‘Awakening the Giant Within’ ‘Exploring Professional’ Development

‘Exploring Professional’
Development
‘Awakening the Giant
Within’
CNLP 10
www.nipec.n-i.nhs.
Awaken the Giant Within
Anthony Robbins, 2001
‘What is the difference
in being interested in something
& committed to it?’
‘In the former you don’t have to do anything’
NMC Code of Professional
Conduct (2002)
Values
• Respect for the individual
• Obtaining Consent
• Protecting Confidential Information
• Co-operating with Others
• Maintaining Professional Knowledge
and Competence
• Being Trustworthy
• Acting to Identify and Minimise Risk
Awaken the giant within
Awakening the giant within
and pigs might fly!
The Development Framework
will provide you with:
tools & guidance
to help you develop to your full potential
& provide
the best care/service
for patients, families and communities
Generic Competency Profile
Continuous learning, Leadership, Integrity
Accountability, Person-centredness,
Guiding
principles
Generic Competency Domains with
Performance Indicators
1.
Communication and interpersonal relationships
Has strong empathy with others including patients /clients
2.
Care provision and management
Uses evidenced-based decision-making
3.
Developing self and others
Continuously updates oneself & shares learning with
others
4.
Ethical and legal practice
Practices in accordance with NMC Code of Professional
Conduct
5.
Quality Improvement
Develops new ideas in order to improve care
6.
Technology Competence
Can access & analyse evidence/information electronically
(eg Internet, databases)
7.
Partnership
Develops good relationships to create and maintain a
favourable working environment
Additional competencies
for the Individual
Nurse, Midwife,
SCHPN
GCP WEB PAGE
GCP
LAR
RDG
CAREERS
Identifying a learning activity
from the LAR relating to
specific performance
indicator(s).
Selection from the LAR should
be based on an assessment of
preferred learning style.
Portfolio
documentation
PDP
Escape
from the
Box
Unlock
Your
Potential
Col. Ed Hubbard, 1998
Professional Development
Opportunities
Projects
Secondments
 Interest Groups / Societies
 Networking – Visits, Conferences
Shadowing
Mentor / Coach
Action Learning Sets
 Research / reading
Academic/Non-Academic Qualifications,
Courses
Remember your Portfolio
Learning in and from the
Workplace Setting Category
Self-Directed Learning
Category
Formal Learning
Category
Role Modelling, Shadowing
Reflective Diary/Journal
Courses, Lectures,
Preceptorship, Mentoring,
Coaching, Buddying
Critical Incident Analysis
Electronic Learning (E-learning),
Clinical Supervision
Portfolio Development
Conferences, Study Days,
Workshops/Seminars
Journal Clubs
Study Groups
Visits
Learning Set
Learning Contracts
Secondment Opportunities
Peer Review
Work-based Learning
Audit,
Practice Development
Networking
Skills Development through
Simulated Learning, Role Play
Research Groups
Involvement in Professional
Forum
Literature Searches
(including Internet )
Appraisal, 360 degree
feedback
Learning Activities Resource
Exploring your
Professional/Career Development
• Where am I now?
• Where would I like to be?
• Where have I been?
• How will I get there?
MAIN DF WEBPAGE
GCP
LAR
DF
RDG
CAREERS
Portfolio
documentation
Individual
Portfolio and
Development
Documentation
Career Resource – stand alone and/or part of own portfolio
APPLICATION AND
INTERVIEW RESOURCE
Curriculum Vitae
Guidance
CAREER ASSESSMENT
GUIDE
Interview Preparation
Guide
Generic Career
Pathways
DF
GCP
LAR
RDG
CAREERS
PORTFOLIO
Individual
Portfolio and
Development
Documentation
Career Pathways
Clinical
Practice
Education
Pathway
Quality
Improvement
Pathway
Research
Pathway
Management
Pathway
Preparation
For
Retirement
MAIN DF WEBPAGE
Individual Name and
GCP
DF
Date:
DF ROLE DEVELOPMENT GUIDE
Individual
EIGHT ASPECTS FOR CONSIDERATION
INDIVIDUAL
PortfolioROLE
and
Portfolio
CAREERS
LAR
RDG
INFORMATION
Development
documentation
Documentation
1.Assessing the Need for Role Development
Driving forces for the role development are explored.
Service objectives are clearly stated - in terms of
benefits to patients/clients and the organisation
2.Planning for Role Development
Role
An option appraisal to address the service objectives
hasGuide
been explored.
Development
All relevant stakeholders have been identified.
Pull down
RDG for
individual use
A communication
been produced.
Provides astrategy
tool tohas
consider
the structured
Thedevelopment
impact of the role
on other
roles has
ofdevelopment
significantly
different
or
been
assessed.
new
roles – may be used stand alone and
All resource
requirements
been identified.
/or be included
forhave
reference
in own
Theportfolio
lifespan of the role development has been agreed
– i.e. pilot, temporary or permanent.
The evaluation strategy for the role development has
been agreed.
3.Type of Role Development
The competencies required have been agreed.
The availability of nurses or midwives with the
required competencies has been determined.
etc..
Development Framework
Publications
Future
Via Distribution List – also online
•
•
•
•
Consultation Report
Commissioned Research Projects
Workforce Report
Development Framework final report
Sept 05
Sept 05
Nov 05
Mar/Apr 06
Via Registrant List / hybrid distribution list - also online
• DF Part 1 – Portfolio Guide
• DF Part 2 – Remaining DF components
Aug 05
Mar/Apr 06
Record Your Journey Now
Make a contract with yourself – WRITTEN !
• Identify one area for development
(possibly under one of the 7 GCP domains)
• What are the learning activities / opportunities?
• Who will help you & how will you know when you
have achieved it?
• When is this likely to be?
• Who will you share it with?
• Make a date with yourself in 6 months –
– Record how you have done?
IN YOUR PORTFOLIO
Awaken the giant within
Preserve and enhance your greatest asset
YOU
Stephen Covey, 1999
Who says pigs can’t fly?