APPENDIX A – REFLECTIVE STATEMENT

The following statement aims to reflect upon and demonstrate the personal and organisational development experiences I have undertaken through the completion of the professional project as part of the BA (Hons) Leadership and Management programme. Overall, the learning experience has proved to be an interesting and rewarding leadership and management development journey.

The personal development process associated with the programme and the

professional project has been dynamic and complex, however extremely rewarding, Timbers (1965, p.22) states that to develop, a manager must want to develop enough to make the necessary effort to do so he must also be motivated as without motivation, little development occurs. In comparison, a personal example in an organisational context was gaining the flexibility and confidence to take advantage of opportunities to extend my knowledge and skills within the workplace. Similarly, Anderson, Barker and Critten (1996, p.16) confirm tension and restriction can be resolved only by a joint recognition on the part of the individual and the organisation that the effectiveness of their respective development depends on each other.

The process of self development has been an essential area in my personal development journey, notably the ability to undertake self awareness processes to acquire further insight. In support, Harrison (1997, p.296) defines self development as an informed and objective assessment of the kind of skills and experience that will be relevant for the future. Similarly, Bourner (1996, p.16) states self-awareness also covers awareness of our own strengths and weaknesses. This form of self-

knowledge contributes to developing my leadership and management competency.

As organisations become more competitive and results driven the Continuing Professional Development (CPD) process is considered an integral process for self development and a valuable workforce investment as it carries mutual benefits and organisational advantages and is often most successful and effective when both parties recognise and utilise the process fully. In support, Mullins (1985) defines CPD as planned self-development which embraces both personal and professional aims, and, in many cases, intended to impact upon performance.

I have developed a strong interest in the subject area and have enjoyed undertaking the programme and also the research project and this has increased my confidence and enthusiasm for the subject area and its wider meaning in the corporate context through the opportunity to increase knowledge and skills.

In response to the development of personal reflection and evaluation ability within the context of this statement, I have developed a personal SWOT analysis to outline the strengths, weaknesses, opportunities and threats associated with the completion of the learning and development journey.

Strengths Weaknesses

-Personal interest and commitment to CPD -Desire to progress and develop career -Motivation and enthusiasm for subject -Completing BALM and CMI programmes

-Increased workload and task deadlines

-Reduction in protected study time and study leave -Public speaking / self confidence

-Leadership /management opportunities in XXX

Opportunities Threats

-Delivering group training sessions on ‘culture’ -Further study in management and culture areas -Opportunity to develop general HRMD knowledge -Enhanced experience due to academic studies

-Increase in workload and responsibilities -Rapid development of theory and practices -Lack of progress due to economic climate -Redundancies / reduction in new vacancies

Table 17 – Personal SWOT Anlaysis

The completion of the professional project has allowed me to develop and acquire a range of work based skills, knowledge and competencies relating to leadership and management practice. I have firstly developed knowledge and experience of project management, the use of this skill was particularly beneficial when planning and implementing the research process as I was able to adopt a structured and

methodical approach, and is something I will continue to develop and use beyond the project and BALM. Furthermore, I have developed and applied the effective use of research skills throughout the research process, particularly when researching literature on organisational culture and undertaking research internally within TTT , this has allowed me to acquire specific information to support analysis and

In contrast, the completion of the professional project has allowed me to identify a range of work based skills, knowledge and competencies which I can further develop in my leadership and management practice, this mainly relates to soft skills and hard skills, I have completed and applied two self assessment tools to gain further insight.

I have completed the Johari Adjective personality tool (Appendix G) to acquire further awareness of weakness areas. The main areas for development identified from my personality perspective in the corporate environment, when applying the Johari adjective assessment tool was the need to remain logical and satisfied with achieved outcomes, however more positively, my efficiency, trustworthy and

reliability were consistently identified as positive indicators. The weaker indicators relate to constantly seeking to over-improve completed work or projects, which can unfortunately result in negativity; however the inclusion of this into my Personal Development Plan will be effective in managing ongoing development.

In contrast, I have completed the MCI Competence self assessment tool (Appendix F) to further assess work based development areas. The main areas for personal development were primarily identified as ‘invites others to contribute to planning and organising work’ and ‘shows integrity and fairness in decision making’, the two areas primarily relate to having in the past worked independently on projects and tasks and not having wide experience of working within a project team, these areas I feel will develop and flourish accordingly over the course of time, however, as above inclusion of this development area into my Personal Development Plan will be effective in managing ongoing development.

The skills and knowledge gained from completing the BALM programme have enhanced my leadership and management practice, this relates directly to an academic and corporate context. Academically, the programme has increased my enthusiasm for learning, and I am now applying for master’s programmes at Newcastle Business School to develop my academic and research interests. In contrast, from a corporate perspective I have recently gained a promotion within the XXX and will commence work in a Workforce Planning role later in 2011, this degree has provided me with academic credibility to enhance my career aspirations, as well as continued confidence and competency in the workplace.

In summary, from an organisational perspective the BALM programme has allowed me to critically link and underpin theory and practice within leadership and

management. I have been able to make more active and confident contributions to workplace projects and tasks through confidence gained on the programme,

additionally, the critical ability to link learning and teaching from a variety of subject areas into the workplace environment has proved beneficial during times of

transformation and change.

In conclusion, the programme has enabled me to develop as a leader and manager, and additionally make positive and valued contributions to operational and strategic business areas within the XXX through the skills, knowledge, experience and confidence gained from the programme.

APPENDIX B – RESEARCH QUESTIONNAIRE