Developing a professional portfolio

Developing a professional portfolio A professional portfolio is one of the best ways for a professional to showcase their knowledge, skills and experience in their field. Educators will learn the value of a portfolio for job acquisition and career development as they work through the content and format of their own personal and professional portfolio. Developing a Professional Portfolio What is a Professional Portfolio? Organized collections of work compiled for a specific purpose related to the demonstration of ones learning, skills, and accomplishments. They contain purposefully organized documentation that clearly demonstrates specific knowledge, skills, dispositions and accomplishments achieved over time. The Process Involves 4 Steps Select personal or professional goal. Collect actual items and documents that could demonstrate what you are doing to reach your goal. Decide which items best illustrate your achievement of or progress toward the goal. Determine how to present the selected items. Purpose/Benefit of the Professional Portfolio First, the portfolio process helps students to reframe how they see themselves as learners. It encourages them to think about their learning, and the learning environment, in critical and meaningful ways to become mindful, intentional, self-directed learners. For many learners, the portfolio process reignites their intellectual curiosity, the same quality we admire and seek to foster in children. Second, the portfolio process provokes adult learners to look at education differently as integrative and ongoing reaching far beyond the confines of the classroom and continuing throughout life. We have heard so often from students over the years that they have felt that their college classes were irrelevant and had no connection to â€Å"real life.† Many have experienced higher education as a series of hoops one jumps through to get the â€Å"piece of paper.† On the contrary, students who have experienced the portfolio process report a high degree of connectedness between what they do in the college classroom and what they experience beyond the classroom door. The real-world nature of portfolio work bridges the theory-to-practice gap in ways that result in meaningful learning and change. Course content ceases to be the stuff one crams for a test and soon forgets. It comes to be owned by the learner, and therefore it becomes part of the fabric of ones professional life and development. Difference Between Personal Professional Portfolio http://www.unhm.unh.edu/pdf/Career-Portfolio.pdf> Retrieved on 17-May-2011 Contents of a Professional Portfolio Design and Develop a Format and Building Your Portfolio Step 1: Title Page Course Name Assignment Name Student Name/Community Step 2: Table of Contents Outlines the order of your Portfolio Introduction Personal Philosophy Current Resume References Reference Letter Collection of Work Professional Development Closing Remarks Step 3: Introduction of Self- characteristics, qualities, personal traits, values, beliefs Introduce your self. name, community and a little bit about yourself. Include characteristics, qualities, personal traits, values and beliefs you have that will support your position as an EA or ECE. Personal Qualities Skills Checklist Review this list of personal qualities and skills and check those that you believe you exhibit adaptable good natured artistic honest calm industrious confident patient considerate pleasant dependable practical discreet punctual energetic reasonable fair-minded reliable flexible responsible helpful self-confident attentive stable loyal accurate meticulous ambitious open-minded clear-thinking organized competitive persevering cooperative realistic curious resourceful eager thorough enthusiastic versatile intelligent active logical alert methodical assertive outgoing broad-minded precise competent purposeful conscientious productive creative steady determined tenacious efficient trustworthy enterprising understanding Transferable Skills Checklist Review this list of transferable skills and check all the skills that you think you have. adapt to situation advise people analyze data arrange function assemble product audit records budget money build buy products/service calculate numbers check for accuracy collect money communicate compare data construct buildings coordinate activities cope with deadline create delegate design detail do precision work draft drive edit establish estimate evaluate examine expedite explain file records find information fix/repair follow direction follow through gather information gather materials generate handle equipment help people illustrate implement improve inspect products install instruct invent investigate learn quickly listen locate information log information make decisions make policy manage a business meet the public move material obtain operate equipment order goods/supplies organize data own/operate business paint plan prepare material print process material produce promote record data reduce costs replace report information research restore retrieve information review schedule sell review service equipment set goals set-up equipment set-up system solve problems supervise support survey tend equipment test track train transfer translate troubleshoot type update information upgrade verify work quickly write procedures write proposals write reports Characteristics of a Good Educator Review this list of characteristics of a good educator and check those that you believe you exhibit Characteristics Behaviors, attitudes, abilities, skills Articulate Communicates so children and families understand Available Interacts responsively with children and families Caring Demonstrates compassion and empathy Committed Devoted to caring for children Creative Uses a variety of teaching strategies Fair Responds to each child equitable Flexible Demonstrates ability to adapt to situations Fun Has a sense of humor Individualizes Adapts program to individual childs needs and interests Knowledgeable Knows current teaching strategies and materials and matches them to childrens interests, needs and developmental levels Motivating Promotes active involvement; makes learning fun Open Sees things from others perspectives Organized Arranges environment, materials, time and curriculum plans Patient and pleasant Even tempered, uses effective voice tone and gestures Professional Conscientious about carrying out responsibilities; uses strategies to keep personal pressures from interfering Reflective Reflects upon performance and accepts constructive feedback Identify Who are the Team Members in Child Care and Education This is a Story about Four People A Fun Little Story About Four  People Retrieved on 17-May-2011 What Is A Team? A team consists of a collection of people who interact with each other, usually face to face, over time in order to reach goals. A Child Care/Classroom Team Consists Of children staff parents administrators support services (The list varies depending on the needs of children, program, and members involved) Characteristics and Skills of Team Members Building Cohesiveness Cohesiveness is what takes place that causes members to feel apart of a team and make them want to remain on that team. Highly cohesive team members spend more time