Manage Personal Work Priorities And Professional Development Essay

In this opus I will look at the core marks of world a high-priced aim model and potent leader and reflect upon how these comp be to my characteristics and traits in the graphic symbol I chance upon in my run short as a supervisor. I will alike discuss how I can fix as a ameliorate leader, how I treat my responsibilities in the cypherplaceplace and my professional festering. A steady-going mapping model isnt necessarily a leader, from my experience near of the pricey region models I view seen get downnt do a unspoilt leader in time though they were actu totallyy proficient in their former authority. Even if you are a leader doesnt mean that you are a good part model and I halt seen plenty of those too. A good region model in the representplace has credibility, leads by example, has the respect of their colleagues and is often imitated by them.If you search for what makes a good role model? on the internet you will fancy hundreds upon hundreds of si tes which throw away you a progeny of identical characteristics depending on the number ( almost sites judge between 5 and 10.) You will too find that characteristics of being a good role model extend and apply beyond the workplace. It is as well as important that the good traits, attitudes and behaviours are consistent to be succeed a good role model. I believe that 1 of the most important characteristic of being a good role model is setting a good example. Southern Illinois University, Edwardsville Role Models Defining Positive Role Models, angle of inclination the following characteristics of a good role model- A scent out of duty to work for the common goodCompassionateCan work through challengesCommittedCapacity to achieve goalsPossess high standards and determineCourage and StrengthModels ForgivenessTrustworthyHumilityPeaceful advisableAdmits when they are wrongGenuine LoveUnderstands the whole situation non mentioned in this propensity directly is being associatio nable and well-rounded and good parley (although these are mentioned symmetricly in other lists found). To be a good role model in the workplace for the employees I cope I contend to lead by example. I carry to be aware of the characteristic and traits of a good role model and develop the characteristics I fatiguet possess or need to be developed. To be a good role model for the employees I negociate basically need to lead by example and possess the absolute majority of the characteristics above.For example I routine my subtle dialogues skills I persona up developed from almost 9 years in policing to non solo communicate with the employees I oversee but actively listen to them. lone(prenominal) recently I was conducting a safety interaction with an employee and after talk slightlywhat safety issues, he trusted me adequacy to talk to me close approximatelywhat of his individual(prenominal) issues and sought my advice on matter. I am too very good at running (a) through challenges and use my ac farel buntledge and ability to come back outside the box to solve issues that arise. This is a day-after-day comerence in my role as I am in control of an entire rail yard and its operations which are very fluid and ever changing. I am very committed to my role and this is shown by my competency to assist others that require financial aid. Recently we were short provideed and I patroned out an employee in shunting operations that allowed us to complete the task and achieve the goals of departing all calculates on succession.I use honest self-reflection after my recess to determine whether or not I was a good role model that day and look for ways to improve on my action. Feedback from staff and even watching them work during my shift using my ideas or practices in any case show that I am being a good role model. Finally performance reviews with my autobus as well as reflect on whether I am a good role model.The traits of an potent leader bosom those of a good role model, to be an effective leader you need to be a good role model. Leadership Getting it through with(p) (Rex Campbell, 1997) states the two most important traits of an effective leader is motivation and communication skills. It then goes onto describe fourteen other traits that an effective leader is apparent to possess, but states that not legion(predicate) leaders will possess all of them well developed but most leaders will rich person most of them developed. The fourteen traits are Personality (including interpersonal skills)Persuasive (communication skills) exertionPatiencePerceptiveProbity (Honest and Trustworthy)Praise GivingPositive penchantPeople compositionPossible (Realistic)PracticalProgressivePrepared (Knowledgeable) berth Building7 Traits of Highly Effective Leaders ( Inc.com, Peter Economy, Aug 23 2013), stream contentions the above traits down to the ability to inspire action, optimistic, integrity, supporting and facilitat ing your team, confidence, communication, and decisive. After poring over the traits listed I disagree with the trait of being optimistic and believe being realistic is more important. I too believe that being creative, aim headed, being able to manage conflict and a committed actor are as well as 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 cast off excellent interpersonal and communication skills that I pack developed over cardinal years of policing that allow me to talk to populate. These include active listening, asking headlands and broad gull tasks. For example, even though its partof their hypothecate and I still ask people to perform tasks as it is polite and makes them tang like they are choosing to the task and feel motivated. I am informal and know where to find the answer if I dont know it off hand. I am one of only trine supervisors in my manag ement team that have had the experience in all roles of the employees that we supervise, this allows me to patron when people require assistance or have problems.Im often asked to assist and only offer my answer and dont barge in or takeover because they arent doing it the way I think. I am not one of those supervisors that sit back when period are tough, rather I am on that point at the front limit work 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 job 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 instead I choose to step in when they are stuck or in that respect is some conflict of dynamic and ever changing work situation. logistical problems will often arise and need to be solved exped itiously ideas.I have good conflict management skills and have colonised a number of disputes that have occurred between employees. A short art object ago I had two employees who were arguing outside my office throw overboard loudly and before I had an opportunity to see what was happening one of the employees came rushing into the office very flustered and upset stating that he needful to go home. I spoke to both employees separately and together to decide 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 thrill so the other employee was dealt with. I gave the upset employee ten minutes to shut up down and gather himself and after that time he thanked me and stated that he was shooty to resume work. I believe that this outcome was possible because I of my conflict management skills which included my integrity, my communication skills and the employees feeling comfortabl e 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 perfect and there is ever so room forimprovement. 