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Click on the image below and look at the document - how could it help you in reflecting on your performance?

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A brief video to watch....

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Critical reflection – Improving outcomes for children

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And now....
Prepare yourself a template you could use to document your reflections while on work placement. (Hint: Ensure your template has a space for the date !)
Email me an electronic copy of your format.

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And now....
Prepare yourself a template you could use to document your reflections while on work placement. (Hint: Ensure your template has a space for the date !)
Email me an electronic copy of your format.

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Read the following....

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Working effectively in a school requires you to have a high level of self-awareness. This means understanding how your values, beliefs and behaviour may impact on your work and seeking appropriate support or advice for your skills and cultural awareness if needed.
Values Values represent personal standards. We learn personal values from our families, social and cultural groups, religious beliefs, school and personal experiences. Values can vary between cultures and societies. For example, you may place high value on personal freedom and individuality; however, in some cultures it is more important, especially for women, to value conformity and duty to others.
Beliefs Beliefs are based on what people believe to be true; for example, many people have religious beliefs that guide how they live their lives. Individual beliefs are not easily changed, as they provide a basis for a person’s understanding of the world. It is important to examine your own beliefs and not assume that what you believe is right and logical or that the beliefs of others are incorrect and irrational

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Some important communication skills for giving, receiving and analysing feedback are outlined below.
‘I’ statements When you use the word ‘I’, you are taking ownership of what you say and sending a clear message about personal responsibility. The use of ‘I’ helps you communicate in a direct and active way and allows you to clearly state what you feel or think about a situation.
Active listening Active listening involves focusing all your attention on what another person is saying. Avoid interrupting until they have finished what they want to say. Ask questions or paraphrase what the speaker has said to clarify and check your understanding.
Observe body language Observing a person’s body language should give you an indication of how they are feeling and their level of comfort. If their body language reflects that they are upset by what you are saying, you may need to pause or change the way you are giving the information.
Respect difference Be aware of individual differences when providing feedback. For example, some people find it harder to give and receive feedback than others. There may also be cultural differences in the protocols of giving and receiving feedback.
Be supportive Avoid focusing only on negative aspects of a person’s behaviour or performance. Acknowledge what they do well and what they are good at in addition to areas where they can improve

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What Are the SMART Criteria?

How to Write a SMART Goal

Paul J. Meyer, businessman, author and founder of Success Motivation International, describes the characteristics of SMART goals in his 2003 book, " Attitude Is Everything: If You Want to Succeed Above and Beyond." We'll expand on his definitions to explore how to create, develop and achieve your goals:

1. Specific

Your goal should be clear and specific, otherwise you won't be able to focus your efforts or feel truly motivated to achieve it. When drafting your goal, try to answer the five "W" questions:

Example

Imagine that you are currently a marketing executive, and you'd like to become head of marketing. A specific goal could be, "I want to gain the skills and experience necessary to become head of marketing within my organization, so that I can build my career and lead a successful team."

2. Measurable

It's important to have measurable goals, so that you can track your progress and stay motivated. Assessing progress helps you to stay focused, meet your deadlines, and feel the excitement of getting closer to achieving your goal.

A measurable goal should address questions such as:

How much?

How many?

How will I know when it is accomplished?

Example

You might measure your goal of acquiring the skills to become head of marketing by determining that you will have completed the necessary training courses and gained the relevant experience within five years' time.

3. Achievable

Your goal also needs to be realistic and attainable to be successful. In other words, it should stretch your abilities but still remain possible. When you set an achievable goal, you may be able to identify previously overlooked opportunities or resources that can bring you closer to it.

An achievable goal will usually answer questions such as:

How can I accomplish this goal?

How realistic is the goal, based on other constraints, such as financial factors?

Example

You might need to ask yourself whether developing the skills required to become head of marketing is realistic, based on your existing experience and qualifications. For example, do you have the time to complete the required training effectively? Are the necessary resources available to you? Can you afford to do it?

4. Relevant

This step is about ensuring that your goal matters to you, and that it also aligns with other relevant goals. We all need support and assistance in achieving our goals, but it's important to retain control over them. So, make sure that your plans drive everyone forward, but that you're still responsible for achieving your own goal.

A relevant goal can answer "yes" to these questions:

Does this seem worthwhile?

Is this the right time?

Does this match our other efforts/needs?

Am I the right person to reach this goal?

Is it applicable in the current socio-economic environment?

Example

You might want to gain the skills to become head of marketing within your organization, but is it the right time to undertake the required training, or work toward additional qualifications? Are you sure that you're the right person for the head of marketing role? Have you considered your partner's goals? For example, if you want to start a family, would completing training in your free time make this more difficult?

