Developing Reflective Practice Essay

This kind of essay will certainly focus on growing reflective practice through exploring a critical episode in the workplace. It is going to explore distinct methods of representation and employ one particular strategy to reflect on the critical occurrence (appendix 1) and clarify why they method was chosen.

It is going to evaluate individual career development by reviewing past practice and the abilities that have been obtained throughout period, for example team-work, group roles and knowledge gained, which will be ways to assess how expansion has progressed. It will demonstrate a critical comprehension of assessing personal capability inside the workplace. It will identify a range of personal and interpersonal expertise that bring about effective specialist practice and various types of work methods and also reflect on practice and develop action programs to meet personal goals for future years. It is important to reflect on practice to help all of us grow while people, get faults and work on issues to better yourself.

Wigens (2003: 1) claims reflective practice has been referred to as one of the important ways in which we can learn from each of our experiences’, even so Atherton (2003) cited in Johnston and Nahmad-Williams (2009: 367) questions whether expression can really bring together the sensible and theoretical’. Paige- Jones and Create (2008) puts forward that it is important to reflect on how we interact with children and observe their very own peer communications; this helps us to think about how important interactions are. Following looking at Distinct methods of representation, I looked at and regarded a few, such as Gibbs and Kolbs.

Gibbs is quite just like De Bono’s as you are capable to explore different stages in depth, but found that Kolbs does not have a clear cut off among each period of the routine, therefore I identified it difficult to the case examine apart that way. Johnston and Nahmad-Williams (2009: 365) writes Although Kolbs model is useful to see wherever reflection matches the learning routine, it does not provide detail as to what reflection is usually and the processes in which it truly is achieved’ The model of expression that has been picked is Sobre Bono’s half a dozen thinking hats. This method minted to be the many interesting to myself as possible quite a visual tool.

The hats happen to be referred to by their colour always as opposed to their function (De Bono 2000), the reason for this is as De Bono (2000: 14) claims If anyone asks someone to provide his or her psychological reaction to something, you will be unlikely to get a good answer because people think it is wrong to be emotional’. Lindon (2012) puts frontward that Sobre Bono’s technique is a parallel way of thinking, which means that you are looking and thinking in the same way yet the way changes. It helps to give a more rounded perspective and helps see things via a different perspective.

Dreyer (2012) illustrates this by imagining a house with four people around it, one facing the front, one particular facing your back and a single at either side; Almost all may argue that their viewpoint is the best, yet until you walk around and view the house from all four angles you are not able to fully understand different points of views. Johnston and Nahmad-Williams (2009: 365) state that Dewey (1859-1952) was an important figure in education and looked at reflection as a means of purposeful thinking that can be systematic and raises concerns and answers’. De Pase (2000) suggests that thinking is usually imperative in everyday life with out matter great we think we could we should often strive to be better.

De Bono’s six head wear model offers six aspects the initial being the white head wear which suggests that you just first analyze the data you have available, the facts as well as the figures, in this instance Child L’s mum wants to be able to provide her child into nursery earlier than eight: 00am since she has to be in work, yet thinks it really is too expensive to cover the early classes, after being told to not can be found in early, mother still persisted in emerging prior to almost 8: 00am. The other aspect is a red head wear which is your intuition, thoughts and reaction, in this case feelings were aggravation that mother did not need to spend like other folks, annoyed that she was ignoring me, aggravated she kept bringing child T early, enraged at the fact that she was not communicating with staff, uncooperative since did not want to help mother and worried to keep needing to tell her repetitively.

The third element is the black hat which is the negative parts of the situation, Para Bono (2000) states this is the most valuable of all of the hats and should certainly not be seen as being a bad cap, it is only to focus on possible risks and potential problems, in such a case it is unfair to parents that are investing in the early commence and not fair on staff members setting the room up. The fourth aspect is definitely the yellow hat which is the positive aspects of the situation, in this case it can be good for father and mother to test staff members patience as it helps manage things at a later date calmly and confidently, having gained experience and knowledge, also that the manager and parent could meet half way and come into a conclusion of the joint decision.

The 6th aspect is a green hat which summarises and concludes of events, helping to decide what has been learned and what you would take forward into future practice. In this case it has demonstrated that parents are going to get upset at times and experts have to deal with this as effective as possible. In future I would attempt to resolve the situation myself by coming to a resolution without relating to the manager if possible, this way it could have not increased as quickly as it did. A final aspect is a blue cap which is the evaluation to place the green hat into actions.

In this case make certain there are parent comment packing containers where if a parent can be unhappy they are able to voice their particular opinion and feel listened to instead of getting worked up. When it is possible to look for an alternative and affordable method to engage attempting parents one example is to be able to drop their child away early might be just a few minutes. You may in that case imagine you were the full opposite and ask yourself how you would now feel.

Simply by going through these types of different thought processes you are allowing for your brain to consider a voyage to come to a reasonable conclusion. I have worked through the above reflective model it has pointed out some personal strengths and weaknesses which were useful to think about professional expansion. Writing a timeline of career advancement (appendix 2) has empowered me to look at past practice and give attention to the skills gained throughout numerous years of training. It had been a useful method of looking at personal progression. The most enjoyable encounter had to be while i worked in Majorca like a children’s rep.

Whilst below learnt to tone down my expressive personality, after a hurricane struck I panicked and afraid the holiday makers, my supervisor pulled me into the office and explained that it was very unprofessional and that Required to control my personal emotions. One other experience was after coming back home, a family group that accustomed to attend my previous gardening shop had told me of very upsetting information. They told me that the mom of a 30 days old baby had perished.

The father asked if I will be interested in getting their non-public nanny, after working on the other side of child attention in a home environment I was capable of see issues from a unique perspective and will relate to father and mother in current practice. Many times in life the chance have developed for me to develop and increase as a practitioner. Since as being a child my career path has been quite clear and after leaving university I started to study child care, alongside working with children.

