PP - Chapter 7

Professional Practice
Chapter 7
Continuing professional
Professional Development, Reflection
and Enquiry development (CPD)
LECTURE CONTENTS
1.1. What is Continuing Professional Development (CPD).
1.2. The importance of CPD.
1.3. Types of CPD.
1.4. Professional Development Plan (PDP).
1.5. Motivational Theories.

1.1. What is Continuing
Professional Development (CPD).
What is Continuing Professional Development (CPD)
 CPD refers to the ongoing process of learning, skill development, and knowledge
acquisition that professionals undertake in order to maintain and enhance their
professional competence throughout their careers. CPD activities can include formal
training courses, conferences, workshops, seminars, online learning, self-directed
learning, mentoring, coaching, and more.
 The goal of CPD is to ensure that professionals stay up-to-date with the latest
developments in their field, as well as to enhance their skills and knowledge so that they
can continue to provide high-quality services to their clients or customers. CPD activities
can also help professionals to identify areas for improvement in their own practice and to
develop strategies for addressing these areas.
Example:
Continuing Prfessional Development (CPD)
Attending conferences, workshops, and seminars:
These events provide opportunities to learn from
industry experts, network with colleagues, and stay
up-to-date with the latest developments in the field.
Completing online learning modules: Online learning
platforms offer a wide range of courses and modules
on various topics, allowing professionals to learn at
their own pace and on their own schedule.
Participating in professional development programs:
Many professional organizations offer training and
development programs for their members, providing
opportunities to enhance skills and knowledge and to
connect with other professionals in the field.
1.2. The importance of CPD.
The importance of continuing professional development
should not be underestimated…
CPD ensures that you maintain and enhance the knowledge and skills you need keep pace
with the current standards of your field.
CPD helps you continue to make a meaningful contribution to your team and become
more effective in the workplace.
The
importance of CPD helps you to stay interested and interesting.
CPD CPD contributes to improved protection and quality of life, the environment,
sustainability, property and the economy. This particularly applies to high risk areas, or
specialized practice areas which often prove impractical to monitor on a case by case
basis.
1.3. Types of CPD.
Overall, there are 5 main
types of CPD:
Formal CPD
Formal CPD is structured learning that usually results
in a certification or accreditation. Examples include
attending conferences, completing courses or
certifications, and participating in workshops. Formal
CPD typically involves a set curriculum or syllabus
that participants must follow.
Informal CPD
Informal CPD is self-directed learning that does not
result in a certification or accreditation. Examples
include reading books, watching videos, attending
networking events, and participating in online
forums. Informal CPD is typically more flexible and
allows individuals to focus on their own specific
learning needs.
Reflective CPD
Reflective CPD involves reflecting on past
experiences, identifying areas for improvement, and
developing a plan to address those areas. This type of
CPD can be done individually or as part of a group,
such as in peer review or mentoring.
Experiential CPD
Experiential CPD involves learning through practical
experience, such as on-the-job training, job
shadowing, and secondments. This type of CPD
allows individuals to apply their skills in real-world
situations and learn from their successes and failures.
Blended CPD
Blended CPD combines different types of CPD to
create a customized learning experience that meets
the individual's specific needs. This could include a
mix of formal and informal learning, reflective and
experiential learning, or a combination of all of these.
 The pros and cons of each types of CPD? Which type of CPD would
you prefer?
1.4. Professional Development
Plan (PDP).
PERSONAL DEVELOPMENT PLAN (PDP)
Personal development planning (PDP) is the process

of creating an action plan based on awareness,
values, reflection, goal-setting and planning for
personal development within the context of a career,
education, relationship or for self-improvement.
You can figure out……
• What your aims are.
• Why these aims are important to your values (in
the short-term or long-term).
• What your current situation is.
• The skills, knowledge or competencies needed to
take you to the next step.
• The activities or training you can take to meet
those requirements.
MAKING YOUR OWN PERSONAL DEVELOPMENT PLAN
(PDP)
Step 1: Set your goals
Step 2: Outline your strengths and

weaknesses
Step 3: Build your personal development plan

Step 1: Set your goals
Step 2: Outline your strengths and weaknesses (SWOT model)
Step 3: Build your personal development plan
 When building your personal development plan, you should:

 Create a timeline: You should create a timeline for achieving your goals, including specific deadlines for completing
each step of your plan.
 Identify resources: You should identify the resources you need to achieve your goals, such as books, courses,
mentors, or networking opportunities.
 Evaluate and adjust your plan: You should regularly evaluate your progress towards your goals and adjust your plan
as necessary to ensure that you are on track to achieve them.
 Some examples of PDP template:

Action Plan
Simple and systematic format
Objectives Methods Timescale Mentoring and review
Statement of SMARTER List of specific Target completion date for How, with whom and how often
behavioral objective methods/activities each listed you will check your progress ?
selected method/activity
 Build your own professional development plan.
1.5. Motivational Theories
I. Maslow’s hierarchy of needs
theory
Abraham
Maslow
▸Born: April 1, 1908, Brooklyn, New York, United States
▸Died: June 8, 1970, Menlo Park, California, United
States
▸An American psychologist who was best known for

creating Maslow's hierarchy of needs, a theory of
psychological health predicated on fulfilling innate human
needs in priority, culminating in self-actualization.
▸A Review of General Psychology survey, published in

2002, ranked Maslow as the tenth most cited
psychologist of the 20th century.
II. Alderfer’s modified need
hierarchy model
Clayton Alderfer
▸September 1, 1940, Sellersville, Pennsylvania, United
States
▸Died: October 30, 2015

▸An American psychologist, speaker, writer, entrepreneur,
consultant and scholar.
▸He’s known for his study of workplace race relations –

and for his rebuilding of Maslow’s famous pyramid
III. Expectancy-based models –
Vroom, and Porter and Lawler
▸ The underlying basis of expectancy theory is that people are influenced by the expected results of
their actions. Motivation is a function of the relationship between:
1. Effort expended and perceived level

of performance; and
2. The expectation that rewards (desired

outcomes) will be related to
performance.
3. The expectation that rewards (desired

outcomes) are available.
Valence Instrumentality Expectancy
feeling about specific from which the valences of the probability that the
outcomes outcomes are derived outcome will be achieved

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Professional Practice

1.2. The importance of CPD.

1.3. Types of CPD.

1.4. Professional Development Plan (PDP).

1.5. Motivational Theories.

Personal development planning (PDP) is the process

Step 1: Set your goals

Step 2: Outline your strengths and

Step 3: Build your personal development plan

 When building your personal development plan, you should:

 Some examples of PDP template:

Objectives Methods Timescale Mentoring and review

▸An American psychologist who was best known for

▸A Review of General Psychology survey, published in

▸Died: October 30, 2015

▸He’s known for his study of workplace race relations –

1. Effort expended and perceived level

2. The expectation that rewards (desired

3. The expectation that rewards (desired

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