Note: Sample below may appear distorted but all corresponding word document files contain proper formattingExcerpt from Essay:
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The importance of self-development in becoming a manager
Self-development is defined first and foremost as an overall holistic desire to find one's freedom and the desire to connect with one's self and own sense of worth, integrity and happiness so as to enjoy abundant happiness both at home and at work. Self-development in simpler terms is that amazing quest / journey that a person embarks on; a point of realization when all the pieces of a person's life fall together and they finally remove their own self limitations and inhibitions that hinder or stop any person more so a manager from achieving greatness. This definition is as supported in the work of Bruce, 2010()
Self-development is also referred to as self-help. Self-development is not at all a limited abstract form of concept, but it entails several activities that enhance and improve personal development more so for managers and coaches such activities include: identification and improvement of a person's potential, renewal and building of self-identity, aspirations fulfillment, self-knowledge and self-awareness improvement, health improvement and identification of a person's strengths, weaknesses and opportunities (a self SWOT analysis).
This paper will therefore aim to explore and understand why the process of self-development is important to a manager in a work given scenario.
Oscar Wilde, an Irish poet and Playwright states that "the ultimate aim and purpose of life is self-development. That to realize your own nature perfectly and ultimately -- is what we are all placed here on earth for.
Self-development as a constant ongoing process in life is simply described and defined as the process of stripping away layer after layer of all the facades and falsities that come with life. Self-development is seen as that imperfect duty and task that does impose a restriction of some significance on its pursuits, simply because we all wonder in life whether we will be able to achieve and conceive our maximum potential. Self-development is therefore regarded as a universal law Parsloe, 2009()
Self-development as an activity gives way to many concerns that are evident to human nature, and is about human right practices and justice enforcement among other concerns of a human nature and it does not require the violation of other human duties and activities
(Mumford, 1997, Oh et al., 2011)
. Self-development is and can be used to achieve success by goal setting and enrichment and improvement of the individual's mind and character so as to achieve self-motivation. It is the focus of a deliberate nature to enable an individual realizes their set goals and targets.
Self-development is an essential exploration of a person's self and it is of different types and kinds; mental, spiritual, emotional and physical. For self-development to begin there must be the desire to transcend the negativities that have been acquired in life over a period of time so as to realize and achieve the highest level of a person's potential.
Moore argues that good leadership in any given sector or industry is not only a question of any manger or leader at work aligning them with a particular model initiated by some guru. Self-development is not only the development of the right skills but a pre-requisite needed by a manager in the work context so that the manager may be able to respond and react to work related challenges and other difficult and demanding scenarios Moore, 2009a ()
Mangers at any level of the organization, not just top level managers constantly face leadership challenges that are work related. Some of these work related challenges may include: downsizing the human personnel of the organization, merger management, and improvement of work processes and activities among others. It is therefore necessary for any manager to possess a variety of techniques and skills that will help them evaluate themselves in their response of several work scenarios Pedler, 2007()
Self-development enables a manager to analyze their own skills, strengths, weaknesses and also helps them identify their own goals in the quest for constant self-development. Some core self-development practices are core and essential activities that aim to strengthen a manager's leadership skills and their development. Self-development to a manager is therefore important as it enables him or her to carry out best work practices and activities effectively and efficiently such as fostering constant work motivation among the workers and enhancing their overall commitment to work and improvement of work ethic.
In addition to this, managers require self-development techniques so as to improve their performance at work as managers, and also to help them in their career advancement and realization of their full and maximum potential, help them cope with the demands of any given career or job, mentor and coach the workers that they are liable for, and also develop and enhance diverse communication skills and styles. This is echoed and emphasized by Moore, 2009b ()
Segers and Vloebersghs emphasizes that self-development at work has a high social value both to personnel and to managers as it helps them align their intended goals beautifully with persona; core values so as to enable the organization to generate a substantial form of income. The process of self-development does not require managers to be inflexible and adamant. Self-development is not at all an exceedingly difficult task
(Segers and Vloeberghs, 2009, Smith and Fagelson, 2011)
. On the contrary, the process of self-development helps managers to envision ways that a manager may contribute to the alignment of his or her own personal beliefs, creation of values by sharing what they love to do with their coworkers and at the same time work towards their own personal growth. Self-development achievement as a process requires thousands of hours so as to provide the social value of delivering at work.
Coaching theories and Self-development
Merriam (2007), defines Coaching as an important tool and technique used in the self-development quest. Coaching offers practical skills and theories that are applicable in work scenarios for professionals wanting to break out into diverse work fields as managers. Coaching enables managers to be sensitive to the people who work under them and recognize as well as respond to their needs and demands Merriam, 2007(, Mintzberg, 2004)
. Mentoring and coaching are seen to go hand in hand as they all encourage and foster self and personal development.
Coaching with relation to self-development is viewed as the best bet or solution to leading managers towards the best possible solution of solving work related issues. Coaching models and theories are frameworks that guide managers on the type of underlying structures that they can use when it comes to dealing with their juniors at work. High level coaching strategies increase the manager's ability and potential to respond adequately to whatever situation that they are faced with. Managers can learn from different possible coaching theories as they are of definite values and even though no particular coaching theory or model has all the answers to the manager's problems, the coaching theories are most likely suitable in the ultimate quest of self-development and self-discovery.
Many fields of knowledge are integrated by several coaching theories and models that offer managers a broader learning base. Coaching theories can be modified by managers to suit their work related needs and interests Stavenga de Jong, 2006.
This tailoring of the coaching theory is done by establishing a rapport with the coworkers and it also stems from trust, confidentiality of the activities done at work and unfeigned and honest respectful communication. Coaching theories enable a manager to formulate realistic client-based goals and expectations that are dynamic and responsive to the manager's self-development process too.
Self-development and coaching when implemented hand in hand results to a dynamic learning experience and a form of questioning that is deep in relation to people's goals and expectations Mathis and Jackson, 2010.
The only way that the manager's work related goals, targets and expectations will be fulfilled or met is by learning some of the coaching methods, understanding the theories and their commonalities and integrating them in the workplace successfully and effectively to create the approach that they desire.
Plenty of managers face the challenging process of trying to formulate coaching theories that will be well fitting, of a working nature and those are practicable. A coaching theory that is well suitable cannot be created from scratch as that is bound to be a daunting task, and is bound to be extremely difficult, due to the ever changing work circumstances and conditions. For the manager to avoid feeling stumped or stuck on what to do next he or she should analyze what works best for that particular organization and evaluate the best approaches and practices based on what the manager has learnt from previous experiences and…[continue]
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