Making the most of Continuing Professional Development

 Developing professional networking skills

Making the most of feedback

Showing moral courage and maintaining ethical practice

Understanding the contribution you make to the organisation’s purpose is crucial for a strong sense of professional identity. This describes a person’s understanding, beliefs, and values associated with their professional role or career. Professional fosters a sense of purpose, belonging, and career fulfilment. The following characteristics are particularly important:


<p>Understanding how you contribute to your organisation’s purpose is crucial for a strong professional identity. This describes a person’s understanding, beliefs, and values associated with their professional role or career. Fostering a sense of purpose, belonging and fulfilment is the fourth Foundations for Wellbeing (FWB).</p>



<p>Even the most reflective individuals benefit from honest feedback to enhance their growth mindset, professional identity and self-understanding. Your <a href="https://staging.isort-frontend.pages.dev/toolkit/individuals/safe-and-secure/quick-wins/using-your-support-networks-creating-your-personal-board-of-directors" target="_blank" rel="noreferrer noopener">Personal Board of Directors</a> can provide candid assessments of your traits and behaviours, enhancing your professional development. Another useful technique is 360-Degree Feedback, where people receive anonymous observations about their behaviour from peers and line managers. This promotes self-awareness and skill development <strong><a href="https://doi.org/10.1080/03643107.2010.480933" target="_blank" rel="noreferrer noopener">(Richardson, 2010</a></strong>), offering insights into how individuals contribute to their organisation’s mission, vision and values.</p>



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<p>The 360-Degree Feedback tool is typically integrated into broader performance management systems, helping prioritise personal development goals. Alternatively, you can ask your manager to facilitate this process as part of your learning. Consider creating an anonymous survey or having participants email your manager their responses to tailored questions supporting your development. A few example questions are:</p>



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<li>What are the attributes that you value most when working with?</li>
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<li>What skills have you seen_____ demonstrate?</li>
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<li>What skills or knowledge do you think___ could develop to enhance their performance at work?</li>
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<li>How would you rate ___ communication skills and how could they be improved?</li>
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<li>Is there anything ___ could do to improve your working relationship?</li>
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<p>The Chartered Institute of Personnel Development (CIPD) has published an evidence review on performance feedback that includes 360-Degree methods, see <a href="https://www.cipd.org/globalassets/media/knowledge/knowledge-hub/evidence-reviews/performance-feedback-evidence-review_tcm18-111378.pdf">here</a>.&nbsp;</p>



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<p>The guidance provided on receiving and <a href="https://staging.isort-frontend.pages.dev/toolkit/individuals/professional-identity/making-the-most-of-feedback" target="_blank" rel="noreferrer noopener">acting on feedback</a> will help you maximise the benefits of a 360-Degree assessment.</p>



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Asking for 360-Degree Feedback


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<p>Reflective pause</p>



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<p><em><strong>What internal or external factors might stop you from stepping in as an active bystander in challenging situations?</strong></em></p>



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<p>There is a growing movement promoting active bystander intervention. It encourages speaking up against inappropriate behaviour to ensure workplace safety and security for everyone. In organisations we all act as bystanders as situations unfold around us. It is easy to let things pass by, even if they make us uncomfortable. Yet, tolerating occasional unacceptable comments can normalise them, creating a culture where people feel excluded or unsafe.&nbsp;</p>



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<p>Becoming an active bystander, whether as a leader, a colleague or a community member, means not ignoring situations that make us uneasy.&nbsp; This is fundamental to professional identity.&nbsp; Taking action allows us to challenge unacceptable behaviour or attitudes, fostering a safer and more inclusive environment. Being an active bystander may involve not laughing at sexist or inappropriate jokes, addressing unintentional micro-aggressions, and discussing with colleagues how their behaviour affects others.</p>



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<p>Here are several ways to be an active bystander:</p>



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<li>Speak up: If you witness inappropriate behaviour or language, address it directly. Let the person know that their actions are unacceptable and may be harmful.</li>
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<li>Intervene safely: If you feel comfortable and safe doing so, intervene if someone is at risk of harm. This could involve physically intervening, calling for help, or finding support from others nearby.</li>
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<li>Support the target: Offer support and assistance to the person who is being targeted or harmed. Let them know that you are willing to help in any way you can.</li>
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<li>Report incidents: Report incidents of harassment, discrimination or violence to the appropriate authorities or individuals within your organisation to ensure appropriate action is taken to address the situation.</li>
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<li>Educate yourself and others: Learn about harassment, discrimination and violence, and share your knowledge with colleagues to help to encourage them to be active bystanders.</li>
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<li>Promote a safe environment: Promote a safe and inclusive workplace environment by advocating for policies and practices that promote diversity, equity, and inclusion.</li>
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Becoming an active bystander


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<p><strong>Chikere Igbokwe</strong> has compiled a list of tips for becoming an effective ally in the workplace. These are summarised below: </p>