5. Time-bound

Every goal needs a target date, so that you have a deadline to focus on and something to work toward. This part of the SMART goal criteria helps to prevent everyday tasks from taking priority over your longer-term goals.

A time-bound goal will usually answer these questions:

When?

What can I do six months from now?

What can I do six weeks from now?

What can I do today?

Example

Gaining the skills to become head of marketing may require additional training or experience, as we mentioned earlier. How long will it take you to acquire these skills? Do you need further training, so that you're eligible for certain exams or qualifications? It's important to give yourself a realistic time frame for accomplishing the smaller goals that are necessary to achieving your final objective.

Used with Permission from The Meyer Resource Group,® Inc.

The Pros and Cons of SMART Goals

SMART is an effective tool that provides the clarity, focus and motivation you need to achieve your goals. It can also improve your ability to reach them by encouraging you to define your objectives and set a completion date. SMART goals are also easy to use by anyone, anywhere, without the need for specialist tools or training.

Various interpretations of SMART have meant that it can lose its effectiveness or be misunderstood. Some people believe that SMART doesn't work well for long-term goals because it lacks flexibility, while others suggest that it might stifle creativity. For more information on the potential weaknesses of SMART, see our article, Locke's Goal-Setting Theory.

Frequently Asked Questions About SMART Goals

What does SMART stand for?

SMART stands for Specific, Measurable, Achievable, Relevant, and T ime-bound.

What's an example of a SMART Goal?

Let's say you're a marketing executive, and you think you'd like to become head of marketing. This is a specific goal. You might measure your goal of gaining the skills to become head of marketing by deciding it will take five years. Ask yourself whether gaining these skills is achievable, based on your existing experience and qualifications. Are you at the right point in your career? Is it relevant to what you want? Give yourself a realistic time frame for accomplishing the smaller goals that are necessary to achieving your final objective.

How do I write a SMART goal plan?

Start by asking exactly what you need to accomplish. This will make your goal specific.

Quantify your goals. Measurable goals are easier to track, so build in milestones.

Your goal should be achievable. Is this something you can do with the resources at your disposal?

Think why you're setting this goal. How will it improve your life or career? This is what makes it relevant.

Know exactly when you'll have reached your goal. Have a firm schedule, and stick to it.

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SMART Goals - How to Make Your Goals Achievable

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Set SMART goals to clarify your ideas, focus your efforts, use your time and resources productively, and achieve what you want at work and in life.

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Reflecting upon your own performance....How ?
* Keep a reflective journal.
* Your reflective journal must be kept secure at all times, as it may contain notes about students’ personal details. 
* Your entries may describe student behaviours and how you have dealt with them. Ensure others cannot access your work. 
* Be careful to never identify any students or colleagues by name, to ensure their privacy and confidentiality is maintained. 
* Make regular entries
* Self-reflection is most beneficial when carried out on a regular basis, as this reinforces the habit and helps you become more skilled at self-analysis. Your reflective practice journal notes can also be used as a means of identifying professional development opportunities and for raising points of discussion in evaluation sessions with your supervisor and/or peers.
 * A useful way to begin self-reflection is to have a series of questions that you ask yourself at the end of every day. These questions may include ‘What did I do well today?’, ‘What could I have done better?’, and ‘What can I learn from the experience?’. When using it to reflect on your practice, acknowledge what you are doing well and where you are improving, as well as any difficulties you are having.

TASK 1: Write 5 questions that you could ask yourself each day to reflect upon your own performance.

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Reflecting upon your own performance....How ?
* Keep a reflective journal.
* Your reflective journal must be kept secure at all times, as it may contain notes about students’ personal details. 
* Your entries may describe student behaviours and how you have dealt with them. Ensure others cannot access your work. 
* Be careful to never identify any students or colleagues by name, to ensure their privacy and confidentiality is maintained. 
* Make regular entries
* Self-reflection is most beneficial when carried out on a regular basis, as this reinforces the habit and helps you become more skilled at self-analysis. Your reflective practice journal notes can also be used as a means of identifying professional development opportunities and for raising points of discussion in evaluation sessions with your supervisor and/or peers.
 * A useful way to begin self-reflection is to have a series of questions that you ask yourself at the end of every day. These questions may include ‘What did I do well today?’, ‘What could I have done better?’, and ‘What can I learn from the experience?’. When using it to reflect on your practice, acknowledge what you are doing well and where you are improving, as well as any difficulties you are having.

TASK 1: Write 5 questions that you could ask yourself each day to reflect upon your own performance.

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To make sure your goals are clear and reachable, each one should be:

Specific (simple, sensible, significant).
Measurable (meaningful, motivating).
Achievable (agreed, attainable).
Relevant (reasonable, realistic and resourced, results-based).
Time bound (time-based, time limited, time/cost limited, timely, time-sensitive).