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Table of Contents

Introduction ................................................................................................................................ 1

Methods of evaluating personal skills to achieve strategic goals .............................................. 2

Assess the professional skills to support the strategic direction of the organisation ................. 4

Skills audit to evaluate the strategic skills ................................................................................. 6

Appropriate techniques to identify preferred learning style ...................................................... 8

Personal development plan ...................................................................................................... 10

Methods to assess the outcomes of a personal development plan ........................................... 13

Impact of own learning against the achievement of strategic goals ........................................ 15

Conclusion ............................................................................................................................... 17

References ................................................................................................................................ 18

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Introduction
Mark and Spencer PLC (M&S) is a major multinational retailer, headquartered in London.
M&S is specialised in selling clothing products, home products and luxury food products where
these products are coming from over 2000 suppliers globally. For M&S, there is a workforce,
which exceeds 85000, works across 700 stores throughout the United Kingdom

In the current situation in M&S there are set of strategic goals set by company directors,
managers or the higher-level employees in order to achieve in the long term. To achieve these
goals it is important to have a better understanding of M&S’s vision, mission and long-term
objectives set for every employee. For strategic managers in M&S to carry out activities to
enable proper functionality there are important personal skills and professional skills, which
they must have. These will help to achieve those strategic goals and to support the strategic
direction of the company. It is also important for them to review and evaluate their skills and
identify what are the types of skills they need to fulfil current requirements. Once strategic
managers identify the requirements, they need to identify a preferred learning style and create
a personal development plan to meet leadership requirements where they also need to use
appropriate methods to assess the outcome of the plan set. Finally it is important for them to
evaluate the impact of own learning against the achievement of strategic goals. In this paper,
how above-mentioned different aspects related to own learning to meet leadership requirements
would assess relating to M&S.

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Methods of evaluating personal skills to achieve strategic goals
Individual or personal skills are more important for every strategic manager in making decision
and carrying out activities due to a manager’s personality will be important in making their
lower level employees to work with each other well (Egner, 2009). Without these skills
employees in the organisation will not be able to go forward and achieve set objectives. Some
of the personal skills are as follows:

 Effective Communication skills

The way employees communicate with others as well as how they communicate with each
other will decides the quality of work they carry out in a company and the result as well.
Effective communication skills can consider as the most necessary skill for an effective leader
(Achouri, 2012). In M&S it is important to communicate properly about goals to other
employees in order to make them understand about the state they are now at and the state they
are going to achieve in the long term. Therefore managers must be able to deliver correct
information to their employees about objectives, responsibilities and decisions taken at all the
levels. With effective skills it is also important for managers to handle various conflicts in the
organisation by listening to their subordinates and communicate with them effectively (Jex,
2002).

 Time management

In M&S time management is one of the most critical skill have where this holds the key to both
professional success and personal success. In M&S concept of time is a money is given more
emphasize so without proper time management achieving strategic goals will be harder despite
the knowledge level those individuals have. In order to achieve the objectives set by higher
level employees of M&S, strategic manager should be capable in directing their staff in a
timelier manner to achieve goals in the time period set (Knapp, 2000).

 Effective delegation

Delegation of work effectively in a company like M&S which have large number of operation
can be critical as this will help in managing time, and achieving targets better. This involves
entrusting authority and responsibilities to other employees in order to get the optimum use of
resources and increase performance organisation wide (Jon and Werner, 2012). Effective

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delegation will also help in use time for more important tasks and focus more management
tasks. Delegation will also lead to improvements in effective communication.

 Stress management

In an organisation like M&S, there are number of issues which arise in different levels which
are stressful for employees and also for managers. In recent examples there was a situation in
M&S where due to a decrease in sales amounting to 0.9% all the employees were under lots of
stress until they come out of the situation without further downturn. To handle these situations
managers need to find quick solutions to these issues while also making sure employees will
not be demotivated due to increase pressure and extra work load. Right decision at right time
to handle these situations are really important (Mullins, 2006).

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Assess the professional skills to support the strategic direction of the
organisation

A strategic manager of a company need to use different techniques in assessing their

professional skills to support the strategic decisions taken by the organisation (Pollock, 2009).
Some of the techniques can be identified as:

 Coaching and Development

In M&S coaching and development is considered as one of the most important activity in the
organisation. As the industry has become competitive which M&S operates for every
professional it is important to learn and adopt new skills. This will help to solve issues that
arise in the work place which can affect objective achievements and also the productivity and
performance of the organisation (Shi, 2010). Coaching is important in transforming manager’s
skills to their team and developing them. Coaching must be carried out along with development
of effective communication where to coach someone it is important to have better
communication skills for both the parties.

