Personal Development Plan PDP by Rev Fr Peter

Personal Development Plan (PDP) by Rev. Fr. Peter Egielewa, Ph. D At the Staff Training of Edo University, Iyamho, Edo State 25 th October, 2017 Personal Development Plan (PDP) by Rev. Fr. Peter Egielewa, Ph. D is licensed under a Creative Commons Attribution-Non. Commercial-Share. Alike 4. 0 International License.

“Planning is bringing the future into the present so that you can do something about it now. ” – Alan Lakein �

Outline 1. 2. 3. 4. 5. 6. 7. 8. Concept Clarifications What is Personal Development Plan (PDP)? Theoretical Framework: David Kolb A Model PDP “Corporate” Personal Development Plan Inhibitions to an effective PDP Recommendations References

Personal Development Plan (PDP) What is it?

Clarification of Concepts (Merriam Webster’s online Dictionary) Ø Personal: “of, relating to, or affecting a particular person”. Ø Development: “the act, process, or result of developing”. Ø Plan: “a detailed formulation of a programme of action”.

Personal Development Plan (PDP) Individual Development Plan (IDP) Personal Enterprise Plan (PEP)

PDP is………. . “conscious effort to document a development plan for an individual that should include self-analysis, personal reflection and honest appraisal of one's aspirations, strengths and weaknesses, education and training, opportunities and risks as well as alternative plans (Plan B)”

PDP asks 3 questions…. . v. What do you want? v. Why do you want it? v. How do you plan to get there?

Theoretical Framework: David Kolb’s Learning Cycle Theory David Allen Kolb was born on Dec 12, 1939 in Malone, Illinois. ü An American Social and Behavioural (Educational) psychologist. ü Studied at Knox College and Harvard University. ü With Ron Fry developed the Experiential Learning Model (ELM) at the Weatherhead School of Management, Ohio. ü Published his experiential learning cycle in 1984 based on the learning models of Kurt Lewin (importance of active learning), John Dewey (that learning must be grounded in experience) and Jean Piaget (emphasis on the interaction between person and environment on intelligence). ü

Four Stages and Four Learning Styles of David Kolb

Four Stages and Four Learning Styles

Three Stages of PDP q Stage 1 – Personal Analysis q Stage 2 – Setting Goals q Stage 3 – Personal Objectives

Stage 1 – Personal Analysis § § § § What was I born for? What is life? Why am I here now? Strengths and weaknesses Opportunities and possible threats (SWOT) Internal threats (self=attitude, relationship with others, communication style) or External threats (others=Peers, environment=Social, Political, Quota, Gender equality issues, etc. ).

Stage 2 – Setting Goals ü Setting ü Using new and clearly definable goals. the SMART principle (Specific, Measurable, Achievable/Attainable, Resultoriented/Relevant and Timely).

Ø Specific: A goal is specific when it is able to answer the question: What exactly do I want to achieve? Ø Measurable: A goal is measurable if there is tangible evidence to show that it has been accomplished. Ø Achievable/Attainable: A goal is achievable if the effort, time and costs needed to achieve expected results are available.

ØRelevant/Result-oriented: An expected goal is relevant if it can answer the question: Why do I want to achieve this goal? ØTimely: Time is money. A goal is timely if it has a timeframe for its realisation.

Example: By 24 th November, 2017, learn the new software for accessing online materials in order to prepare for a professional exam, passing which will improve my promotional chances and enhance the University profile. Ø Who: John Moses Ø What: Software learning (Specific) Ø When: 24 th November , 2017 (Timely) Ø Where: in the Library, in the Office, at home(Achievable/Attainable) Ø How: By means of a computer (with access to Internet) (Achievable/Attainable) Ø With whom: Assistance of the Librarian(Achievable/Attainable) Ø Limitation: Pressure and targets of official work, availability of fund, availability of the Librarian (Achievable/Attainable) Ø Why: Enhance my promotional chances, improve University Profile. (Relevance/Result-oriented) Ø Evidence: Certificate of passed professional exam (Measurable) Ø Alternatives: Improve my presentation skills (Again: where, what, how, with whom, Limitations, why and alternatives have to be reformulated) (new SMART)

Stage 3 – Personal Objectives �Goals are intangible and long term in nature. �Personal objectives are more concrete in outlook and even in realisation. �Personal q Individual. objectives can be…. q Corporate/Professional.