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<li>Educate yourself about the historical and current realities of racism. Seek out different perspectives.</li>
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<li>Reflect on your biases and actively seek to unlearn them.</li>
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<li>Listen attentively to marginalised voices without judgment. Avoid minimising their experiences. </li>
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<li>Ensure marginalised voices are heard and consciously amplify them wherever possible.</li>
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<li>Speak out against racism and discriminatory behaviour.</li>
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<li>Engage in uncomfortable conversations about racism.</li>
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<li>Support and mentor colleagues from marginalised backgrounds.</li>
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<li>Use your privilege to advocate for diversity and inclusion.</li>
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<li>Commit to continuous learning and challenge yourself to grow. </li>
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<li>Engage in self-reflection to identify your biases and assumptions.</li>
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<li>Take responsibility for past mistakes and commit to personal growth.</li>
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<li>Promote an inclusive workplace culture through actions such as attending training sessions and encourage others to do the same.</li>
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<p>See <a href="https://www.skillsforcare.org.uk/news-and-events/blogs/what-active-allyship-at-work-means">here </a>for more information.</p>


Being an effective ally in the workplace


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<p>LinkedIn is a free professional networking site. You can use it for:</p>



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<li>Networking: Connecting with professionals in your field can open up opportunities for collaboration, job opportunities and professional growth.</li>
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<li>Research: Getting background information on organisations and individuals before meetings, interviews and networking events.</li>
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<li>Learning and development: Using LinkedIn courses to enhance your skills and staying up to date with key issues in your field. </li>
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<li>Support: Obtaining advice and support from experienced professionals.</li>
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<li>Job searching: Finding job opportunities that match your skills and interests.</li>
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<li>Reaching out to prospective employers: Increasing your visibility to potential employers and identify and applying for relevant roles.</li>
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<p>To make the best of LinkedIn:</p>



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<li>Complete your profile: Complete all sections, including your summary, experience, education, skills and endorsements. Optimise your profile for searching using relevant keywords. </li>
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<li>Use a professional photo: Select a high-quality, professional image &#8211; ideally a clear headshot with a neutral background.</li>
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<li>Write a compelling summary: Use this to emphasise your skills, experience and career goals, considering what sets you apart from others in your field.</li>
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<li>Highlight your experience: Summarise your work experience, including key responsibilities and achievements.</li>
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<li>List your qualifications: Summarise your educational background, providing information on degrees and any relevant courses completed.</li>
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<li>Showcase your skills: Add skills that are relevant to your profession. Asking colleagues and personal connections to endorse these skills will enhance your credibility. </li>
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<li>Join groups and communities: Connect with like-minded individuals, engaging actively in group discussions to network and share insights. </li>
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<li>Share content: Share and comment on articles, insights and updates to demonstrate your knowledge and expertise.</li>
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<li>Regularly update your profile: Add your latest accomplishments, skills and experiences. </li>
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Using social media for networking: Develop your LinkedIn profile


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<p>It is important for health and social care practitioners to periodically reconnect with their values. This can enhance person-centred care, guide ethical decision-making, improve communication and understanding and strengthen professional identity. Moreover, reconnecting with values can help prevent burnout, foster resilience and enhance personal wellbeing.&nbsp;&nbsp;</p>



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<p>You can reconnect with your values in several ways:</p>



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<li>Self-reflection: Reflect on your personal values and how they align with your role. Consider what initially drew you to your profession and the values that were important to you at that time.</li>
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<li>Mindfulness practices: Use mindfulness techniques such as meditation or deep breathing exercises to create space for reflection. This can help you reconnect with your core values and motivations.</li>
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<li>Seek support: Connect with colleagues, mentors, or supervisors who share your values or can offer guidance and support. Discussing your values with others can help reinforce their importance and offer additional viewpoints.</li>
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<li>Continuing education: Attend workshops, seminars, or training sessions that focus on values-based practice to provide new insights and strategies for aligning your work with your values.</li>
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<li>Regular self-assessment: Assess your actions and decisions to ensure they resonate with your values. Reflect on situations where you might have compromised your values and consider alternative approaches for similar situations in future.</li>
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<li>Engage in meaningful work: Seek out opportunities within your role to engage in work that is meaningful and aligned with your values. This might involve advocating for marginalised groups, participating in community outreach initiatives, or volunteering for causes close to your heart.</li>
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<li>Create reminders: Keep reminders of your values visible in your workspace or daily routine. This could be a quote, a photo, or a symbol that represents what is important to you.</li>
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<p>Other strategies will help you reconnect with your values, particularly working with your strengths and creating your own <a href="https://staging.isort-frontend.pages.dev/toolkit/individuals/safe-and-secure/quick-wins/using-your-support-networks-creating-your-personal-board-of-directors" target="_blank" rel="noreferrer noopener">Personal Board of Directors</a> , demonstrating <a href="https://staging.isort-frontend.pages.dev/toolkit/individuals/professional-identity/showing-moral-courage-and-maintaining-ethical-practice" target="_blank" rel="noreferrer noopener">moral courage and maintaining ethical practice</a> and <a href="https://staging.isort-frontend.pages.dev/toolkit/individuals/self-care-and-wellbeing/quick-wins/learning-to-be-mindful" target="_blank" rel="noreferrer noopener">mindfulness</a>.</p>



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Reconnecting with your values

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