Developing Yourself and Others Essay

In order to carry discipline needs abstract on myself, I made use of node feedback surveys that include customer complaints and compliments. This technique is representative of the entire customer opinion as KAYA Doncaster is the resole customer for which the team is contracted to. KAYA Doncaster has a procedure to ensure feedback to its swear out provider through completing surveys, complain or commendation. The survey is ground on the performance of my team as a whole, providing the service. This reflects on my passel management skills and allocation of tasks.To assess the developing needs of my team member, Y, I make use of genius to one interview technique. This technique allows me to look employees opinions, have an in-depth discussion. This technique is useful for understanding opinions and feelings and helpful in exploring a range of views.To identify any particular learnedness musical mode for myself or my team member, I made use of the Learning Style questionnaire genuine by Honey and Mumford. The learning styles identified by the questionnaire were based upon the make up of Kolb.The outcome of the questionnaire has revealed that I share both pragmatism and reflective learning styles. My pragmatism approach makes me keen on trying out ideas, theories and techniques to adjoin if they work in practice and also I positively see out new ideas and take the first opportunity to experiment with applications. I like to get on with things and act quickly on ideas which I feel more confident. I perceive problems and opportunities as challenges. Occasionally I tend to also take a reflective learning style where it makes me stand back to ponder experiences and observe them from many different perspectives. I like to collect data, both first hand and from others, and prefer to hypothesise about it thoroughly before coming to a conclusion.The outcome of the questionnaire has revealed that my team member has a moreactivist learning style. Activists ar e those community who learn by doing. They need to get their hands dirty, to dive in with both feet first. They have an open-minded approach to learning, involving them fully and without bias in new experiences.The first learning option available for me is through analytic thinking of previous experiences. Those past experiences can therefore cater to provide upshot for any current or arising problems. My second option would be to arse a successful colleague from a different site to modify me to see a first-hand operation within the organisation for relevant problems or situations.For Y, cogitate about the task would generate new ideas and assigning these ideas active would be the first learning/development option. The second option would be to get Y to be involved directly in free radical discussions so as to give theOpportunity to learn through actively expressing and learning from the group discussionShadowing would require allocation to a different site and also it allo w be done during my ruler working hours. Physical presence to a different site during my conventionality working hours can represent a barrier to the learning/development option. To overcome this, transport mode/cost and a dedicated twenty-four hour period within my working agenda can be provided to make it achievable. think and group discussion are time consuming and will be based on availability of staff time. To overcome this, brainstorming sessions or group discussions will have to be allocated on non-busy days.Monitoring my knowledge development will be based on analysing performance pre and shoes shadowing. Any changes arising from the learning activity whilst shadowing will reflect on the best way of performing task and these changes can be looked into and accommodate to other tasks in order to better them for future.Minutes from group discussions and brainstorming sessions for any new ideas generated should be kept. On future one to one interviews with the team member, the implementation of these ideas should be reflected upon to analyse their outcome. Successful outcome will indicate progression of the team member and unsatisfactory will modify to understand any barriers to implement them and support needed to overcome these barriers.