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Staff D evelopment & Review Scheme. April – June 2018. Aims of the Session. To consider why SOAS has the SDR scheme and is aiming for 100% completion; To look at the SOAS SDR Scheme and how it works in practice; To consider how to get the most of the scheme;
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Staff Development & Review Scheme April – June 2018
Aims of the Session • To consider why SOAS has the SDR scheme and is aiming for 100% completion; • To look at the SOAS SDR Scheme and how it works in practice; • To consider how to get the most of the scheme; • To consider how to write effective objectives.
How was the SDR (or other scheme) for you? • As a reviewer • As a reviewee True or False?
Objectives • Why it’s important to set objectives • Preparing to set objectives • Setting S*M*A*R*T objectives • Stretching objectives without becoming unrealistic • Measuring objectives during the year
Directing one’s attention Motivational aspects of setting objectives Regulating one’s effort Objectives motivate the individual by... Task performance Increasing one’s persistence Encouraging the development of goal-attainment strategies or action plans Source: E.A. Locke and G.P. Latham, A theory of Goal Setting and Task Performance Englewood Cliffs, NJ: Prentice Hall, 1990.
Activity Convert the following into SMART objectives: • Update the database regarding student attendance and assignment marks; • Introduce team meetings; • Respond more quickly to student queries; • I am currently involved in three large collaborative research projects. These projects should yield significant publications over the next two years.
Planning What planning and preparation do you need to do before the review meeting?
Positive Feedback Consider the following examples of positive feedback, which would you have preferred to receive, had you been involved in this work? “That was great! Brilliant! Absolutely fantastic! Well Done!”
Giving Difficult Feedback • Always criticise the action not the person. • Always give specifics and avoid sweeping generalisations. • Always give suggestions on what the person can do to improve. The solutions are the keys or building blocks of constructive criticism. • Always invite the other person to join you in thinking of ideas to improve. Don't make it a monologue. • Always be assertive in your feedback in an honest straightforward way. • Always give difficult feedback in private and never in front of others.
Listening, questioning, silence • Use active listening skills (reflecting, paraphrasing, summarizing); • Consider body language, facial expressions; • Consider the effect of interrupting; • Use open-ended, probing questions, closed or clarifying/summarising questions at different points; • Silence is a very good tool for encouraging people to talk further about something you think needs more reflection.