 Counselling skills

Use of counselling is really important in an organisation where in M&S managers are able to
use this along with mentoring and coaching skills appropriately. Counselling will provide
employees with full guidance, help to come out from difficult situations (Berger, 2004).
Through counselling number of issues arise in the organisation can be solved in a lesser time
and stop any related matters as well. In M&S it is believed that advices which are given in a
gentle manner will be accepted by everyone and will inspire to work well help to achieve
company’s long term goals (Barney, 2008). Communication skills identified earlier will play a
major role in this as for counselling better communication between the two parties will be
highly important.

 Multi-Tasking Skills

In M&S when entering for a job, every individual has to go through lots of work and multiple
tasks at a given time every day (Hayes and Allinson, 1996). Therefore multitasking ability is
really important for an employee working in M&S where it provides an employee with
knowledge and a way to do different tasks in a limited time where in time management this
becomes important.

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  Mentoring

When working at M&S it will be important to have mentoring skills whereas, a strategic
manager must be able to support their staff in learning new techniques, systems or ways doing
their work properly (Griffin, 2010). This can be done through direct learning methods such as
in a class room which is more comfortable for most of the employees or provide support when
they come up with an issue.

 Leadership skills

For any employee in M&S to achieve their targets leadership skills will provide the foundation.
For an employee to move forward in their professional carrier these skills are really important
and will provide confidence in what they do and will guarantee the success. Leadership needs
to be equipped with better communication skills and time management skills to influence
people and pursue in order to achieve better targets (Kolb, 1976).

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Skills audit to evaluate the strategic skills
A personal assessment will provide knowledge regarding that individual’s weaknesses,
strengths and a clear view on different capabilities. Also a skill audit will review and identify
skills required for future leadership requirements for changes that M&S will go through
(Mumbord, 1994). Below it displays a personal audit carried out to critically analyse the
strengths and weaknesses of my personal profile to comply with previously mentioned
competency requirements.

Steps to identify my skills

a. Identify my current skills and knowledge level

My existing knowledge level and different skills need to identify in order to assess with the
requirements for the current position by writing down them and develop accordingly as for the
requirements.

b. Identify future skills and knowledge requirements

Identify skills and knowledge requirements to achieve more career opportunities within and
outside the organisation.

c. Rating of leadership and management Skills

Rate current skills which include leadership and management skills on the scale of 1 to 5.
Following are what is meant by each number in the scale:

1 = Little or no competency
2 = Not sufficient enough as a competency
3 = Averagely competency
4 = High level of competency
5 = Fully competent

d. Review the rating score

Ask subordinates and seniors as well to evaluate the rating score provided. They can provide
me with a feedback appropriately, which will help me in understanding my level and then I
will be able to take appropriate actions for it.

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 Knowledge and skills which will be important
for me in carrying out my current role Rating on the scale of 1 to 5
 Communication  4
 Time management  5
 Delegation  3
 Technological  5
 Stress management  4
 Presentation skills  4
Knowledge and skills which will be important
for me in future career opportunities Rating on the scale of 1 to 5
 Problem solving  2
 Mentoring  3
 Counselling  1
 Self-learning  3

Further analysis on following skills I have and which I think need attention improving in order
to achieve future goals by dividing them into strengths and weaknesses:

Strengths Time management plays an important role in my professional career where

I have been able to accomplish tasks and manage them well on-time which
Time management skills
has been a greater strength for me. With better communication skills I have
Communication skills the ability understand a situation better and communicate with others well.
With better presentation skills supported by communication skills it has
Technological skills
been an easy life to present and discuss work matters with subordinates
Stress Management skills (Kirton, 1976). Technological skills has been a real strength due to at M&S
most of the new technologies are being used and with better skills it has
Presentation skills
become quite simple to operate with.

