Reflection On Moving And Handling Training

I will be attending a Moving and Handling training organized by Worcestershire Trust on how to use a mow hoist. This training is a practical activity based group learning event. It will allow me to hear the views of other as well as to engage actively in the use of the equipment.

I will also be attending a women in care business forum meeting. Here women get to share their experience and to show case best practice in the Care sector. My preferred method of learning in Care is the group discussion method. This is because it allows me to draw knowledge from the group and to benefit from the experience of others.

3.2 Professional Development Plan

Objectives Date for Achievement How I will achieve my objective Support Required Evidence and Outcome

reflection-in-action and reflection-on-action(Tilmouth and Qualllington,2012). People using reflection-in-action have to be forward thinking and reflect critically on what they are doing whilst they are doing it and to adjust actions in terms of that reflection ( Greenwood, 1983.). On the other hand reflection on action is used retrospectively and demands that those using it analyze and interpret their actions (Fitzgerald, 1994). Tilmouth and Quallington(2012) posit that what is important is not so much the model used but the learning that results from the model which is able to confirm whether behaivour is appropriate or if practice needs to be

I always look back at whether the way I did a task was the best way and what I could have done better.

• An example of this is how I reflected on what was causing my assessments to take so long. I realized I could reduce the time by filling in some of the information of the assessment forms before hand using the assessments from the social worker.

• Feedback from both staff and service users is also a useful tool in conducting reflective practice.

• By taking note of feedback it is easy to see the strengths and weaknesses of both the organization as a whole and myself as an individual and hence to seek out ways of improving performance. Tilmouth and Quallington (2012) discuss 360 degree reflection which asks people to reflect on their conduct after gathering information from a variety of sources that include those you have authority over and those under your authority. Questionnaires can be used to conduct this 360 degree feedback and the Chartered Institute for Personnel and Development (CIPD) provides free resources to achieve this.

• Good performance of reflective practice and how you are using the feedback to improve the service. Well