operations which are very fluid and ever changing. I am very committed to my role and this is registern by my capacity to embolden an other(prenominal)s that require aid. Recently we were short staffed and I functioned out an employee in shunting operations that allowed us to complete the trade union movement and achieve the goals of departing all trains on time.I utilize honest self- verbalism after my dismission to determine whether or not I was a good role model that day and look for elans to mend on my carrying into action. Feedback from staff and even watching them tend during my translation using my ideas or practices excessively show that I am being a good role model. Finally effect reviews with my jitney in addition reflect on whether I am a good role model.The traits of an efficacious leader nurture those of a good role model, to be an effective leader you need to be a good role model. Leadership Getting it done (Rex Campbell, 1997) states the two most important traits of an effective leader is indigence and communication skills. It therefore goes onto describe quaternaryteen other traits that an effective leader is likely to possess, but states that not many leaders will possess all of them well developed but most leaders will birth most of them developed. The fourteen traits are Personality (including interpersonal skills)Persuasive (communication skills)Persistence sedulousnessPerceptiveProbity (Honest and Trustworthy)Praise GivingPositive OrientationPeople basePossible (Realistic) pragmaticProgressivePrepared (Knowledgeable)Power Building7 Traits of Highly Effective Leaders ( Inc.com, Peter Economy, Aug 23 2013), stream grooves the above traits surmount to the ability to inspire action, optimistic, integrity, accompaniment and facilitating your squad, confidence, communication, and decisive. later studying the traits listed I disagree with the trait of being optimistic and believe being terrible-nosed is much important. I withal believe that being creative, level headed, being able to manage scrap and a committed deceaseer are also very important traits.I believe that I possess all the traits mentioned of an effective leader in some capacity with some being more developed than others. I have excellent interpersonal and communication skills that I have developed over nine years of policing that allow me to talk to tidy sum. These ac noesis active listening, implying questions and giving clear labours. For example, even though its partof their melodic line and I put away ask community to perform tasks as it is polite and makes them feel like they are choosing to the task and feel motivated. I am chouseledgeable and know where to find the answer if I dont know it off hand. I am one of only three supervisors in my way team that have had the experience in all roles of the employees that we supervise, this allows me to garter when people require assistance or have problems.Im often asked to assist and only offer my befriend and dont belt along in or takeover because they arent doing it the way I think. I am not one of those supervisors that sit back when times are tough, kind of I am there at the awaitline go bading through the challenge. At the end of every shift I supervise I say thank you the employees I supervise especially if its been a challenging shift. To be good and my play role requires me to be decisive, creative, level headed and realistic due to the, I allow my employees to think of solutions and give them feedback and other ideas. I tend not to tell them what to do and micro-manage sort of I choose to step in when they are stuck or there is some appointment of fighting(a) and ever changing work situation. Logistical problems will often arise and need to be see to it expeditiously ideas.I have good conflict management skills and have settled a publication of disputes that have occurred between employees. A short enchantment ago I had two employees who were arguing outside my office quit loudly and before I had an opportunity to see what was happening one of the employees came race into the office very flustered and put off stating that he needed to go home. I spoke to some(prenominal) employees separately and together to resolve the issue and the upset employee confided in me that he had some other personal issues that may have affected his reaction. There was still grounds for his complaint so the other employee was dealt with. I gave the upset employee ten minutes to calm d possess and gather himself and after that time he thanked me and state that he was ready to resume work. I believe that this o utcome was realistic because I of my conflict management skills which allowd my integrity, my communication skills and the employees feeling comfortable enough to confide in me.As I have mentioned before I am believe I have the traits and that I am an effective leader however I am not blameless and there is always room for purifyment. Knowing what makes and effective leader is the first step to developing the skills. As I have read in some of the articles some of the traits come naturally, some are substantially developed and some will require hard work to develop. If possible I think its important to have a good leaders role model as I do. This would help you set the exemplification and with some personal reflection or feedback from others allow you to come upon the traits that require development. In my organisation supervisors and managers are given leadership workshops to set up this training and help triggers self-reflection and development of the traits of an effective leader. During this workshop I demonstrated my traits as a leader and was able to develop those which require improvement.My organisations thinks and goals are reflected in the mission, vision and values with safety being the important core value. By working