Weaknesses Delegation has become a quite hard task due being a new employee in M&S
and yet necessary decision making power is not provided where because of
Delegation skills
that self-confidence and problem solving skills have not been up to the
Problem solving skills standards and have act as a more of a weakness (Miller, 2011). Counselling
has become a quite weaknesses due to self-confidence factor even though
Self-confidence
the communication skills are really good. As a better strategic manager,
Counselling counselling and problem solving skills need to be quite up to the standard
without letting them to be as weaknesses.
Self-learning skills

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Appropriate techniques to identify preferred learning style
Every individual has different state of minds and according to that they choose the learning
style which they feel effective to use. A learning style includes cognitive factors, different
characteristics, psychological factors and educating methods in order to understand how a
leaner interacts and responds to his or her learning environment. Honey and Mumford (1986),
two British psychologists built a questionnaire in which they divide individuals based on their
learning styles.

 Activists: They involve fully committedly without any bias in learning new things.
They are considered as more open minded, and more important they take their actions
first then only consider about the consequences.
 Reflectors: These people wait and review their experiences while observing from
number of angles. They also collect information and usually think about it really way
before making any final decision.
 Theorists: These types of learners use their observations on building theories which are
logical as well as complex.
 Pragmatists: These individuals are really keen on trying out new ideas, new techniques
or theories in order to understand their practicality. They actively search for new ideas
and usually try to do experiments in different applications.

The learning style questionnaire divide individuals based on how they prefer each learning
style. Based on this following is an analysis of my preferences to identify the learning style.

 I can learn really well through practice where by using examples and with the help of
others
 Try to find out a logical explanation in each and everything
 Ignore situations with no practical or clear solution
 I don’t accept little discussions or tasks with less information where those will not
benefit me
 Like to find out number of possible of implication for a theory
 Will only accept something if we can use it practically and try to be a logical analysis
 Rarely come across emotional situations
 Enjoy myself in doing experiments to learn and improve myself
 Always try to come up with answers to problems

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With these findings and based on my experience I have learned I describe myself as a follower
of pragmatist learning style where it is more suitable for me while also making learning a more
effective and efficient practice for me (Honey and Mumford, 1986).

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Personal development plan
A personal development plan (PDP) help a person to identify key important aspects in learning
and development where with a PDP I will be able to gather and develop new or existing skills
in order fulfil future career opportunities. PDP will provide a structured way on identifying
what I have achieved and not. Below table shows the personal development plan I created for
6 months (From August 2015 to January 2016).

Skill Current Target Development Criteria for Evidence

Expertise expertise Opportunity Judging
level level success
Problem Average Gain  Participate Prepare a Use a self-
solving knowledge in excellent in report on assessment
planning skills in discussions how well I document
activities and conflicts with manage to to indicate
organizing management expertise. solve the success.
them , dispute  Follow problems
management professiona successfully
and be a l course to and develop
better learn about a best case
organizer. human action plan to
behavior follow in the
future.
Practical Moderate Br fully Carry out  Ability Document
applicatio skills in capable of experiments in carry out details
n applying applying small scenarios any about the
theories in knowledge and get the activity number of
practical gained in help from with times that I
scenarios. practical directors and knowledg have been
Calculation, scenarios senior e level successful
interpretation and be able management in available. in applying
s and to interpret identifying the  Forecast knowledge
presentation them better. best case to and and
aspects are apply relevant prepare measure the
slightly above knowledge. budgets level of
average. and success.
interpret
them
better.
Self- Average At the end of In the leisure Ability to Use a self-
learning knowledge in the 6 months pay a visit to understand assessment
self- period the library to the best document
awareness, identify the gain more method for

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 learning best learning knowledge and self-learning to indicate
methods to method and use internet to and the success.
carry out by self-learning identify best knowledge
my own and skills. ways of on study
in study learning. skills.
skills.
Mentoring Relatively At the end of Use internet to Ability to Feedback
skills low level of 6 months’ learn about conduct received
knowledge in time period new mentoring mentoring from
mentoring be able to techniques, get sessions participants
aspects and conduct the support successfully .
how to use it mentoring from senior where
as a tool to sessions for manager and employees
motivate other follow will
other people employees professional participate to
courses. those
willingly.
Delegation Average At the end of Experiments in Ability to Use a self-
skills knowledge in the 6 months delegating delegate assessment
delegating needs to be some of the work document
works able to carry works and test properly to to indicate
properly to out only people and get other the success.
the right important the help from employees
person at the work by senior and save time
right time. delegating employees. to do more
other works important
properly to tasks.
the right
person at the
right time.

