Reflecting on My Professional Development Plan

Question: Describe about the Reflecting on My Professional Development Plan. Answer: Introduction In this world with cut throat competition, we can really sense that how difficult and different has been the ways to manage organizational change (Buchanan, 2011). To manage the change on the organizational environment these days has become quite crucial to attain greater sustainability in this volatile world in this globalized market. This study attempts to identify the likely drivers for change in the Higher Colleges of Technology over the next 3-5 years. Also considering the opportunity and threat related to them. Even considering the stakeholders and main areas of change and the skill set needed by the current researcher to meet higher career objectives and organizational goals (Whelan-Berry and Somerville, 2010). Drivers for change in my own employment environment over the next 3-5 years with the type of opportunity and threat they can be. In the next 3- 5 years, in the space of Higher Colleges of Technology, the main change drivers will be mostly the following: If there is a proper replacement of all the systems, thus upgrading the technology and ease, this can ensure a great amount of innovativeness. In a big college, the time for replacement will be long and thus to upgrade to higher technology and systems, a change factor in next 3 years can be that of new systems being used by upcoming batches of students which even increases the attractiveness for them. (Gilbert, Eyring and Foster, 2012) The opportunity is this case is more number of applications because the high technology point can be sold as an advantage for the prospective students coming to the campus. Another driver for negative sort of change can be the possible attrition amongst. If there is a replacement of some existing teachers or employees, then it can directly link to the demotivation in the other colleagues and even can prove to be threat for the colleges. On the other hand, the replacement of some existing employees could generate de-motivation within the current faculty group, thereby reducing the quality of the educational services. It could be a potential threat for the Higher Colleges of Technology. Areas of the organizations operating practice where the most significant changes will be required and the main stakeholders whose views will need to be taken into account during the process of change. The organization needs a lot of changes in many operational areas which can actually be beneficial. Some areas are as follows: Scenario planning is quite needed in order to work with the upgraded technology and the need of professional development in students is needed thus more focus towards it. With the improvement in critical thinking process as one of the significant change- this will help to design and implement the response along with the business portfolio. Giving staff a chance to share their personal view will help these colleges have a great academic perspective. Change management process can be a very big change which will help the organization to perform better. The main point will be developing staff and student resistance towards the change like in processes, technology- so that they dont leave the organization till the time after effects of changes are seen. Stakeholders who should be considered while these processes should be: the students, teachers, educational counsels and other bodies. Moreover these all will be the affected bodies- thus their views should be taken in account. The core skills required of the change agent and the current skills present. The management will be the main body who will be entrusted with the main responsibility for the change. Thus the fundamental skills which will be needed: Scenario planning and more professional development Critical thinking process for the business portfolio of the organization Logical Thinking for the upcoming change and repercussions Ability to foresee possible results The present skills which are there is the scenario planning. The scenario planning has been started which lays down a plan to replace existing technology with highly enable Information Communication Technology.(Konno, Nonaka, and Ogilvy, 2014) Moreover even the consequences can be seen by the organization. But the Logical Thinking and the proper time management is something the organization needs to look at. The time management is quite needed in order to make sure that the change is brought fast. Else the student will not be able to cope up. Things will be done in 3-5 year period to remedy any perceived shortcomings in my current skills profile. The things which will be done in 3- 5 years to remedy any shortcomings are as follows: No disturbances from the internal environment: With the existing skills, will make sure that the proper plan to enable the college with good technology is nicely implemented and no internal element is able to disturb this process. Retaining Employees: The employees will be given some perks in order to help in this change. This will even act as a retaining policy and employees will be completely engaged. Brochures: The brochures of colleges will be having all the new changes which we wish to have and the kind of technology which the students will be exposed to for world class education and learning experience. Conclusion To conclude this study above, we can say its very important to know that what are main change drivers which can help our organization to grow and prosper in the changing and volatile environment. Also the awareness of the skill set of the organization is quite needed because those will be the main channels with which we can bring about quick and needed change. References Buchanan, D.A. 2011 Good practice, not rocket science understanding failures to change after extreme events, Journal of Change Management, 11 (3), pp.273-288 Gilbert, C., Eyring, M. and Foster, R.N. 2012 Two routes to resilience, Harvard Business Review, 90 (20), pp.66-73 Konno, N., Nonaka, I. and Ogilvy, J. 2014 Scenario planning: the basics, World Futures, 70 (1), pp.28-43 Whelan-Berry, K.S. and Somerville, K.A. 2010 Linking change drivers and the organizational change process a review and synthesis, Journal of Change Management, 10 (2), pp.175-193