Looking back it absolutely was quite a prone decision as the importance of childcare has not been as great because now, and after working in many nurseries, learned that it is effort. The chance finally came for a promotion to be third in charge of a nursery, after being successful inside the position I actually realised it turned out going to be a difficult quest. The job was very worthwhile, although the period spent together with the children have been halved because of paperwork and other duties, and other practitioners that used to operate alongside me were right now taking guidelines from me personally. Through this time around I began to deal with conflict, at first the idea was quite daunting nevertheless after lots of practice feel very comfortable to approach this.

The next step inside my career development was a task that I eventually stumble across. I quickly arranged an interview as the cash was higher yet the tasks cut. The setting has not been like a single I have worked well in, or perhaps heard of before as there have been lots of deprived children and chance to delve into the social operate side of things. During the past my knowledge has been in prestige nurseries with highly qualified parents such as Legal representatives and Doctors. I quickly learned that this was going to deliver me lots of experience and after working there for a year . 5 I got promoted to a space leader, this can be my current situation and still have now been working right now there for several years.

Daily I feel I learn something totally new in my task role and am one of the few people who appreciate my work. Within my duties I attend main group meetings and case conferences, liaise with sociable workers and other professionals, and also support employees in my place with their daily duties and a lot importantly maintain the children inside my setting. The team we have is a a highly qualified group of people with all worked there for a long period and enjoy working together. Each staff member has a diverse personality which will helps the nursery see things via different viewpoints. Miller (2005) proposes that teams event by different personalities handling out and so everybody has a great input.

Excellent very uptempo and confident individuality yet a colleague of mine is quite the opposite. It is this stability that helps the staff and parents to feel comfortable and also approach person members in the team with ease to support their personal preference. Manktelow (1995) illustrates you may solve diverse problems using numerous methods such as aspirations, sensitivity, creativity etc . As staff we can easily approach troubles within our operating hours and overcome all of them giving the other person great support.

Like Lindon (2012) we work efficiently as a team although there is a hierarchy everyone is in order to have their personal opinion and are listened to which will helps everyone feel confident. All members of the team enjoy participating in regular online classes to make sure were up to date with current practice and procedures. Miller (2005) puts frontward that it is important for practitioners to take a critical check out theory and practice whenever using children. Frequent staff conferences are organised and staff appraisals. It is crucial to be able to offer and acquire constructive criticism.

I recently include started to provide the 4 practitioners underneath me personally appraisals. I actually find it to become quite difficult to clarify that they need to focus on different parts of their practice. This is an area i need to work on. The compliment sandwich is a tactic that my supervisor explained to me, when you have a thing negative you need to discuss with a part of the group, you should start and end by declaring something great. This helps anybody to realise that they can be acknowledged for the good practice as well as the bad.

She also explained to be mare like a Swan’ which was explained to myself like this. A swan is a beautiful animal who is peaceful above water, however below the water her feet are going very quick. Tuckman after in 1977 proposed an update and added a 6th phase adjourning.

This is the level where duties are finish, people proceed their separate ways and group users can disengage. This can be because of retirement or maybe the setting closes. After doing some individual experiments to find out how I function and how My spouse and i fit into my team, I discovered that an auditory learning style suits ideal as the spoken term seems to absorb better personally.

The Belbin Team Products on hand test showed that the implementer stuck out from the rest. We find this kind of to be true as was a very confident person and am determined and self disciplined. My favourite questionnaire had to be the Honey and Mumford’s learning style. After completing this it was identified to be quite evenly distributed among all of the factors, which are the eager beaver, the theorist, the pragmatist and the mirror.

My scores were a bit higher in reflector and pragmatist. My spouse and i am in agreement with this as am very enthusiastic about attempting new things out in practice, but able to stand back and view the whole photo before gowing foward head first. By illustrating this they have stated the very fact that not knowing I have been learning and expanding from the start. There are ways for me personally and my team for more information about how we work as practitioners and strategies to overcome specific situations just like my important incident.

We am pleased with my personal achievement and could encourage anyone to work with kids as it is an extremely rewarding way in life. Dreyer, L Disciplines Forward, Chew Club #1: Edward deBono’s Six Considering Hats Sep 10th 2012; http://artsfwd.org/munch-club-1-edward-debonos-six-thinking-hats/ On-Line-UK [Accessed 20. eleven. 13] De Pase, E (2000) Six Thinking Hats, Penguin Books; The uk Jagusiak, C (2013)SWAN approach; http://www.satyaliveyoga.com.au/2013/04/16/swan-technique/ On-Line-UK[Accessed 12.

12. 13] Johnston, J and Nahmad- Williams (2009) Early on Childhood Studies, Pearson Education Ltd; Britain Lindon, T (2012) Reflecting Practice and Early Years Professionalism, 2nd model, Bookpoint LIMITED; Oxon Manktelow, J (1995) Mind Equipment Essential Abilities for a great career, Mind Tools, UK; Blackwell Miller, L (2005) Developing Early Years Practice, Oxon; David Fulton Publishers Paige-Smith, A and Craft, A (2008) Developing Reflective Practice in the Early Years, Berkshire; Open School Press Reed, M and Natalie, C (2010) Reflecting Practice initially, SAGE Publications LTD; London Smith, Meters. K. (2005).

Bruce W. Tuckman forming, storming, norming and performing in groups, the encyclopedia of informal education. [http://infed.org/mobi/bruce-w-tuckman-forming-storming-norming-and-performing-in-groups/. Accessed: [02. 12.

13]. Wigens, L (2003) Beginning Reflective Practice, Cheltenham; Nelson thornes Ltd

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