Explain their own philosophical approach to counselling Where I am in my training I feel that I have a good understanding of the person centred approach to counselling. At the moment I don’t feel I have a deep enough knowledge of the other theories to relate to them. Person centred approach appeals to me for a number of reasons; firstly I believe that each person has within them the ability to become the best possible version of them. I feel that this is an important part of the theory. “The actualising tendency refers to the tendency in all forms of organic life towards more complex organisation, the fulfilment of potential, and in human beings, the actualisation of the whole person including the persons self” (Merry 2002).
A goal is what a person is trying to accomplish (DuBrin, 2004). In order to direct ourselves we set goals that are clear and understandable, challenging, and achievable. Feedback is an important element in goal setting. We need feedback so we can determine whether we are succeeding or whether we need to change our goals and/or direction. We find feedback very encouraging and motivating.
Mezirow (1997, 2000) states: “Transformative learning refers to transforming a problematic frame of reference to make it more dependable in our adult life by generating opinions and interactions that are more justified. We become critically reflective of those beliefs that become problematic.” (p20) Mezirow (1997, 2000) implies depth of learning is gained from being critically reflective on self and on others work in order to strive towards change; also that there needs to be a desire for making changes i.e. a purpose to the action. Mezirow (1997, 2000) further discusses that critical reflections should encompass looking at self as well as considering; social, educational, political or psychological influences similar in concept to reflection on action as outlined in theory discussed by Schön (1983) although Schön (1983) does go on and include reflection in action within his work, something Mezirow does not. Schön (1983) suggested that reflection is a key factor for professionals to deal with complex situations and for professional development.
Leadership & Organization Development Journal Emerald Article: A dynamic theory of leadership development E. Isaac Mostovicz, Nada K. Kakabadse, Andrew P. Kakabadse Article information: To cite this document: E. Isaac Mostovicz, Nada K. Kakabadse, Andrew P. Kakabadse, (2009),"A dynamic theory of leadership development", Leadership & Organization Development Journal, Vol. 30 Iss: 6 pp. 563 - 576 Permanent link to this document: http://dx.doi.org/10.1108/01437730910981935 Downloaded on: 12-12-2012 References: This document contains references to 93 other documents Citations: This document has been cited by 4 other documents To copy this document: permissions@emeraldinsight.com This document has been downloaded 15666 times since 2009. * Users who downloaded this Article also downloaded: * E. Isaac Mostovicz, Nada K. Kakabadse, Andrew P. Kakabadse, (2009),"A dynamic theory of leadership development", Leadership & Organization Development Journal, Vol. 30 Iss: 6 pp.
In relation to self-leadership, curiosity requires more than showing interest, is also requires challenging yourself to expand upon it to further develop yourself (Kashdan, 2004). Curiosity allows “us to be more open-minded, flexible, and non-assuming,” three factors which also impact our overall well-being. I choose to lead myself with an open-mind, to look at situations and other people’s actions without any preconceptions. I am curious about the feelings, inner workings, and drivers behind every action, choice, and invention. There is a reason behind everything and every choice.
A reflective practice model would enable learners and novices within a discipline to compare their own practices with those of experienced practitioners, thus leading to development and improvement. Although given currency by Schon (1983) and Kolb (1984), reflective practice has been advocated by educationists such as Dewey (1909) and Lewin (1952) and can be traced back to the Socratic method of enquiry - in which questioning and exploration of the implications of another's viewpoint are employed to enlighten the enquirer. Moon (1999) defines reflective practice as "a set of abilities and skills, to indicate the taking of a critical stance, an orientation to problem solving or state of mind." In essence, it is a readiness to constantly evaluate and review your practice in the light of new learning (which may arise from within the context of your professional practice). A reflection in a mirror is an exact replica of what is in front of it.
Reticular activating system of our brain brings to us the information from our environment that are in accordance our beliefs and thoughts by filtering all the other information. So, it becomes essential for you to build an abundance mindset by doing various personal development works and by increasing your alertness or you will fall into the trap of negative thinking which causes all types of miseries in the world. Before changing your mindset it is essential for you to know the nature of these two mentalities because then only you will be able to know where you are and where you have to go and that's why I will be discussing with you how the two thought systems work. Scarcity Mentality It is the way in which society conditions people's mind that causes their opinions about the world and a lot of it is based on the thought that universe's supply is limited, some also call it as the scarcity programming. This belief system affects all of us in various ways and degrees, a very simple and obvious way to discern how deeply someone is influenced by such thoughts is to identify how much emotionally healthy he is.
People are very self-aware and with just one mention of the self the mood in the environment can change. Since people are so insecure with their self-image our environment influencers (friends, family, enemies, media) have it easy to persuade us to do, think, and even buy anything they want us to. There are many different theories that relate to how people see themselves in the world. Some of these theories are: Self awareness theory, Causal Theory, Self Perception Theory, Looking Glass self, and the Social Comparison theory. These subjects will all be discussed below and put in perspective with relatable material to show proper examples.
1. Introduction The term ‘human resource management’, Bratton and Gold (2007) have suggested that is a strategic approach to leveraging people’s capabilities by achieving competitive advantage, which involves a distinctive set of integrated employment programs, policies and practices. As a subject of HRM student, massive skills, knowledge and competencies have to be adroitly grasped and applied in reality. To understand this specific field, it is not only depending on teaching, but also depending on individual strengths, weaknesses and external opportunities and threats. In following parts, I will analyze my SWOT in different areas in terms of group working, presentation skills as well as critical thinking skills 1.1 My Strengths According to my previous working experiences, my colleagues and line managers claimed that I was a good listener, diligence in assessing businesses with which I dealt and good ‘people’ skills by dealing with tricky issues both on internal business and on external business.
Let me fist began with accountability. Accountability is major part of being successful in life and in your career. It seems like in society, people are just looking for any avenue possible to shift the blame and not take responsibilities for their own actions. I feel employers are looking for someone who not only acknowledges his or her errors, and take responsibility for his or her actions, but also someone who is willing to learn from their mistakes and not blame someone else. Everyone makes mistakes but the real test is how you react.