Reflective Paper on Personal Development for Psychologists
Personal development entails psychological, bodily, communal, expressive, and divine growth that permits an individual to live a fecund and sustaining life inside the customs and principles of their culture (Tattum & Tattum, 2017). Personal growth can be abridged as a two-stage procedure: the first stage entails convectional self-actualizing substances such as growing self-knowledge and individuality, gaining skilled information, and developing our potential. The second stage requires the delicate transformation to get us beyond our personalities. Professional development describes many different ways of specialized connections, actions, characters, and tasks that give chances to psychologists to take part in studying, to have knowledge of the alterations in their area of work, and improve their interdisciplinary thinking. Though it is crucial that we have self-knowledge, and become degreed in parts that are in line with our interests, there are guidelines to being the established individual we wish to become. The appearance of individual growth requires social actions that go past the individual-centered style.
Studying psychology has made me understand that psychology is the systematic discipline that researches on psychological conditions and psychological procedures, and performance in individuals and other faunae. Psychologists grow from their work both socially and psychologically. Here are some of the ways that I read about. If the psychologists are good at their work and they have jobs, dealing with hard situations in their normal life can be easy. For instance, if they are facing depression, work can give them a chance to implement what they do best which can assist alleviate their attitude (Gupta, Shaheen & Reddy, 2017). This allows them to issue steadiness to their lives when it becomes stony. Psychology also offers the psychologists with an academic encounter. This job at some point places the psychologists in interaction with persons and circumstances that they would not be involved in otherwise and this assists them know more about the universe and even about themselves. It also allows them to make new friends and meet new individuals daily. This helps the psychologists who are not good at meeting new friends out of their work, vibe with their clients at work as well as their colleagues. It also helps them keep up the optimistic uniqueness and self-value
Learning psychology has helped understand that self- awareness is sentient knowledge of a person’s behavior and emotional state. Something that every individual including me applies in their daily life. It has personally assisted me to gain extra knowledge about my standards, behavior, needs, and most importantly I have realized that it assists me to inspire myself and take control of my stress healthier. It as well assists with the intuitive verdict making which also disturbs many of the people around us. Therefore, I understand that the most important sections to self-awareness entail our performance, feelings, and mental requirements that control our conduct. Groups and personal work have a great effect on our self-awareness. For instance, it discloses to us the skills opening that needs our attention. It also allows an individual to adventure their strong points and deal with their faintness. For example, if you are that person who usually foreshadows the outcomes but does not know how to concentrate on the specifics, you would love to sit down with your co-workers who are special in detail area to yield the best quality verdicts.
I have also learned that improved self-awareness allows an individual to make clear decisions. Executives who have improved feelings of self-awareness are more operative spontaneous verdict passers. In complicated circumstances, spontaneous choice makers process a huge amount of at times amorphous and unclear information, and they decide on the action to take ground on the intelligence of what is best. Self-awareness also assists in stress management and choosing the right job. It helps a person comprehend that there exist some more stressed works and some that in line with the individual’s perspectives. Although, it is not to state that one should never accept work that differs from their dispositions. It is usually very hard to understand poor outcomes when you cannot identify where exactly the issue is. Self-awareness is sanctioning because it designates the challenge and ways of facing the challenge to grow the outcomes. Mental requirements can also grow your incentive. And knowing ways of how to stimulate yourself is equivalent to knowing how to inspire other people.
Reading about self-knowledge, I have understood that it is all about being aware of one’s feelings, one’s personal strong points and faintness, and also having a sturdy intelligence of your value and not depending on other people assessment of your self (Kamath, 2020). I also can say that individuals who are good at assessing themselves have a better comprehension of the strong points and faintness and display a better intelligence of wit about themselves and their boundaries. They are generally philosophical, learning from past involvements and also receive comments. It can be very difficult to confess to faintness and boundaries particularly if you get a job at a very competitive job surrounding, but it important for feelings of sense and an individual’s welfare. I have also realized that most blind spots identified among managers entail setting an impractical objective for themselves or the company, and having improbable ways of how tasks can be easily handled. Those soft spots can make persons very unenthusiastic to criticism which makes it even very difficult to solve the challenge. The only way is to overcome the challenges is to adopt a habit of inquiring for truthful comments from the people who surround you and taking actions on them. I have also seen that lacking consciousness and comprehending ourselves, and intelligence that runs deep in our worth, it is difficult, if not terrible to have knowledge of and reply to the feelings of other people.
I have also come to learn that the Johari widow model is an easy and important implement that is utilized in demonstrating and increasing self-awareness and common understanding amid persons inside an assemblage (Dash, 2020). This Johari window idea is specifically supportive in trying to comprehend the relationship between the worker and the boss in the interior of the psychological indenture. It has as well come to my attention that this model was created by joining two first names of Luft and Ingham. The diagram has four sections which include the open or the free section. This section is described as so because that which is known to one individual about themselves is also known to others. There is also the blind section in which that what is not known to a person about themselves is known by other people. The third section of this illustration is the avoided part in which an individual knows somethings about themselves that the other people have no idea about. The last section is that what is not known by the individual about themselves is as well not known by the others, this section is the unknown section.
It has also come to my understanding that the four sections can be altered in size to represent the pertinent extents of each kind of acquaintance about a specific individual in a particular team state. in fresh teams the open area section is small for all of the group participants, this is simply because shared cognizance is not very much. But a team which has already established participants it is only the new members’ open area section that is small. Their scope of the open area section can therefore horizontally be enlarged into the blind section through the new members aggressively paying attention to the feedback from their team fellows and vigorous searching. This procedure is referred to as response solicitation. Another interesting part about the Johari representation for me is that enlargement into the avoided space by the individual’s revelation of knowledge about themselves to the members of their respective group. The team participants can as well be of help in the procedure of expanding a new member into the blind space by constantly asking questions about the new participant. Managers can also be of help by simplifying responses and revelation amid group participants.
Studying the Johari model has assisted through understanding that responses grow the open area by decreasing the blind section. Searching for responses about the blind section decreases the section as it enlarges the open free pane. Discovery through delicate conversations, paying close attention and knowledge will decrease the unknown area pane moving in sections of the blind pane, on the dependence on who knows to what, or preferable still is known by the individual or other people to the open free pane. The thing that I found most enticing about the Johari window is that; it is a very sophisticated and powerful prototypical that assists individuals to comprehend the most operative means to enhance the worth of persons. This is can be done by elucidating to persons the philosophy of individuals so they can well comprehend it in their means, the afterward allow them to utilize their ways to integrate the fundamental values into their coming rational and performance.
References
Gupta, M., Shaheen, M., & Reddy, P. K. (2017). Impact of psychological capital on organizational citizenship behavior. Journal of Management Development.
Dash, C. S. (2020). Interactional Process & Self-Awareness through Johari Window–A Case Study of Delhi/NCR. Studies in Indian Place Names, 40(23), 140-157.
Kamath, S. A. (2020). U.S. Patent No. 10,600,018. Washington, DC: U.S. Patent and Trademark Office.
Tattum, D., & Tattum, E. (2017). Social education and personal development. Routledge.