maximising your potential

Maximising your Potential

SASG Continued Professional Development Programme

Maximising your Potential

There is no rule book for each situation

It takes time to develop skills

It takes time to embed in behaviours

A long term approach with appropriate support and encouragement bears fruit

The Postgraduate Centre Education South,Oxford Road, CMFT Manchester M13 9WL

Funded by the North Western Deanery

For the development of

Staff Grades

Associate Specialists

Speciality Grade Doctors

The Programme

The ProgrammeModule 1

Aspiring LeadershipFull day workshop or two half day workshops

Module 2Skills and Action Planning

Full day workshop or two half day workshops

One to one professional executive coachingBy appointment

Module 3Practical Guidance

Full day workshop

The reasonTo help and provide challenge

To help encourage more pro-activity and effectiveness in both work and life

To harness appropriate experience, skills, knowledge and achievements

To enable time out to explore and develop available opportunities

To walk alongside in support

Help along the wayA long term measured approach

Development workshops

Personality profiling (Myers Briggs Type Indicator)

Coaching sessions

Group support

Personal development planning

Supported self directed learning

Emotional Intelligence is becoming more important than IQ in personal success

‘There is intelligence in the emotions (and) intelligence can be brought to emotions’

The more complex the job, the more Emotional Intelligence matters!!

Goleman’s Framework

• Motivation - the drive to work and succeed

• Self-awareness - understanding yourself, your strengths and weaknesses and how you appear to others

• Self-regulation - the ability to control yourself and think before you act

• Empathy - how well you understand other people’s viewpoints

• Social skills - communicating and relating to others

Emotional Intelligence in CliniciansThe following competencies are considered necessary for successful clinicians

manage themselves (self-regulation) and not vent their frustration on staff and patientshave self-awareness of their real, not perceived, strengths and weaknessesmotivate others as well as themselvescounsel or coach others in many situations within the organisation (social skills)encourage others and communication effectively (social skills)develop good working relationships (empathy)

What do you want from the programme?

What can you offer the programme?

What is your personality profile?

What do others say about you?

What are your areas of strength and which areas need development or improvement?

Module 1Aspiring Leaders

Self awareness

Communication

Motivation

Assertiveness

Positive influencing

Networking

Module 2Skills and Action Planning

Goals and objective setting

CV writing

Presentation skills

Teaching skills

Interviewing skills

Module 3Practical Guidance

Article 14 and Certificate of Eligibility for Specialist Registration (CESR)

Portfolio building

Application and shortlisting processes

Based on Carl Jung’s theory of Psychological Type

Refined and developed by Katherine Briggs and Isabel Myers

Over 50 years’ of research

Introduction to MBTI®

A framework for understanding healthy personality

No good or bad, better or worse personalities

Affirms people’s strengths

Does not explain everything about people

Introduction to MBTI®

Sensing

Focuses on practicalities

Lives in the present

Likes facts and details

Likes information stepwise

Trusts experience

Focuses on possibilities

Lives in future

Likes ideas and patterns

Likes information as big picture

Trusts inspiration 

Intuition

Using Sensing and Intuition in Medicine

 SensingDrawing meaning out of histories

Making sense of odd combinations of symptoms

Developing new ways of doing things

Generating ideas for research

Strategic management

Taking structured histories

Prescribing safely

Following care pathways

Collecting data for research

Day to day management

 Intuition

A confidential, one to one relationship that both challenges and supports individual change devising personal strategies for improvement.

Coaching is the facilitation of learning and development with the purpose of improving performance and enhancing effective action. It is invariably involves growth and change, whether that is in perspective, attitude or behaviour.

[Peter Bluckert]

Coaching support

The Coaching Continuum (Robert Witherspoon):

Skills                 -  for current projectsPerformance      -  for present jobDevelopment     -  for future jobsOwn Agenda     -  for wider personal effectiveness

Awareness, responsibility and self-belief are key concepts in coaching.

Awareness is the starting point for growth and change.

As people become more aware of their assumptions, belief systems, attitudes and behavioural patterns, they move into a position of choice – to stay as they are or to change.

Coaching support

Betterwork / lifebalance

Greater personal

effectiveness

Support current identity

Challengecurrent

perceptions Use owninner

resources

    Utilise abilityto achievegoals andoutcomes

Coaching support

Beyond the programme

Your teams, colleagues, patients and organisation recognise a more confident, inspirational doctor capable of developing the potential of themselves and others and capable of motivating towards success for everyone.

Lightbulb Moments CD

Our Lightbulb Moments CD contains series of Lightbulb Moments cards around emotional intelligence.A free copy is available for one lucky person each month.

To win a copy send your name and email address to

info@ei4change.org.uk

Ei4Change Ltd.

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