Self Management Can Enhance Life Long Learning - Essay Example

Self management can enhance life long learning Introduction Self-management involves the ability of one to improve their competence in different fields and understand how to handle their bodies in a better way. This enhances improvement in ones health and even conquers some of the possible diseases that they would have suffered. One develops the ability to properly-handle issues like fatigue, pain, depression, and anger therefore, making them be better people in handling their career, families and businesses too (London, 2011:98). This involves informal learning and not taking lessons in management of oneself. The ability for one to be able to manage both social and health matters in an effective way is a necessary thing for development. This essay will discuss how proper management of oneself gives one lifelong lessons (Bond, 2007:307). Own current skills and competencies Knowledge is attainable through observation, keen listening, and even different experiences in the day-to-day running. Group work also helps reveal one’s strengths and weaknesses. My skill and competence in management has been enhanced through adequate learning and consultations. The learning process takes time and involves one’s readiness to the activities involved. (Illett and Henderson, 2011:149). As such, there is a need for one to research and identify the main aspects they may want to get in management of different factors in the society to use in the life-long run. These aspects give one competence in the times and in their field of management. One acquires the relevant skills and knowledge and therefore their performance gets commendable (Cheng et al, 200: 46). To be an effective manager, I need to have relevant education skills to make them more competent and professional on the duties they perform. Personal attribute in realizing their capabilities, attributes, and values help determine their effectiveness in handling different issues. This shows that there are different levels that describe how competitive and successful one is (Usher and Edwards, 2007:80). Moreover, how ones competence is applicable in different issues is determined by the skills. Some of the roles interrelate and therefore involve the use of similar values in management. One’s personal behavior and attitudes affect their ability to gain competence and effectively apply it. Learning, a continuous process in life, as we grow old it never stops and helps in advancements of our values and quality of our ability to handle issues. Therefore, since learning is infinite I need to limitlessly learn to perfectly master skills though they keep changing with time (Phillips and Gully, 2012:234). To maintain my professional standard and organizational objectives, I learn from others despite the profiles or even social status. In learning, one needs to humble and understand that they always have something to learn from anyone no matter how minor they may seem. Humility is also a necessary aspect that they should possess to help them gain an understanding of whatever issue is at hand, and this gives them an advantage to handle most of the challenges in life (Ingleby & Clive, 2012:537). Through lessons acquired, I have significantly advanced in my career and for use in the life long run. Adult education should not be taken lightly; it does not involve so much effort for one to acquire it. In clubs, churches, cinemas, concerts, political societies and even at homes through books, gardens, friends, music, and workshops are some of the ways it is acquired (Lokanadha, 1997: 47). Through self-directing, I am able to acquire lifelong education. People instilling the knowledge and conducting the learning activity should be reflective and give relevant examples to enable the learner use the knowledge attained in their daily lives. To acquire the necessary information, I first think on my own learning is made to improve on one's thinking and reasoning ability. Learning strategies and motivations are necessary to give me the morale of learning more. For people who have spent mentionable time together they have larger open areas because they have had time to share most of their information (Cheng et al, 2001: 46). Through socializing, one is able to expand their open areas. Just like other managers do, I have a crucial role to play to facilitate disclosure of information and promotion of open sharing of knowledge. My understanding that managers should be able to give their juniors conducive environment for sharing their different views and feelings has further enhanced my competence. Counseling and mutual discovery help uncover such unknown issues. Working environment can help in discoveries of the unknown self and even in realizing some hidden talents. This may have been due to past traumatizing events or something developed during the formative years. With the changes in the environment, then I learn new things and facts about my commitment helping me understand and even catch up despite challenges (London, 2011:98). Own development needs and the activities required to meet them To reach my peak performance, I understand the need to know my development needs. Though there are challenges in meeting these needs, the situation is inevitable. Some of the need in development especially for managers might be common. However, realizing them and the efforts differ due to the uniqueness of individuals. This difference is based on the skills, the diverse understanding capacities, distinct roles, and set goals. To realize my personal learning style of being both a pragmatist and a reflector, several aspects must be put in place. As a pragmatist, I believe that an ideology is correct if it performs expected goals effectively going against any unpractical idea. As a reflector, every step taken and every skill put in place should be evaluated in reference to the competence portrayed and the ultimate goals realized (Usher and Edwards, 2007:80). There are several steps I need to take so as to realize these two main objectives. First, I need to identify any new skill, knowledge, and action that are required of me in every task assigned. In so doing, job description evaluation will help realize this. To make things clear, and see every goals realized, consultation with line managers is necessary (Rothstein, 2010:16). In evaluation this step, any change in my role or duties will be welcome, and my final expectation is to see every action perform satisfactorily and I reflect on my set goals. Secondly, I need to evaluate any existing skill or knowledge. This will be possible from the previous lists of production. To ensure this is taken effectively, it is crucial to involve a colleague or possibly by my manager. As a reflector, personal questions of the so far realized results are helpful in seeking to analyze my own success (Marie, Bill, &Trudy, 2002: 34). Of importance is evaluation of the most confident parts and those areas I think I have given my best in my entire assignment. Lastly, I need to compare the accrual realization with my speculations. This will help identify the gap and hence know my developmental needs. It is here where evaluation of any different action is essential hence knowing how to attend to my developmental needs. In ultimate, it helps provide a good reflection and a key review of my success and realizations. Conclusion To conclude, Self-management is key in evaluating one’s skills and competences. It is through self-management that we learn to gain more skills and experiences to use with the changing times. This paper evidently explains that understanding personal; goals, intentions, and responses together with understanding others and their feelings are a necessary factor of promoting relations and communications. Further, learning is vital for informing people and with the changing times, there is a need for one to acquire different types of knowledge depending on the need for competitiveness in duty performance. Bibliography Bond, J. 2007. Ageing in society: European perspectives on gerontology. London [u.a.]: SAGE. Cheng, Y. C., Chow, K. W., and Tsui, K. T. (2001). New teacher education for the future: international perspectives. Hong Kong [u.a.]: Hong Kong Institute of Education. Illett. S and Henderson, A. 2011. Developing learning professionals: integrating experiences in university and practice settings. London: Springer. Ingleby, E. & Clive, H. 2012. Exploring the Continuing Professional Development Needs of Pedagogical Practitioners in Early Years in England. Professional Development in Education, 38(4), pp. 533-549. Johns, H. 2012. Personal Development in Counsellor Training. London: Sage. Lokanadha, R. G., Ramar, R, and Kusuma, A. 1997. Slow learners: their psychology and instruction. New Delhi: Discovery Pub. House. London, M. 2011. The Oxford handbook of lifelong learning. Oxford: Oxford University Press. Marie B., Bill B., &Trudy, B. 2002. "Professional development and management training needs for heads of department in UK secondary schools", Journal of Educational Administration, Vol. 40 Iss: 1, pp.31 - 43 Phillips, J. and Gully, S. M. 2012. Organizational behavior: tools for success. London: Cengage Learning. Rothstein, M. G. 2010. Self-Management and Leadership Development. Cheltenham: Edward Elgar Publishing. Usher, R., & Edwards, R. 2007. Lifelong learning signs, discourses, practices. 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