Diploma in Leadership for Health Essay

The make up ones nous of this unit is to assess the learners companionship, sense and skills necessary to promote the original duty to maintain the currency of companionship and skills and the sine qua non to continu eithery reflect on and alter implement.The reading outcomes d inducestairs are to be covered to en up to(p) you to achieve the unit.1. Understand principles of lord mystifyment.2. Be capable to order goals and tar nettles for bear paid information.3. Be able to prepare a headmaster offending think.4. Be able to exit performance through meditative practice.ASSIGNMENT COMPLETION INSTRUCTIONS exculpate distributively skill outcome with a minimum of 250 words for each assessment criteria.Refer to the relevant workshop material in ill-tempered the Additional Reading Material. This assignment needs to be graphic symbold and when completed send to suzannebettaneyeuro inceptionsolutions.com scholarship take 1 UNDERSTAND PRINCIPLES OF original education.1.1 Explain the vastness of continu tout ensembley improving knowledge and practice.It is all-important(prenominal) whilst working in a childcare consideration to continually meliorate your knowledge and practice to stick out all aspects are carried out correctly in line with up to go steady policies and procedures. This helps to ensure that the best practice is followed at all ms. intellectual that practice puke change frequently and backing backing ourselves up to date is zippy. Constant learning of all stave would besides ensure that no one is falling behind and that e reallyone is up to date. Sharing information just about the squad up helps to certify all staff are unploughed up to date with changing practice and are following the best practice possible. Froebel believed that the training of workers for primeval geezerhood settings was essential Early years and commandment pg.6.Benefits of trainingThe benefits of staff training are trusty pract ice and postulate together master copys to develop common ways of working which impart amplify an employees potential to progress and enhance performance. Continually training or extending to having coach-and-fourial skills enable the individual to apply for a new-fangled frolic role or a promotion, therefore leading to a charge progression.Benefits to the individualThe benefits to the individual of improving knowledge and practice are decent confident in your skill. Effective education requires practitioners who ensure that young children develop rapidly, children are entitled to provision that sustains and extends knowledge, skills, consciousness and confidence. The outcomes for the children are wear out for development and breeding. radixwork acts as a toolkit to engage in all scenarios.Benefits to the employerIt is the employer who has overall responsibility for their staff and therefore it is in their best interests to pass a tumesce trained team. It is  beneficial to the manager to be able to get work realize safely, effectually and efficiently, the organisation is only as best as its overall staff. Having had push training staff will be able to pick up on extra additional needs a child may need as a core the child needs rotter be met success adequatey.1.2 Analyse potential barriers to professional developmentIn order for me to progress within my professional development, i should consider any potential barriers, once these barriers throw away been identified i should look at these barriers as challenges to overcome and not as problems which may remain unsolved. I consider barriers as a stepping stone to improve my skills and knowledge.Here is a list of some barriers which may prevent progress professional developmentHaving inadequate staffing levelsFear and lack of confidence in learningLack of clipping due to high work stacksLack of resources and skillsLack of effective valuation of learningEveryone has contrasting learning styles, some people find it uncontrollable sitting in a class and taking notes from a teacher, other people learn better from practical, I myself learn better world more hands on. talking to barriers could play a big part in a staff member understanding what they are hearing or reading. A manager should encourage this member of staff to get extra help from themselves or an early years advisor.Individuals soulfulnessal beliefs and attitudes impact significantly on the way they behave, overcoming these barriers is essential and here are a hardly a(prenominal) ideas of how things can be resolved. Talking to the key individual, this gives an insight into particular problems or mail services.Advantages takeIdeas can be exploredInformation can be obtainedGets any problems rigid quicklyDisadvantagesIt relies heavily on the key individualThe responses may be biasedIt may be difficult to find the right person to talk toObservation is an effective way of assessing peoples behaviour in their working environment, this gives detail and analysis of current behaviours. A wrong of this is that some peoples behaviour alters if they know they are being observed.A true(p) questionnaire can help give me a neaten picture of current practice, I can then get a rapid pick upion of large amounts of data from lots of people it alike highlights any need for change through communication from result. nearly disadvantages from this is that duration is needed to develop good questions and I cannot ask follow up questions.Professional development is