Introduction
The following report is on professional development and it specifically looks for ways of identifying the interpersonal and intrapersonal effectiveness strategies in career choice and growth. The report is about the motivational theories of interpersonal development and their relevance to my professional development. There is an assessment of my interpersonal effectiveness through ratings on the Learning Style Profiler where I discuss the results from the profile and the kind of professions that may be appropriate to me.
The other aspect discussed in this report is the interpersonal effectiveness assessment findings. Interpersonal effectiveness refers to the ability to interact and communicate with other people. This affects professional development especially if someone has low interpersonal effectiveness. Working in environments that deal with people may be a challenge. The reports take into consideration the fact that one’s profession is in a social-cultural setting and how this affects the professional effectiveness. It considers how to improve intra personal and interpersonal effectiveness.
Intrapersonal effectiveness
This refers to the self-awareness of mental and emotional states. This awareness is imperative in today’s professional development as it develops mental and emotional effects when doing a particular task. This part will look into my evaluation of personal effectiveness and how it may be used in career development. Interpersonal development takes into consideration emotional abilities (Atkinson, 1964).
To assess me, I did a test in Jackson’s Learning Profiler where it tests the learning styles. My most prominent learning style was Deep Learner as well as Sensational Leaner. As a deep learner from Jackson’s profiler, one is more inclined to have a deep sense of general knowledge. The knowledge may not have any basic application (Matthews, 1997).
As a person with a high deep learning profile one may be best suited for brainstorming discussions to come up with new ideas as well as solutions. It helps to identify potential challenges and problems that may arise in the course of doing a task. The other aspect of evaluation is on one’s emotional intelligence. This is the cognition of one’s feelings concerning a particular situation. Interpersonal effectiveness involves knowing situations that trigger particular emotions like what makes one angry or happy, which will help to deal with situations.
This knowledge when coupled with Kolb’s Learning Profiler test shows that I have a diverged learning style that focuses more on thinking and doing. With this set of knowledge, it becomes easy to evaluate the profession that one is likely to choose in the process of personal development (Mainemelis, 2002).
The other score is instinctive learning where I had a moderate score of five. The moderate score indicates that one is more inclined to look for learning opportunities especially if the learning is a pleasurable experience to enjoy learning new things. As a moderate instinctive learner, I am likely to learn new things although with caution (Nutty, 2006).
The other aspect of learning is emotional learning where I had a low score. Emotional learning is a process where one learns from mistakes and deep emotional experiences (Lynch, 1998). Also, a low score indicates that I do not like learning from experiences as it is painful. I prefer to learn from others or listen to others rather than learning from others’ experiences.
On whether I agree with the findings of these theoretical perspectives on intrapersonal effectiveness, I concur with the authors on the need to know oneself. This is because it helps to deal with certain situations and avoid instances and tasks that are incongruent with learning capabilities (Ornstein, 1977). It assists to develop learning styles in line with one’s capability in dealing with people (Weiner, 1986).
These are development designs that will help me to achieve career growth after identifying my intrapersonal ratings. The ratings will help me to achieve the goals in terms of improving my interpersonal skills. It will assist me to view challenges and failure as a learning opportunity rather than avoid them. With a high deep learning style, it will make me a better team player by providing insight into a problem based on the knowledge I have. As a deep learner, engaging in research that is aimed at obtaining information will be my part in a group contribution. This will make me an effective team player.
These will be my career development strategies to enable me to reach the set objectives. The first strategy in personal development is choosing a career based on learning capabilities. This makes it easy for one to enjoy working in a setting and overcoming challenges. It is imperative to work in a setting where the work is in tandem with capability. As a deep learner and a person who is interested in new knowledge, a carver in a research setting will work to my advantage, as I will learn by gathering information and sharing it.
As part of my career development, I will work with a research institute where I will harness my inherent deep learning style. Also, my divergent learning style which involves thinking and working with other people through brainstorming sessions and consultancy settings where ideas are needed will augur well with my learning style and they will make the work enjoyable (Park, 2002).
Interpersonal effectiveness
This refers to the knowledge of one’s ability to interrelate with other people. It is the ability to communicate effectively with others and thereby influence them to have a relationship through shared meanings and experiences. This effectiveness comes from a person’s ability to empathize with others as well as listen to their point of view. It is also an ability to assert oneself when circumstances demand one to do it. Interpersonal skills are becoming more important than before due to the need to have people who are emotionally intelligent in handling interpersonal issues. Managers and leaders must be competent in their interpersonal capabilities to improve their performance (Yamazaki, 2004).
In assessing my interpersonal skills on the SPARK, I had a score of seven regarding expressing myself as interpersonal skills involve the ability to express oneself to others. This makes it easy to communicate feelings on a particular issue.
The other interpersonal capability is the ability to deal with diverse groups of people who are from different races or nationalities (Marshall, 1985). However, because most of our actions are based on online discussions with people who are from different countries it assists in interrelating with people of diverse cultural orientations.
Interpersonal competence will be important for me in my career as a researcher as it will involve interacting with people from a diverse group of people and obtaining information from such people will involve empathizing with them to receive the correct information. Improving my listening skills as well as the ability to listen is an imperative part of building my interpersonal effectiveness (Marshall, 1986).
Regarding the social-cultural setting, my intrapersonal knowledge will assist me to develop knowledge on issues such as well-oriented discussions with people to derive information. It will also help me to listen to others as a form of learning style (Wolfe, 1977)
To monitor the interpersonal progress I shall keep doing assessments on interpersonal effectiveness. The other appropriate measure of monitoring progress in interpersonal effectiveness is requesting feedback on one’s interpersonal behaviors. Asking friends what they think about communication skills and areas where I can improve will be part of monitoring progress in my interpersonal effectiveness. Subscribing to the services of a personal development coach that will keep me on track in my personal development and career growth will be another strategy that will assist me in my career growth. Coaches offer professional advice and insight on how one can improve his or her quality of life-based on personal knowledge on an individual as well as the competency in a given field (Farwell, 1996).
Conclusion
The knowledge on one’s level of interpersonal and intrapersonal effectiveness is very imperative to make good career choices. Knowledge of one intrapersonal inclination improves the performances in situations that will require the application of intrapersonal effectiveness. It will also assist in the development of interpersonal skills through the application of one’s capabilities in interpersonal settings. To attain effectiveness one must keep assessing the progress to keep track of areas that will require attention and improvement as effectiveness changes with experience and context. The study is worthwhile due to its ability to inform about the abilities of interpersonal as well as intrapersonal settings.
References
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