safely, ensuring other employees work safely and ensuring the mission, vision and values are followed or worked towards would insure that my work goals and plan reflect this. I have a yearly Personal execution of instrument Review (PPR) with periodic correspondings through the year, that take ins my work goals and plan reflects that of my organisations. There is weekly management meetings that I give ear (shifts permitting) where we are updated with any changes or updates the organisations plans or goals. virtually recently my company is trying to reduce operating(a) be and we have been asked to be wary of costs and find ways to reduce cost. This is supplemented by mend emails and correspondence from colleagues about our organisations goals and plans.To chequer I meet my Job responsibilities I need to know and understand what my job responsibilities are. As a supervisor at Aurizon I have responsibilities that are common to all supervisors, managers and sometimes all employees, as well as a number of responsibilities that are unique to my job role. At the time of applying for my position I was supplied posture Description which identified the key responsibilities of my role and this was followed up by a meeting with my manager upon being successful. There is also a handbook created by previous supervisors that lists the daily responsibilities of my role (although this is principally utilize for use by those acting in the role.) I have a diary that I mark my daily actions that I not only use as evidence for my PPR, but also to fancy I have met some of my daily/ periodical responsibilities. I alsocreate daily lists to ensure that not only my regular daily responsibilities are carried out but also any excess requirements that arise are met.As previously mentioned I have a PPR to stones throw my personal cognitive operation on an annual basis with periodic meetings to measure out my progress. To assist with evidencing this and master(prenominal)taining this I have a diary that I record targets and responsibilities I perform. I also take note any emails of praise from my manager, other colleagues in my organisation, and external parties. Regular conversations and feedback from my colleagues and mangers also provide measure of my performance. I maintain my performance by ensuring I meet my monthly targets or key performance indicators and analysing it on a regular basis to ensure its at the appropriate level or higher. If I believe that my performance is not to standard or if I was informed that it was to the expected standard I would look at ways to improve my performance. In my organisation and for my role my in fussy my work revolves around timetables for trains a nd is very time ground. In my office we have a whiteboard with the timetable for my shift and the neighboring train after which becomes one of our main priorities for the shift.To uprise and prioritise my work I write a list at the start for the shift which would include my daily responsibilities such as meetings and checks. I so add tasks specific to that day that regularly occur or have been prearranged for the day, new tasks are added to the list as they come up. All the tasks will have a specific time frame of culmination whether it is to be completed by the end of my shift, during my shift or in some cases over a period of days, weeks or months. To help me dress up my work I use technology to help organise and manage my work. I mainly use my mind-set calendar with reminders of regular daily tasks and use it to set reminders for future tasks that extend beyond my shift. We also fulfill daily emails from colleagues regarding our priorities or tasks for the day. Due to the nature of my work and my sometimes limited time in front of my computer I prefer to not use technology, as it changes regularly and isnt necessarily the most efficient way to manage my work.I am able to maintain my work/ spirit labyrinthine sense quite easily due to my role and the number of people in my team. I am one of five supervisors that perform my role and we work a 24hr roster, so there is always one of us (or in some case an acting supervisor.) This operator that I almost never take work home and when I leave, I leave my work at the gateand most of time work my set roster. This allows for a regular amount of life time which is important with a young family. I have a good family with my manager and I am pretty lucky that he is very pro-family and out of work activities. I also have a number of activities outside of work and more importantly away from work people which include offer up fire and rescue, regular serve and socialising with friends. During work time I also look to have a least half(prenominal) an hour away from my desk/work duties for my lunch founder to take time out. I have number of skills and knowledge that I am required to hang on competent in to maintain both legitimate and organisational qualifications and knowledge.To ensure that these standards of power I have regular refreshers and assessments dependent on the qualification or competency required. The majority of these are monitored by the training plane section in my organisation and other employees. I also have a computer based architectural plan with my training profile and due dates, these are mainly revolved around computer based training. A number of my competencies or qualifications are skill based and requires periodic assessment, so I regularly make time to practice and use these skills in the body of work as I dont regularly use them as part of my role. In addition to my requalifications and refreshers, I ensure my knowledge is maintained I regularly re-rea d rule books and workbooks from cable. My PPR process allows my manager and me to delineate developmental needs and so far I have completed and Excel course, leadership course and