Continuing Professional Development for Business Change Professionals
Managers who operate effective Personal Performance Management systems for their business change professionals can very easily attract external recognition for their staff and the organisation for those career development activities. The objective is to enable and motivate change professionals to extend their skills and expertise through an accredited Continuing Professional Development programme.
Purpose of CPD
Growth and success in the ever-changing world of work is increasingly about individuals taking responsibility for their personal development. Our evolving culture requires that individuals be accountable for self-direction, to practice self-management of their own learning and to actively search for wider experience and opportunity. This does not take place in isolation. The self-development process should also bring direct benefit to the team in which the individual works and the organisation as a whole.
As part of the Advanced Professional Qualifications for Business Change Professionals a Continuing Professional Development programme has been developed which runs in parallel with the organisation’s own performance management and appraisal system and, with a minimum of paperwork, can result in an annually renewable, recognised qualification.
Aims of the CPD Process
CPD is designed to help change professionals to:
- further develop and sustain their skills and expertise in making change happen
- meet both their organisational objectives and their future career goals
- structure their approach to a rolling programme of self-development
- take control of, and plan, their future career and direction, thus adding value to their own professional worth
- enjoy greater job satisfaction and improved career flexibility.
Performance Management (by the organization) and Continuing Professional Development (by the individual) are simultaneous activities and can be designed as symmetrical processes which
- Enable individuals to develop goals and personal objectives to match those of the organisation as a whole and the wider business world.
- Present a clear picture of what is required of the individual to make the process work
- Improve understanding of how greater focus on priorities and performance contributes to the organisation’s success.
- Ensure that performance will be managed more consistently, through a harmonised approach
- Facilitate flexibility so that if the priorities of the business change, so those of the individuals working within it can be adapted to face new challenges.
The CPD Process in Overview
The following have been identified as elements of the CPD mechanism.
- Each individual will have and maintain a Personal Career Portfolio based around a flexible pro-forma system developed and maintained by EOC. This is used to assemble and display, for verification, the annual evidence for CPD.
- Each individual will design and follow an annual programme of conferences, seminars and personal skills development
- Dissemination of information to enable peer group development is a critical part of the process
- The support of sponsors/ mentors/ career managers is a vital component of the process.
Annual targets will be set which will extensively reflect corporate objectives. Other generic objectives will be set. In both cases the initiative lies with the individual and/ or the organisation to define and propose appropriate targets.
Continuing Professional Status is secured and renewed annually by scoring a minimum number of points for a minimum numbers of hours commitment.
Our Service to You
Irrespective of whether you are involved in the major Advanced Professional Qualifications for Business Change Professionals programme the BPTGroup can assist with the implementation of Continuing Professional Development in conjunction with your Performance Management system.
The issues that we will specifically address with you are
- Clarification of Objectives for the Individual and the Organisation
- Establishing Learning Outcomes of your CPD Process
- Development of the Personal Career Portfolio
- Defining Annual Outcomes of the CPD Process
- Implementing an Integrated Four Stage Approach
- Define Objectives and Desired Outcomes of the Personal Development Process
- Plan the Performance Development Process
- Interim Tracking and Progress Assessments
- Development Period Final Review
- Managing the Process
- Individual Roles and Responsibilities in Personal Performance Development
- A Question of Motivation
- The Performance Development Review Meeting in relation to CPD
- Defining the P in CPD; Professional or Personal? – or Both
- Structuring the Inputs to CPD Process
- Personal Development Opportunities Checklist
- The Personal Context
- Management Review Agendas
- Known Corporate Priorities
- Role Specification – Responsibilities, Authority and Accountabilities
- Agreed Measurement and Assessment Criteria
- Establish the Continuing Professional Development Mechanism
- Structure and Detail of the Personal Career Development Process
- Personal Development Vision Analysis
- Annual Development Plan
- Personal Action Plan
- Events Tracking and Personal Achievement Log
- Performance Appraisal and CPD Review System
- The Annual Portfolio
Contact us for a preliminary discussion. We will undertake an audit and proposal if you believe your business change professionals could benefit from a structured CPD programme integrated with your performance management system.