Table 1: Personal Development Plan for 6 months (August 2015-January 2016)

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Methods to assess the outcomes of a personal development plan
Personal Development plan is a critical tool that can be used in professional development for
an individual where it helps me to evaluate my skills and abilities in order to understand what
I will need in persuading a higher professional career in the future. With the personal
development plan, it will be really easy to evaluate different capabilities and competencies of
personal skills by understanding their level. This will help in improving relevant capabilities
which are at a weak state (Armstrong, 2002). Personal development plan shown in table 1
shows different skills which need to be completed by the end of January 2016. Achieving the
outcome will help in achieving team development, enhance the effectiveness in work, etc. In
doing that following methods are suitable for assessing the outcome:

Review and Monitor

Self-reviewing is really important in evaluating the performance of the plan set for personal
development. When reviewing if it indicates weakness in some of the outcomes then plan can
be altered which will provide us with a better way to achieve the outcome (Achouri, 2012).
Also if any of the skill is not achievable at the end of the 6 months’ time period due to engage
in other activities for certain skills then the time period can be extended for those. Continuously
monitor the working pattern and prepare a document indicating all the activities will be really
important as the worksheet can show what can be achieved and what is not.

Evaluation

Using an appropriate scale to evaluate, list all different skills that need to be developed and
create records for each skill regarding the development of it at different stages and then
compare the latest stage performance with the last one (Isenberg, 1989). As for an example in
practical application if I can construct a better budgetary plan and present it that shows, some
of the skills are achieved as per organisational standards. Therefore performance can be
measured which will also indicates by group’s efficiency and effectiveness in work along with
the outcome.

Portfolio

Evaluation of the PDP for strategies at work, the portfolio can be considered as the best method
to assess the Personal Development I created (Joughin, 1992). A portfolio shows how my
personal skills are improved to a certain level and what are not developed. It will provide with

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details and suggestions to improve skills more in specific areas which are related to work I do.
With this sort of working document will help me to enhance skills and competencies.

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Impact of own learning against the achievement of strategic goals
Isenberg (1989), describes learning is critical for any organisation’s employees in achieving
long term goals who persuade a successful professional career in the future. Strategic managers
understand that the learning will not only have a positive impact on the need of different
individuals but also it will help gaining knowledge and ‘know how’ to increase the
effectiveness and efficiency at work which in return help the organisation to enhance their
wealth. Own learning by individuals about theories will provide a framework for managers in
identifying and creating solutions for problems (Gaspar, 2005).

Own learning helps me coming up with number of ideas in doing work and also helps in
understanding how different things are at work in M&S. The impact is such that it helps in
developing a better environment around me to get help from the other employees, and as a
manager was able to implement some changes in the working environment regarding their
organisational structure, role and responsibilities (Griffin, 2010). Therefore own learning has
resulted in more effective planning to achieve strategic goals while also creating a sustainable
environment to implement more changes in terms of technological changes, etc.

With self-learning I was able to understand at M&S employees are lack of customer service
skills, and number of other issues at work. Also with learning I was able to create a
comprehensive training on customer service for those employees where upon the completion
they have become more aware regarding customer services and to serve them well (Mullins,
2006). Therefore with learning to support strategic goals I was able to understand problems
and also create solutions for them. Self-learning also teaches in improving efficiency and
performances of the staff to provide a better service to the company which is productive as
well.

After focusing more on self-learning I have become better in decision making where I feel now
I can contribute more towards achieving strategic goals of the company. In self-learning I use
reading mainly to enhance my understanding about different aspects of the organisation to
make better and quick decision unlike in the past. Also self-learning helps me in learning new
ideas, concepts and theoretical knowledge in facing problems, being more innovative and
forecasting the future better. This has made the life easier at M&S to support strategic direction
of the company (Khatri and Ng, 2000)

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Conclusion
The main idea of the skill audit is to review and analyse both personal and professional skills
which require for strategic managers in any company. This helps them to understand about
different requirements of skills and how to improve them by understand the level at which
those skills are compared to organisational standards. These processes will help individuals in
their learning styles where learning style needs to be identified and set in creating a personal
development plan. This plan helps build skill development for a set time period and provide a
clearer view on how to achieve them. In the post completion of the study, I was able to
understand my learning style and also to identify skills that I need for the success of
professional career.

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