drug and alcohol sampling course, with a number of other development opportunities already identified.I even suggested this course which I saw as well(p) to my development. Once again self-reflection and identifying gaps, weaknesses and room for improvement help me identify my developmental needs. When looking at my developmental needs I also need to take into account my personal acquire agency. There are numerous theories and models on tuition styles, some of which pigeon hole your information style while other identify you tendency towards that style. According to work adapted from Barbe, Swassing and Milone reading styles consist of three types, Visual (seeing and reading), Auditory (hearing and speaking), and kinesthetic (touching and doing.) After reading the traits for each style I would mos t likely identify myself as having a optical learning style followed by an Auditory. love life and Mumford (based on work by Kolb) identified four learning styles as Activist,Reflector, Theorist, and Pragmatists. Activists tend to enjoy team/group activities and learning Reflectors tend to enjoy self-paced learning, scenarios, observations and meetings Theorists tend to enjoy reading, experiment based activities, classroom and laboratory/workshop training, conferences and discussion Pragmatists tend to enjoy on job training, coaching and work based projects. After conducting the test based on this model I show low preference to having an Activist learning style and mollify preference to the reflector, theorist and pragmatist learning styles. I also conducted another test on the internet based on the Gardner model which is an amplification on the three types of learning styles of visual, auditory, and kinaesthetic. Gardners model splays the contrary styles to seven, consisting o f visual, social, physical, aural, verbal, solitary, and logical.After taking this test I showed that I rarely use/prefer visual and physical learning styles, and have a moderate preference towards all the other learning styles. Based on the various results and self-reflection of my personal learning style it is quite clear that I have a moderate preference towards a number of learning styles. My personal learning style is that I like to read and take notes on the theory of the knowledge/skill to be learnt, question the material and ask what-if questions (especially if its knowledge of rules,) followed by on job mentoring. My recent two main qualifications/skill that I have gained in train operations was following this process. I know from previous courses and employments that I dont like role-play scenarios and prefer on job experience.To ensure that I took advantage of learning opportunities I would if possible adapt/suggest the learning style to grammatical case my own. However I am more than open(a) of still learning in a different style than my preferred styles and wouldnt pass up an opportunity for learning. As previous mentioned during this paper my main source of feedback is from my PPR process with my direct line manager. I also receive some feedback from my peers, direct reports and inwrought and external customers usually via my line manager. My company also has a development program for managers with confidential surveys of your line manager, reports and peers. Any feedback I receive, whether it is good or bad, I will analyse for anyways to improve my performance or competency. This could be to learn new skills, development programs, courses to expand on a current knowledge/skill base or to observe/shadow a colleague.I have anumber of networks both personal and work related that are of assistance to me in my current role. Due to the size of the town I live and work in, I have a number of personal relationships that have aid in these networks. I am a volunteer firefighter and have a network of other volunteers I encounter both through the brigade and through other agencies. Having a variety of people has not only allowed the sharing of knowledge regarding emergencies, but has also assisted in the foundation of other networks. This has been beneficial to me as I have been able to use my extensive knowledge of emergency situations in my role and increase my work related networks. A network that I use to increase my knowledge on a regular basis is with the mechanical department.I have a good relationship with the supervisors and direct reports and receive a lot of technical foul information that is of great benefit to me. In planetary by having good relationships/networks you potbelly gain knowledge by asking questions and shadow/observe crush practice. Maintaining a emulous edge in the work place is a very important in todays age, if you dont then youll be left behind. An important outlook is to know that you dont kno w everything and that you need to keep learning and acquiring knowledge and skills. Currently in my workplace I have a competitive edge over my peers, as I am motivated, have more qualifications and skills than the majority of them, better communication skills, better computer skills, my willingness to learn new things and most importantly that I strive to do my job to the best of my ability.To ensure that I acquired new skills I would seek learning opportunities both in and out of the work place. I would identify these learning opportunities through my PPR process, feedback and self-reflection. In conclusion to manage my work priorities and professional development I use self-reflection, my personal performance review, and feedback to identify development needs and opportunities. By being aware of the many traits that make a good role model and an effective leader, I can use self-assessment and other forms of feedback to improve and develop my skills. besides by being aware of the traits I can identify a role model of my own to help in becoming a better leader.