vital to improve the workplace and it is essential for good people counselling. Continuing professional development is an ongoing, architectural formulatened, learning and development demonstrate which enables all workers to expand and fulfil their potential.1.3 Compare the work of different sources and systems of support for professional development. software documentation for my learning and development is very important and can be provided by other people in my workplace and also by outside agencies.Sources of support supply meetings preparedness provided in baseTraining by outside agenciesAppraisalsDiscussions with staff teamInternet and E-learningTraining planned activities which enable a trainee to do something they havent done before. Learning absorbing new information to apply in practice. Training is the input of information from outside, learning is the internal process of absorbing and understanding that information so it can be put into practice.Another source of support is victimisation my manager as a role lay and having staff meetings for advice. Supervisors can support my professional development by development supervisory meetings as an opportunity to scaffold and support any new knowledge. One way of doing this is to analyse my deliver work and its implementations. reflexion is important because it empowers people to assess their own performance. Awareness of my own strengths as well as my limits and vulnerabilities allows me to make mid-course corrections in work performance that feels graphic and unforced.1.4 Explain factors to consider when selecting opportunities and activities for keeping knowledge and practice up to date. instruction OUTCOME 2 BE ABLE TO PRIORITISE GOALS AND TARGETS FOR OWN PROFESSIONAL DEVELOPMENT.2.1 Evaluate own knowledge and performance against standards and benchmarks.My role as team attracter is to work as part of the management team, to provide professional lead and management to the nursery staff to ensure all children invite the highest standards of care and education. I need to have positive working relationships with staff, parents and carers and make sure that my entire team feel supported in their commercial enterprise roles. My key responsibilitiesProvide professional and relevant feedback to parents/carers about their child. Ensure records of development and learning are accurately maintained by the set away staff. put one across sure appropriate preparedness is in place to maintain the required standards. Provide leaders and support staff to enable them to establish and promote positive working relationships. Guarantee that practice and provision in the nursery meets the requirements of the early years foundation stage. Ensure all children are kept safe and that staff understand and, when necessary, follow safeguarding procedures. Support the development of good practice with regards to special needs and inclusion. split and maintain highly professional working relationships with relevant local authority departments, regulatory bodies and other agencies.wellness and safetyUndertake a shared responsibility for health, safety and cleanliness throughout the nursery. Be fully sensitive of all emergency and security procedures. working(a)Support the manager and staff during inspections by regulatory bodies and assist in the implementation of any recommendations. Promote the nursery to current parents and potential customers.StaffSupport and supervise nursery staff with their day to day duties. Support and mentor staff and students.Be responsible for taking part in all self-development activities such as appraisals. Identify any training needs. modernise positive relationships with staff.GeneralAdhere to all friendship policies and procedures.Ensure that the companys policies on diversity and equal opportunities are adhered to.The tasks I have stated in a higher place require a different combination of skills, knowledge and ad hominem attributes for my work to be effective. I need to hold sanitary written and spoken communication skills, have good cartridge holder management and organisational skills to meet deadlines and targets and to have leadership skills to be able to support, develop and propel my team. I need to hold and NVQ level 3 or above with at least 2 years look in an early years setting, have a working understanding of the e arly years foundation stage and have current first aid qualifications to postulate out my argument role.I also need to have introductory leadership skill, experience of meeting OFSTED requirements, practice as a direction leader or manager and knowledge of OFSTED and EYFS. Some person-to-person attributes that I feel I hold which allow me to achieve in my job role are being caring, mature and having a patient nature. I also need to be consistent and fair and have a sense of responsibility.2.2 Prioritise development goals and targets to meet expected standards.To become more effective in my job role I need to have a plan. Having a visible plan helps me as a team leader see a quick overview of daily tasks and allows me to check that everyone understands their own work objectives. It also helps to agree cartridge clipscales and goals and helps with performance and managing.Planning skills are vital to my efficiency and success in my job. I have to be able to set and achieve targe ts, prioritise these and help others do the same. The main purpose of negotiating realistic targets for work is to ensure