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 easily developed and some will require hard work to develop. If possible I think its important to have a good leadership role model as I do. This would help you set the standard and with some personal reflection or feedback from others allow you to commit the traits that require development. In my organisation supervisors and private instructors are given leadership workshops to provide 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 plans and goals are reflected in the mission, optic sense and values with safety being the primary(prenominal) core value. By working safely, ensuring other employees work safely and ensuring the mission, vision and values are followed or worked towards would understand that my work goals and plan reflect this. I have a yearly Personal Performance Review (PPR) with hebdomadary meetings through the year, that ensures my work goals and plan reflects that of my organisations. There is weekly management meetings that I attend (shifts permitting) where we are updated with any changes or updates the organisations plans or goals. Most recently my company is stressful to reduce operating cost and we have been asked to be wary of costs and find ways to reduce cost. This is supplemented by regular emails and correspondence from colleagues about our organisations goals and plans.To ensure I meet my Job responsibilities I need to know and understand what my job responsibilities are. As a supervisor at Aurizo n 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 Position Description which set 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 cursory responsibilities of my role (although this is mainly used for use by those performing in the role.) I have a diary that I get into my daily actions that I not only use as exhibit for my PPR, but also to ensure I have met some of my daily/monthly responsibilities. I alsocreate daily lists to ensure that not only my regular daily responsibilities are carried out but also any additional requirements that arise are met.As previously mentioned I have a PPR to measure my personal performance on an one-year basis with periodic meetings to ass ess my progress. To assist with evidencing this and harbouring this I have a diary that I record targets and responsibilities I perform. I also come about 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 detail my work revolves around timetables for trains and is very time ground. In my office we have a whiteboard with the timetable for my shift and the next train after which becomes one of our main priorities for the shift.To drum 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 then add tasks specific to that day that on a regular basis occur or have been prearranged for the day, saucy tasks are added to the list as they come up. All the tasks will have a specific time course of completion 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 organise my work I use technology to help organise and manage my work. I mainly use my outlook calendar with reminders of regular daily tasks and use it to set reminders for future tasks that extend beyond my shift. We also buzz off 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 favour 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/life balance quite easily due to my role and the number of people in my team. I am one of quintet 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 kernel 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 relationship 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 volunteer fire and rescue, regular exercise and socialisation with friends. During work time I also look to have a least half an hour away from my desk/work duties for my lunch get away to take time out. I have number of skills and knowledge that I am required to remain competent in to maintain both le gal and organisational qualifications and knowledge.To ensure that these standards of competency I have regular refreshers and assessments mutually beneficial on the qualification or competency required. The majority of these are monitored by the training department in my organisation and other employees. I also have a computer found program with my training write 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 workplace 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-read rule books and workbooks from course. My PPR process allows my manager and me to identify developmental needs and so far I have completed and Excel course, leadership course and drug and alcohol try course, with a number of ot her development opportunities already identified.I even suggested this course which I saw as beneficial to my development. Once 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 chronicle my personal study way of life. There are numerous theories and models on acquire styles, some of which pigeon hole your learnedness style while other identify you tendency towards that style. According to work adapted from Barbe, Swassing and Milone Learning styles consist of three types, Visual (seeing and reading), Auditory (hearing and speaking), and Kinaesthetic (touching and doing.) After reading the traits for each style I would most likely identify myself as having a visual learning style followed by an Auditory.Honey and Mumford (based on work by Kolb) identified four learning styles as Activist,Reflector, Theorist, and Pragmatists. Activists tend to be intimate team/group activities and learning Reflectors tend to enjoy self-paced learning, scenarios, observations and meetings Theorists tend to enjoy reading, essay 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 shield based on this model I show low gustation to having an Activist learning style and moderate 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 expansion on the three types of learning styles of visual, auditory, and kinaesthetic. Gardners model expands the different styles to seven, consisting of 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 ultimo 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 suit my own. However I am more than adapted of still learning in a different style than my preferable 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 di rect line manager. I also receive some feedback from my peers, direct reports and internal 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 try out 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 bouncing and work in, I have a number of personal relationships that have aid in these networks. I am a volunteer stoker 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 a lso 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 mechanised department.I have a good relationship with the supervisors and direct reports and receive a lot of technical information that is of great benefit to me. In general by having good relationships/networks you can gain knowledge by asking questions and shadow/observe best practice. Maintaining a competitive edge in the work place is a very important in todays age, if you dont then youll be leave behind. An important outlook is to know that you dont know 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, remediate commun ication 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. Also by being aware of the traits I can identify a role model of my own to help in becoming a better leader.