interacting, and there are more expressions of positive feelings for one another as well as report more satisfaction with the team and its work. Cohesive teams have greater control over the behavior of other members. Highly cohesive teams have the potential to be productive. The goal of the team is to boost cohesiveness in a way that also helps get the job done. There are eight factors that can enhance cohesion in a professional team. Shared or Compatible Goals: People draw closer when they share a similar aim or when their goals can be mutually satisfied. Progress Toward These Goals: While a team is making progress, members feel highly cohesive: when progress stops, cohesiveness decreases. Shared Norms and Values: Although successful teams will tolerate and even thrive on some differences in members attitudes and behavior, wide variation in the teams definition of what actions or beliefs are proper will reduce cohesiveness. ack of Perceived Threat Between Members: Cohesive team members see no threat to their status, dignity, and material or emotional well-being. Often competition arises with teams, and as a result members feel threatened. Interdependence of Members: Teams become cohesive when their needs can be satisfied only with the help of other members. Threats from Outside the Team: When members perceive a threat to the teams existence or image (teams have self-concepts, just as individuals do), they grow closer together. Mutual Perceived Attractiveness and Friendship: Teams often become close simply because members like each other. Shared Team Experiences: When members have been through some unusual or trying experiences, they draw together. Nature of Conflict Conflict -Conflict is an expressed struggle between at least two interdependent parties who perceive incompatible goals, scarce resources, and interference from other party in achieving their goals. -Conflict can only exist if both parties are aware of the disagreement. -Conflict is natural. So are the associated feelings. -Hurt, Anger, Frustration, etc. can make conflict intense -Every relationship of any depth has conflict -No matter how close, how understanding, how compatible you are with each other your ideas, actions, and needs wont always match. Example of Conflict Conflict: Neighbors Music Keeps You Awake All Night Incompatible Goals: Neighbor wants to enjoy to loud music at night and you want get a good night sleep. Scarce Resources: Your neighbor or you will loose out. Interference From Other Party In Achieving Their Goals: Does the neighbor achieve their goal of enjoying loud music at night and you loose sleep? Or will you achieve your goal of a good night sleep and the neighbor does not get to achieve their goal of listening to loud music at night? Impossible to Avoid Conflict Since it is impossible to avoid conflicts, the challenge is to develop effective communication and constructive conflict resolution skills. listening carefully empathy relating to the other persons side effective communication Remember. ..conflict can actually keep good relationships strong and may help to clear the air. Personal Conflict Styles Nonassertive Behavior inability or unwillingness to express thoughts or feelings of conflict Direct Aggression communicator expresses a criticism or demand face to face that threatens the person at whom it is directed Passive Aggression the communicator expresses hostility in an obscure way Indirect Communication conveys a message in a roundabout manner Assertion a message expresses the speakers needs, thoughts, and feelings clearly and directly without judging or dictating to others Conflict Style Approach to Others Decision Making Self-Sufficiency Behavior in Problem Situations Response of Others Success Pattern Non Assertive Im not OK; youre OK Let others choose Low Flees; gives in Disrespect, guilt, anger, frustration Succeeds by luck or charity of others Directly Aggressive Im OK, youre not OK Choose for others. They know it. High or Low Outright attack Hurt, defensiveness, humiliation Feels compelled to beat out others Passive Aggressive Im OK, youre not OK. (But Ill let you think you are.) Chooses for others. They dont know it. Looks high, but usually low Concealed Attack Confusion, frustration, feelings of manipulation Wins by manipulation Indirect Im OK, your not OK or Im not OK, your re Ok. Chooses for others. They dont know it. High or low Strategic Unknowing compliance or resistance Unwitting compliance of others Assertive Im Ok youre OK Chooses for self. Usually high Direct Confrontation Mutual Respect Attempts win-win solutions Which Style is Best? You may say assertive communication is superior because it allows you to express yourself honestly, and seems to have the greatest chance of success but it is an oversimplification to say that any one style is best. Factors it Depends on: The Situation The Receiver Your Goals Assertion in Conflict Resolution (Also know as the clear message format..I statements) A complete assertive message has five parts: Behavioral Description describing an event without interpreting it. Interpretation attaching meaning to the behavior. Feeing clarifying the impact. How do you feel about this angry frustrated confused? Consequence explaining the result Intention communicating where you stand; or, request of others; or, description of how you plan to act in the future. Methods of Conflict Resolution Strategies Method of Conflict Resolution Description Win-Lose Problem Solving one party gets what he/she wants typical of an either-or situation power is the distinguishing characteristic Lose-Lose Problem Solving neither side is satisfied Compromise Problem Solving gives both parties some of what they wanted, and both make sacrifices success depends on the satisfaction of the parties Win-Win Problem Solving goal is to find a solution that satisfies everyone involved Although a win-win approach sounds ideal, it is not always possible, or even appropriate. Choosing the Most Appropriate Method of Conflict Resolution Consider deferring to the other person When you discover you are wrong When the issue is more important to the other person that it is to you To let others learn by making their own mistakes When the long-term cost of winning may not be worth the short-term gains Consider Compromise When there is not enough time to seek a win-win outcome When the issue is not important enough to negotiate at length When the other person is not willing to seek a win-win outcome Consider Competing When the issue is important and the other person will take advantage of your noncompetitive approach Consider Cooperating When the issue is too important for a compromise When a long-term relationship between you and the other person is important When the other person is willing to cooperate Win-Win Communication Skills and Steps Win-Win process is difficult!! people feel the need to compete emotional reflexes prevent constructive solutions require both partys cooperation Step 1 Identify your Problem and Unmet Needs realize that the problem is yours you are the one dissatisfied! what are your unmet needs? clearly describe each without judgment or evaluation (to yourself) Step 2 Make a Date recognize that immediately may not be the best time find a mutually convenient time Step 3 Describe your Pr