that work gets done in a reasonable time and allows for overall better management, focusing on the outcome. ambit targets is part of planning so the more accurately I keep to a plan usually the more likely I am to succeed.Personal development is a long process. It helps me to assess my skills and qualities, consider my aims in life and set goals in order to realise and maximise my own potential. Practical go need to be taken to enhance my personal development includingOrganising my timeOvercoming barriers to learning a new skill travail a skills appraisalBeing able to manage my time effectively will allow me to plan specific periods where I can devote myself to depicted objecting and preparing for future assignments. Time management has always been one of my personal areas to improve and now I feel that i need to prioritise study time as this could be a p otential stone pit for me. My end goal is to be able to complete my NVQ level 5 and in order to do this I need to plan where to study and still set aside time to spend with my family and work life. Some ways in which I can begin to organise my time could be to delegate at home and at work and to collect appropriate reading materials to help me, I can use all these skills to implement at work what I have learnt from studying.LEARNING OUTCOME 3 BE ABLE TO PREPARE A PROFESSIONAL DEVELOPMENT PLAN.3.1 Select learning opportunities to meet development objectives and reflect personal learning style.(please state the method you used to put your learning style and eviscerate your findings) State and explain the learning opportunities.Having a personal development plan helps me to take responsibility for my own personal development this will cause me to develop my own skills and to be aware of strengths, weaknesses and what training readiness be required to fulfil my future plans. Here are a few main steps to begin this processConsider my own skills, strengths and weaknesses. in the beginning i can work out which areas I need to develop, I need to analyse the skills I already hold. Decide which areas I need to develop. Looking at my current job I need to decide whether I intend on staying in my job role. Create the plan. I would think about how I can achieve objectives and do I need more training? Discuss plan with others. My manager or even my colleagues could give support and offer suggestions to help gain experience. see my planReview my planAfter looking at all these steps I can now begin building my own professional development plan. After previously stating in an earlier office everyones learning styles are different, I see myself as a pragmatist meaning I am keen to test things out in practice and like to experiment with new ideas.3.2 Produce a plan for own professional development, using an appropriate source of support.(Use format shown in additional re ading activities)It is often a good idea to keep a record of personal development plans. By writing subdue key developments in learning and development as and when they occur, I am able to reflect on my success at a after date. This construction may well help to motivate me to learn more skills in the future. Targets identifiedResources requiredRecommended solutionExpected outcomeTimescale for uttermostLeadership skillsTime managementTo complete NVQ level 5 ease from colleagues and friendsTime log and diaryAppropriate reading materialsBe aggressive and take control of situationsPrioritise my time, make a plan for work, home and studyingPlan when to studyTo be a confident team leader who can delegateTo have a healthy aBalance for work and home.To pass each assignment and maintain standards at workOngoingImmediatelyDecember 2015I will use the results of my PDP evaluation as part of the continuous improvement process to develop the following years PDP, and to revise professional le arning goals based on my performance results and practice.3.3 Establish a process to label the force of your professional development plan.In order to establish the effectiveness of my PDP, I will need to measure my achievements against the targets and goals I have set. As well as being SMART, in order that the goals are achievable, I must use a method of evaluating its effectiveness. In this case, a formative method would be appropriate as I will need to evaluate my outcomes on a regular basis. Summative methods would not be appropriate as it would only take into direct measures of actual achievements, and would not fib for all the different factors involved in the process. A formative evaluation would enable evaluation of all these factors in order to have a working document that can be adapted on a regular basis, in order that it stays relevant and SMART. My targets are time management, developing my leadership skills, delegating and completing NVQ. I need to break down some of these nevertheless in order to make it easier instead than just trying to measure that my leadership skills have improved.For example, delegation is a leadership skill but will also help with my time management. How I go about delegating will show how my leadership skills are developing. Therefore improving my leadership skills is the end goal and the targets I need to meet to help me achieve this are to improve my time management, complete my NVQ, delegate tasks and to be able to take steps to achieve this. I might also break these down further so that to improve my time management would be to complete assignments and submit them on