My Personal Development Plan
It is important to develop a personal development plan. Sure, I can go to seminars, workshops, or take a class or two. However, only by reflecting on where I am and where I want to be, can I decide on the most appropriate and effective course of action. This means that I must identify my development needs, choose a development goal, identify the actions that I need to take and the actions my employer can take to help me meet my goals, determine how I will measure the attainment of my goal, and develop a time table for the achievement of my goal (Noe, 2010, p. 377).
My goal is to assume the position of Technology Integration Specialist. This is a position that has been open for the past two years, since the last specialist left. At the same time, I would also probably retain my current position as Chairperson of the Business & Technology Department, splitting my responsibilities between the two positions by teaching half-time. After much reflection, I have determined that the following four types of development will help me to attain my development goals:
- Continue my formal education to obtain my Ph.D. in Educational Technology (Noe, 2010, p. 350). This would have to be through a university. My rationale for this is that I need more exposure to how to effectively use technology in the classroom. I also need more experience in learning how to research new technologies and their effectiveness in the classroom.
- I should also attend management training (Noe, 2010, p. 352). Although I have been department chair for five years, I have no formal training in management. I have one employee who consistently puts in the least amount of effort needed to get through the day. I have requested that he update the curriculum for two of his classes for two years, but he still has not does this task.
- In order to help improve my management skills, I would also like to institute 360-degree feedback (Noe, 2010, p. 361-362). The results of this feedback from administration, faculty, students, and parents would help me to identify my strengths and weakness, both as an educator and in my managerial role.
- Finally, as a result of the previous steps, my ultimate goal is to be transferred to the position of Technology Integration Specialist (Noe, 2010, p. 368-369). Although this would not be a promotion, I would assume many new responsibilities that would allow me to utilize the knowledge and skills I have gained from my education in Instructional Design and Technology and from the degree I intend to pursue in Educational Technology. I look forward to the new challenges that I will face in this position. I also look forward to the satisfaction I will receive by helping other educators effectively utilize technology in their classroom.
References
Noe, R. A. (2010). Employee training and development (5th ed.). New York, NY: McGraw Hill.
Sue,
ReplyDeleteOne thing that both of our personal development plans share is that we included some form of assessment as a part of our plans. As part of the 360-degree feedback process, Noe (2010) notes:
“First, the manager needs to identify specific actions she can take to reach her goal... Next, the manager needs to identify whom she will ask to provide feedback about her progress. Third, the manager needs to consider how she will find reinforcement for her progress” (p. 362).
Ahead of getting feedback from administration, faculty, students, and parents it seems like you’ve already done some significant work identifying strengths and weaknesses and the specific actions you can take to reach your goal. Do you think you will be able to find someone inside your organization to provide feedback about your progress? Will your organization be able to support you and reinforce you as you work toward meeting your goals? Or will you need to look to outside resources, as I feel that I need to, to help you meet your career goals?
- Patrick
Reference:
Noe, R. A. (2010). Employee training and development (5th ed.). New York, NY: McGraw Hill.
Sue,
ReplyDeleteI like the fact that you have identified a clear goal for your personal development plan. I would agree that it is important for you to develop management skills for your new position. I would have liked more management training when I took my first supervisor position as opposed to learning on the job. It's one thing to teach kids; managing and helping adults integrate technology is a whole different ball game. Your idea of using a 360 evaluation tool is a great way to get valuable input on how you're doing. How often would you do the 360? From my experience, the best way to become a technology integration specialist is to take on the role and responsibilities. What resources and support from the district will you need for this on-the-job training to be successful? Is there someone at another school that can help mentor you?
Besides getting the technology integration specialist position, how will you measure your progress and success of your personal development plan? Is there a time line for completing the personal development plan? I hope you obtain you goal.
Mike
Hi Sue! You said it right about the importance of getting feedback. Just like how you do, it should be seen as a positive tool for protecting and improving performance. It’s about identifying your strengths and weaknesses inside-out from the perspective of others.
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