‘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?