AN EXAMPLE OF A PERSONAL DEVELOPMENT PLAN (PDP) Name: Mr. John Bull Institution: Edo University, Iyamho Department: Biochemistry Position: Labour Officer 1 Date PDP Completed: ? ? ?

Stage 1: Personal Analysis

Stage 2: Setting Goals

Stage 3: Personal Objectives

� 1. 2. 3. 4. 5. 6. 7. 8. How to begin a PDP? Define your purpose in life. Dream. Be convinced about your beliefs and values. Write down your plan. Be clear about details and steps. Design a course of action. Follow the plan. Review progress. Evaluate when plan is achieved (successes & failures).

“Corporate” Personal Development Plan � The CPDP prepares, evaluates and executes a PDP that is tailored towards strengthening the employee’s effectiveness (Technical, Psychological, Social, Religious). � Technical: reviews the present performance and output of the employee and develops a PDP that sees his/her competence improved and enhanced.

� Psychological: employers ensure that the employee has the necessary atmosphere to work that enhances and supports his productivity (. e. g. salary, office, leave). � Social: employers develops strategies and works to improve work-based relationships (peers, line manager, CEO) and how these can enhance and where there needs to be improvement.

� Religious: If and how one practices a faith can enhance and affect productivity.

Inhibitions to an effective PDP 1. Fear 2. Shortsightedness 3. Negativity 4. Communication Barriers 5. Lack of Creativity

Recommendations � Draw up your PDP yourself today basing on SWOT analysis. � Plan it to be SMART compliant. � Draw it up and get inputs from colleagues, immediate line supervisors or managers. � HR Managers line Supervisors: Draw up CPDP for each staff and use same to support and enhance the productivity of staff using the SMART principle. � PDP can be applied in other areas of life because it gives focus and direction to one’s life.

References � � � � Dan Mc. Carthy (2016), “Individual Development Plan (IDP) Samples for Busy Managers”. https: //www. thebalance. com/individual-development-plan-samples-for-managers-2275943. Accessed on 20. 10. 2017. David A. Kolb (2017), American Men & Women of Science : A Biographical Directory of Today's Leaders in Physical, Biological, and Related Sciences, Gale, 2008. Biography in Context, link. galegroup. com/apps/doc/K 3099062616/BIC 1? u=plan_main&xid=e 9 a 25916. Accessed on 24. 10. 2017. Sid Savara (2017), “How to Write A Personal Development Plan For Your Career and Life”. https: //sidsavara. com/personal-development-plan/#ninja-popup-6572. Accessed on 19. 10. 2017. The Peak Performance Centre (2017), “Learning Cycle”. http: //thepeakperformancecenter. com/educational-learning/process/learning-cycle/. Accessed on 19. 10. 2017. Tom Preston (2016), 4 Keys You Do Not Want to Miss in Your Personal Development Plan. http: //www. fullcirclecoachingandconsulting. com/4 -keys-you-do-not-want-to-miss-in-yourpersonal-development-plan/. Accessed on 19. 10. 2017. UHR, Employee Development “Writing S. M. A. R. T. Goals”. http: //www. hr. virginia. edu/uploads/documents/media/Writing_SMART_Goals. pdf. Accessed on 16. 10. 2017. Your Coach (2017), “SMART GOALS”. http: //www. yourcoach. be/en/coaching-tools/smart-goalsetting. php. Accessed on 17. 10. 2017. Personal Development Plan (PDP) by Rev. Fr. Peter Egielewa, Ph. D is licensed under a Creative Commons Attribution-Non. Commercial-Share. Alike 4. 0 International License.