CPD CYCLE
1. Identifying Your Needs
There are a number of ways in which you can identify development needs.
For example, you can carry out a skills audit. You may receive feedback from colleagues or your line manager about an area in which you are weaker. Alternatively, you may have an interest in a particular area and want to develop your knowledge.
2. Planning and Carrying Out Development Activities
Development activities may be either:
Formal, such as training courses or particular qualifications. These are often, though not always, provided by an external provider, and may carry a cost. Your employer may have a limit on what they are prepared to pay, so you may need to consider self-funding or alternatives such as online resources that are cheaper or even free.
Informal learning, including side-by-side learning, video training (for example, for doctors in particular surgical techniques), shadowing, mentoring, coaching or reading on the subject.
There is a growing recognition that continuing professional development is both essential and potentially expensive. Especially in developing countries, professionals are using the internet to share teaching content for free, or at very low cost. You may find that an imaginative approach to seeking out development activities pays off.
3. Reflecting on Your Learning
Reflecting on what you have learned is a vital part of continuing professional development. Learning does not emerge only from activities that you designated as ‘development’, and you may find that you are learning at least as much from your day-to-day activities.
4. Applying Your Learning
Going on training courses or watching videos is only the start. You then have to apply what you have learned to your own job. This can be quite a clumsy process, especially at first. The competence theory of learning sets out that we move through four stages when we learn:
Unconscious incompetence – not knowing what we don’t know;
Conscious incompetence – knowing where we need to develop and watching other people do it, but still unable to do it ourselves with any skill;
Conscious competence – being able to do something reasonably well, provided we concentrate; and
Unconscious competence – being able to do something almost instinctively, without needing to focus on it
5. Sharing Your Learning with Others
Some commentators add a fifth stage to the competence cycle – being able to teach others. It is certainly true that being able to articulate and share your learning is an important part of making sure that you have fully internalised it
