Challenge CPD Practice with a CPD Reinvention Checklist
Outline of initial hack
The profile of continuing professional development is diminishing and not because of our economic times and yet it is a critical area in an adaptable organisation. I would like to challenge how we think and manage our personal and professional development to get a workforce that truly engage and value it.
Individuals should be responsible but do organisations support this or just pay lip service. Do we reflect on our learning? Does your CPD challenge you and take you out of your comfort zone?
Lets get innovative with CPD and reward quality and commitment and this will transform the way we view CPD.
The profile of continuing professional development is diminishing and not valued by organisations and individuals, yet it is a critical area in an adaptable organisation. The way various professional bodies recognise CPD has a focus more on recording hours than quality of learning.
Organisations need to agree a how they are going to recognize quality CPD and reward this within the systems they use. Rewards need to be quantified that are relevant and meaningful to the individual ie more hours for quality, collaboration recognized, best practice.
Organisations and individuals need to use latest learning technologies and social media to keep CPD active and relevant. We need to get people thinking about development, and reflecting on what they learnt and how applied rather than the hours or points they need to record.
Use of technology can make the recording of CPD more dynamic and if quality outcomes are recognized and rewarded it would encourage a positive response and support life long learning. CPD should be integrated within roles and support reflective practice and encourage collaboration within the workplace.
Once someone has gone through the checklist (which would be further developed) they would have the tools to start to reinvent their CPD. This would lead to continuing with a development plan and applying new learning.
The systems organizations and individuals use are varied and cumbersome, people don’t like change even if it is positive. This can be overcome through demonstrating the benefits and rewarding engagement not necessarily through money but perhaps profile of them as professionals or knowledge experts.
There is a complex relationship between the various stakeholders in respect of organizations/individuals undertaking CPD and their various interests. We need to clarify roles and responsibilities and set up action learning sets to work with the stakeholders.
First need to recognize that the way we view and manage CPD can be improved and have a positive can do attitude to get involved.
Using a checklist to review our CPD practice will help us to challenge the status quo and our own thinking to create meaningful development plans and reflective practice.
Here is an outline of a checklist, which is a work in progress (SO PLEASE CONTRIBUTE)
CPD REINVENTION CHECKLIST
1. Is there direction and support from management to guide development?
2. Does your organisaiton tive you time to be creative, enrich CPD and develop reflective practice?
3. Is your development reviewed and feedback to reinforce good practice or areas for improvement?
4. Do you have the opportunity to connect with peers and collaborate internally?
5. Is use of social media seen as a positive thing to engage in forums to build knowledge and currency?
6. Do they encourage a range of recording options ie eportoflio and is it progressive?
These can be rated on value and actions to start the change process.
Additionally, set up a group through the hackathon or action learning set represented by various stakeholders. Agree objectives and outcomes required. Use social media and learning platform to demonstrate results.
Hi Karen! Thanks so much for this hack! As your assigned guide, just wanted to give you a couple of comments on this to help as you continue to develop it further. First, I'm excited about the idea of rethinking corporate professional development, and agree with your assertion that we need to pay more than lip service to it, measuring it by quality instead of hours spent, etc.
Where I'm hoping you can take this hack next is to make it more specific and actionable, i.e. is there a specific set of actions/next steps someone could take to re-evaluate their organization's CPD offering? I'm thinking that perhaps you could set this hack as something like "Blow Up Your Corporate Professional Development Program with a CPD Reinvention Checklist."
Then in the main body of the hack, you could outline a specific set of steps that someone could go through to evaluate whether their CPD program was really delivering value. What are the key things someone might look for? How would they measure the current value of their program?
Then, under practical impact, you could show how, once someone has gone through your checklist, they would have all of the tools they need to begin reinventing their CPD program.
It's just a thought, and feel free to take it another direction if you like, but my hope is that you can take this great concept--reinventing CPD--and develop a specific, actionable way for someone to begin actually doing it.
Hope this is helpful feedback, and thanks for the great contribution!
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Thanks for the great comment and input to this hack. It is so important to have something that is specific and that they can apply in any situation. I will continue to build this hack to make sure it grabs everyones attention and hopefully get some more likes and comments.
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