As explained earlier in this paper the first step in reflective practise is to process an experience. In this case I had to think how the men and women I had coached earlier had met up for everything except what I thought they were there for, physical activity. I realised I couldn’t be a coach in the way I was used to be, by telling them what to do and give them feedback on what they were doing right and wrong. I had to be more of a friend than a coach, I had to take part in their activities, in their conversations and tea drinking. The reflection I did can be compared to Kolb’s experiential learning theory.
During the first few activities, I was still being self-conscious and really nervous that I was just translating the modules to them and did not really share anything about my experiences, unlike Fret, she kept on relating the discussion with some of her experiences. But once I got the hang of it, words just freely came out of mouth and I was able
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Introduction Summary In my portfolio I will be outlining my current professional activities where I have been using cognitive behavioural therapy (CBT), the background as to why I choose to do the Masters in CBT and the current skill base I have learned and continue to improve to help me become a more reflective and effective practitioner. I will describe principles and standards I adhere to that help protect my clients from harm and the models of reflection I use in my practice. I will discuss case studies that will reflect higher order learning including my strengths and weakness and highlight areas that I have been developing and will need to develop ongoing throughout my professional life. Background I currently work as a dietitian in
Coaching is the process of equipping an employee like James with the tools, knowledge, and opportunities that are necessary for them to become better in handling their assigned responsibilities at the workplace. In most organizations, coaching has been identified as a key player in the process of leadership and management. In most cases, coaching is concerned with the growth of the employee, personal and professional development of the employee, the removal of roadblocks that interfere with the performance of the employee while encouraging the employee to be creative (Aguinis, 2013). During the coaching process, the employee is encouraged to make use of his knowledge and experience to create and develop his own personal best practices, connections,
This human resource management training proposal seeks to outline my strategy for a training program meant for new HRM employees at a health care company. For instance, it will include overview of the process and steps involved in human resource planning, recruiting, interviewing, selecting, and hiring of employees, which will help in the development of a comprehensive strategy for training new employees. Training strategies aimed at motivating the employees on the aspects of their new jobs will also be covered, as well as the key issues that the new human resource management employees would be likely to encounter in the health care field. An Overview of the Process and Steps Human resource planning is a continuous process that usually attempt to provide adequate workforce for health care organizations, and it begins with the identification and review of the organization’s HR objectives. The second step involves the analysis of the existing man-power resource in order to enable HR planners to estimate manpower requirements in a manner that allows them to match demand and supply for manpower.
A. OBJECTIVE AND THEORETICAL BACKGROUND In this individual reflective report, I will discuss how the Consulting Project course gave me opportunities to experience, explore and evaluate the real-life business case, how it strengthen my practical business knowledge, problem solving and leadership skills, and how the learning process will support my personal development goals. To help structure my reflective report, I will apply the Kolb’s model of reflection which we learned from the LPDCM course. This model is also known as learning through experience, described through the Kolb’s Learning Cycle: Figure 1. Kolb’s Learning Cycle (Source: Kolb, 2005) Kolb’s model is built up through the four stages of individual learning process (Kolb, 2005;
The art of acting with older adults at community senior centers is designed to develop more positive attitudes in nursing students (Chen & Walsh, 2009; Walsh et al., 2008). Guo, Phillips, and Reed (2010) asserted the need for hospice nurses to improve their abilities and attitudes toward older adults and their family caregivers related
Some things I learned in my coaching experience, in which I consider to be part of my coaching philosophy is to always reflect on the sessions I give to my students and athletes in order to better myself. Also I try to listen to my students as sometimes they will be delivering messages that I could learn from them. Conclusion I find that one’s coaching philosophy can change according to the experiences one might have through-out their career. I feel that from when I have started to coach my coaching philosophy changed. From my personal reflections after my sessions, I feel that I have grown to have a better coaching philosophy resulting to being a more confident
I was also moved when she started sharing her insights of being an operations manager. She said that every manager should know how to engage, enable, and empower. She further elaborated each of these through sharing her experiences. What caught my attention the most was when she asked the class who were introverts in there, then she further said that we (introverts) should overcome our “introvert-ness.” That it is not just an opinion but a necessity we must do, that we should be able to engage with the people. I found this challenging for myself but I am willing to change for the betterment.