abbreviations/cpd.txt · Last modified: 07 May, 2019 @ 5:58pm by Jan Viljoen | Approved (version: 1)

C • P • D


CPD is an abbreviation standing for a Continuing Professional Development strategy - sourcing from an accountable personal LDP, the result of a responsible SWOT-analysis - allowing each individualRegardless whether a learner, student or adult to accept the responsibility to personally compile, initiate, track and monitor various learning activities that they were involved with (i.e. the past), are presently involved in (i.e. the present) and plan to become involved with (i.e. the future).

CPD monitoring and tracking should be done for every possible learning opportunity conceivable. Thus, tracking CPD-activities, actions and the strategy followed, ain't limited to certain “importanteducational eventsSuch as matric and the acquisition of degrees, diplomas or different certificates. only. All CPD-instancesI.e. all learning, accelerated learning and gaining of professional experiences, which include, but isn't limited to education and training. should be monitored, tracked and recorded for personal professional development purposes. For example, describe the…

  • Learning Objective: Understanding how to successfully manage our locus of control and exercise self-discipline accordingly.
  • Development and Growth Needs: To efficiently master our feelings of helplessness, frustration and victimization as often experienced.
  • Type of Activity: Indicate whether a course, certificate, diploma, degree, reading selected articles, seminar, workshop or coaching will be used to obtain objectives and achieve our goals productively.
  • Activity Planned: A brief description and indication of the actual learning or mastering actions which WILL be conducted, such as critically asking, digesting and answering questions about my current belief system, for instance.
  • Planned Date: Intended date of commencement.
  • Start Date: Actual date of implementation.
  • Due Date: Expected date for completion.
  • End Date: Actual date of completion - i.e. “when is objective obtained”.
  • Status: Present status of learning action as either… Not Started, In process or Objective Met.
  • Time Spend: The difference between the start and end date.

CPD-tracking - for best results - should always be integrated with a personal PLP to “track in tandem” one's overall learning progress (CPD) as obtained, achieved or mastered by participating in specific selected and customized learning activities.

Furthermore, CPD-tracking and feedback's will allow for the realistic monitoring, evaluation and SMART correction, if and when necessary, in context. Providing that our CPD is actually acted on or put into motion immediately (i.e. DOING IT NOW!).

The above indicated the “place” and “value” of a personal CPD. But, a personal CPD - as a matter of fact - is much more than that. An individualized CPD should be compiled - in conjunction with a personal LDP and SWOT-analysis - concerning the following…

Life areas to manage (i.e. identified KPA's & KRA's) and areas of focus or concern indicated as…

  • unproductive actions and behaviors that require attention.
  • skills, abilities and competencies to tweak, address or master to establish and develop specialist knowledge.
  • feelings and emotions which should be identified as either nourishing and/or toxic triggers.
  • dogmatic beliefs, perceptions and mind-set that we need to deal with.
  • check action models and unconscious motives for reality and context.

Determine threatening derailing factors by identifying the key domino effects responsible for current stuckness. Explore and describe the identified domino effect in terms of the “problem matrix” as follows…

  • feelings and/or emotions involved.
  • prevailing thought patterns.
  • accompanied behavior and actions (i.e. reactions).
  • skills lacking to efficiently deal with identified derailments.
  • possible influences or impact of unconscious factors (i.e. the functionality of your current environmental noise filter).

Applying identified Life GOALS (i.e. LDP) and setting specific CPD OBJECTIVES that is transformed into a reliable PLP, will eventually culminate in sought after specialist knowledge manifesting as a dream career which is characterized by ongoing personal development and growth.

Important to realize…

Compiling and maintaining a CPD is an ongoing reviewing and accelerated learning process that requires frequentAs often as needed (i.e. especially when changes occur), but at least once a year. revisions, updates and tweaking as we develops skills, master competencies, grow as a person and excel professionally (i.e. self-actualize) by focusing on the following…

  1. Reflect on past experiences. In order to set realistic goals and objectives, start by taking a honest assessment of your current GPS-position. Spend time to reflect on past experiences and learn from it by paying particular attention to… What worked well, what didn’t, are you happy with your achievements, what could improved, what would you prefer to eliminate, what did you love doing/achieving, what brought you the most fulfillment, goals achieved and what was instrumental in achieving the goals, failures experienced and why is it so?
  2. Change, adapt or reaffirm your career vision. When you can dream/see it, you can achieve it! Take a look at your vision for the future and specifically the year ahead. By - at least - asking & answering these questions…at the end of year, what will you have had to achieve to feel satisfied with the outcome of your year? What is the logical next move on your career path and are you on track to achieve it? If you are not interested in the logical next move of your career path, what would your ideal next move be? When you envision achieving your goal, what does your life look like? How would you describe the feelings you are bound to experience, once you’ve achieved your goal? Fail at achieving your goal
  3. Setting and tweaking goals and objectives. Setting goals is very important when it comes to your professional path. Without a definite mission and clear short-term objectives, you will be unsure of how and when to successfully going after what you desire and find yourself wasting valuable time and losing motivation. A clear goal is one that is tangible and achievable. It has a start, a finish and a whole bunch of checkpoints in between that allow you to monitor progress and determine things you have to do to achieve your ideal next move.
  4. Devise a plan. This isn't a strategy, it is an executable plan with definite next steps for how you will reach your yearly goal. Put your plan on paper (i.e. ToDo-list) containing tangible items that can be checked off. Divide your yearly goal into quarterly objectives.
  5. Identify possible resources and support needed. Not all goals are easily achievable on your own. When it comes to professional goals and objectives surrounding searching for a job or self-exploration, obtaining the assistance of experts or accessing best-in-industry resources, are critical to your eventual success. When seeking support or obtaining resources, consider - for example - things such as… self-exploration/assessment, strengths awareness, professional branding, interview preparations, rėsumė strategies, cover letter or CV profile templates, networking optimization and elevator pitch templates.
  6. Strategy to maintain focus. Once you know your goal and have the necessary tools, you’ll need to maintain focus so you don’t steer off course. Often this requires physically moving to a new location, away from day-to-day distractions. Identify your plan for staying focused by considering the following… location, where can you go to avoid distractions? What days/times do you find you have the most focus? You’ll probably want to plan ahead to work at these times. What distractions keep you from maintaining focus? List them and plan to either limit or eliminate them systematically from the picture.
  7. Planning for consistency. Consistency breeds habit and frequently enforcing a positive habit around your professional goals, career path or job search strategy, which will help you to gradually achieve your goals.
  8. Recruit an accountability buddy. One of the most critical elements of reaching any goal, is remaining responsible for yourself and accountable to others. Are you doing what you said you would do? When you have a coach or buddy to accompany your on your professional and career goal journey, you are more likely to complete your action steps as envisioned. Get in touch with someone you know will keep you honest, and ask him/her to be your “motivational” buddy in the year ahead.
  9. Incorporate positivity and conative strategies. Achieving career goals (or goals of any kind) can be grueling. If you’re someone who is easily discouraged or feeling vulnerable about your current situation, you’ll want to schedule regular personal monitoring time to evaluate progress and achievements.
  10. Build, establish and/or expand your professional network. People are at the very heart of every professional and career goal. Whether you’re hoping to develop a new set of skills or find that valuable introduction to a hiring manager, you’ll need people in your network to motivate and “cheer” you on. Leveraging connections for career wins takes time, so plan to create your personal professional network as early as possible, so that you can establish relationships that will help you end up where you’re aiming at and intended to go.

First PagePrevious PageBack to overviewNext PageLast Page

  • Last modified: 07 May, 2019 @ 5:58pm
  • by Jan Viljoen