time. However, to achieve this I need to set aside time to study, which will show that I can manage my time, so I would need to include this within the plan, as well as how I have achieved this. I will also include clock when I have been unable to achieve things such as setting aside study time and evaluate this.This will demonstrate my leade rship skills are improving. When evaluating the effectiveness of my PDP, I must reflect on what has been reclaimable and what has hindered the targets I have set myself. This must also take into taradiddle the opinions or feedback from colleagues and peers. As I have chosen a formative style of PDP, regular evaluation and reflectiveness is an integral part of the formative PDP, and something that I must evaluate and re-evaulate on a regular basis, so that I am more aware of my strengths and weaknesses. When I evaluate my plan, my ruminations on the effectiveness of the plan will help me to adapt my behaviour and the plan if necessary.LEARNING OUTCOME 4 BE ABLE TO IMPROVE PERFORMANCE done REFLECTIVE PRACTICE.4.1 Compare models of reflective practice.There are many different models of observance the most simple model could be Bouds angular representation. ExperienceLearning ReflectionThis model has restrictions it doesnt lead us as to what reflection might consist of or how lea rning might transform into experience. Alternatively, other theorists have broken down the cycle into further stages an example of this is Gibbs reflective cycle. Gibbs model acknowledges that personal feelings influence the situation and how I could begin to reflect on itEdgar Schon describes reflection in two ways, reflection in and reflection on action. The differences in these types of reflection are reflecting whilst the situation unfolds (during the activity) and reflecting retrospectively on an event (looking back and changing what didnt work). Greenwood states that reflection before action is an important preparatory element to reflective learning as it allows the practitioner to formulate plans ahead of situations arising.Reflecting on action is by chance the most common form of reflection it involves me carefully re-running in my mind events that have occurred in the past. The aim is to value strengths and to develop different, more effective ways of acting in the fut ure. Reflection in action is the gasconade of the experienced professional, it means examining my own behaviour and that of others while in a situation (Schon 1995) The following skills are involvedBeing a role player observer in situations that offer learning opportunities Attending to what I see and feel in my current situation, focusing on responses and making connections with previous experiences.Reflection on action is a more appropriate type of reflection especially when developing a personal development plan as I can record, look back, analyse, and improve after each target has been reached.4.2 Explain the importance of reflective practice to improve performance.Reflection is one way of helping to link a theory and contain learning. Through reflection i canFocus thoughts on experienceGain greater understanding of my practiceBecome more aware of knowledge and skills which I have developedIdentify strengths and areas for developmentDevelop an action plan for future developme nt.Reflecting on performance and acting on reflection McKay notes is a professional imperative 2008 forthcomingThrough reflection i can examine my own thoughts and feelings about the experience and identify the interventions that best meet the specific childs goals for growth and development Being a reflective practitioner helps to increase my skills, understanding and learning. It results in being a more effective practitioner. Effective practitioners are those who understand themselves, their knowledge, their feelings and the framework within which they understand children. Being a reflective professional requires that I continually review and develop my own practice.4.3 Use reflective practice and feedback from others to improve performance. (please write a personal and witness account of this in practice with explanation and examples)One personal example of using reflective practice to improve my performance came to me only recently. Up until a few weeks ago I was job shari ng my team leader role with another member of my team. I found it very difficult to voice my opinions and always felt as if delegating wasnt working. altogether shared responsibility on her side was more often left wing incomplete and as you can see I was feeling very annoyed and upset about this due to the feeling I was allow the remainder of my team down. After continually liaising with my manager about this I began to feel more confident in speaking out as I feel very passionate about my job I didnt want to fall even more behind with planning and jobs to improve my team.I have now taken on full responsibility of my unit and have had very positive feedback from my manager on how the unit and team have improved significantly. Every day I am developing more self confidence and courage and am learning to be more assertive as a team leader. Having positive feedback from my manager and colleagues has given me a huge confidence boost, discerning that I am capable of leading my team which enables me to continually improve the quality of my work.4.4 Evaluate how practice has been improved throughReflection on best practiceReflection on failures and mistakes.