.

0 Introduction
Organisation development and change has become a way of life. As a member of
the organsation, it is very necessary to understand many issues about those
changes and how it will affect people. Also, as an individual person, it is important
to adjust their own life with organization development and changes. There are many
elementals of changes. For example: mergers, takeovers, redundancies,
deregulation, cutting staffs, the introduction of new technology, increased
competition and daily occurrence and so on. Those are all about changes of
organization, to interosculate with personal development and changes could more
particular shows on understanding of role in the changes, lead the team or leaded
by others through organization changes, how to be into the group, top-up of own
skills and knowledge, way of successes, creating of personal working style.
In case of my own idea of personal development and changes of my future life,
there are many challenges of feeling, reflection and planning and performance to
my way of life. As an individual person, to running and creating my life is seems like
to writing the history of my own. People are living the state of time, there are
always has past, present and future. The process of human activities is felling,
thinking, reflection, making decision and act, and all this will be our past, then made
a new feeling and thinking and reflect again, made new decisions in a cycle way.
This is how peoples life builds. And most important time is present, this is the only
opportunity to get the control of your life.
Change management

Although changes of different kinds are present, the focus of this study would basically
be on planned changes. Change can be planned or revolutionary when it happens
quickly and is structured carefully by some leader. The leader needs to be recognizing
the need for change and then to organized for the change to come. This can be related
to the first step in the model of change presented by Lewin is: unfreeze, change and
refreeze: sustain it as a general recipe for development of organization. When
changing technology, working structures or practices in actual, while really altering
technology, operational performance in projects or structures it is significant to have
fixed points for employees to provide steadiness in a shifting environment. The four
main characteristics which need to be considered by leaders, as mentioned in Lewins
Model (1959) are: support new behavior, concentrate in people as a source for change,

recognize the change and organize the followers and recognizing the existence of
resistance (cited in Tidd 2010). Kotter (1995) firstly introduced the following table which
shows the different steps which can be part of a change process.

Source: Kotter ( 1995 )

Resistance to Change
Individuals comfort zone is considered be a state of known. In reference to employees
position, they know their task exactly, their fellow workers and also how the work would
be for the following weeks. However, they are pressurized to move out of this zone of
comfort due to organizational change, and hence this many lead to feelings of insecurity
and anxiety amongst them triggering an unconscious defense mechanism delivering
resistance. This resistance results in a barrier and delay for the change process and
large scale corporate projects, as per Maurer, may fail due to this key reason.

As resistance intensity differs between different individuals, different means of

resistance can appear.

The factors which influence this are the culture of the

organization, and the characteristics of employees such their age, previous change
experience, and level of flexibility. For example, younger employees have been usually
witnessed to be better adapted to change, while older people are less likely to welcome
change as they like to stick to the way of doing things which they know. One of the most
challenging and vital aspect of the process of change is taking care of the resistance to
change and this aspect should not be taken lightly.
Different individuals will react differently to the change affecting them during projects.
Kubler-Ross (1999) has presented a change curve model which shows an individuals
different stages when they have to handle grief after getting to know that they have a
serious disease. Application of this model can easily be done to business matters and a
project leader, with information regarding the stage of the change curve were people are
at current, and would know what time would be right to inform the organizations
members about further changes to come. This can lead to lower resistance and new
behavior implementation in a better way.
Satir (2012) has presented a model in organizational setting that is quite similar to the KublerRoss model (1999).

Satir model (2012) declared that the change is initiated by a foreign factor and he people take it
as a retreat to their present system. The resistance generated that leads to Chaos ended by the
transforming idea that take people out of this dip. The other stages are integration and then
formation of a new status quo. Similarly, Kubler-Ross (1999) has put forward the old version of
this model in which the source of change is not identified and the stages vary from anger to
resistance to the acceptance of change. The application of these models is important for a project
leader to understand the stages of change transformation on which individuals resent. The
strategies of managing the resistance include smooth and complete communication, considerate
but firm attitude, and persistence of the change agent.

Introduction

Personal Development Planning (PDP) is termed as a supported and structured process, used by
an individual to reflect the self learning and development perspectives, performance standards,

and achievement benchmarks to plan for personal and professional endeavors (McKee 2012).
The approaches of PDP are diverse that embrace a variety of options in every area of personal
development. The management functions of planning, organizing, leading, and controlling are
covered in comprehensive PDP planning. The recording and reflection or feedback of every
initiative in PDP is also very important to rectify the procedure on regular basis to support
constant learning and development.

(i) Problem-Solving
According to Cooper et al (2012), problem-solving is based on a mental process which is used to
discover, analyze, and solve routine and complex problems. This skill is contributed to overcome the
hurdles in professional issues to find solutions. The development of problem solving skills is important as
I got a chance of working as an intern in HR or business consultants in last summer break. The business
plan contests in last semester were also a motivation for to win this contest trough creative planning and
implementation. Another opportunity for me was the assistance of my project evaluation professor in last
term in projects class.
I personally take deep interest in solving challenging issues that make me think. Therefore, area of
problem solving expertise will help me in developing my productive ideas to support the professional
demands. According to my friend, I always develop the solutions and summarise the situations rapidly as
compared to the other class fellows in class exercises. In order to develop my problem solving skills, a
sequential procedure was adopted (Mind tools n.d). In this procedure, problem should be well defined,
complexity if this problems need to be understood, alternatives are researched, and problem solving
processes need to be used. To perform all these tasks, I needed some technical skills development also.
For instance, complexity of problem can be resolved through affinity diagrams, flow charts and system
diagrams.

This proficiency required an understanding of logic and mathematics; therefore, in order to improve
understanding and solution of problems, I enhanced my computers and mathematics abilities by doing
courses and application software in these fields. The understanding software used in management
decision making is also important in improving problem solving skills. A major hindrance in developing
this skill is my lack in the area of finishing and completion .

(ii) Team-working
According to Cohen (1994), team building skills are the actions meant to encourage co-operation
and sharing of resources and knowledge to obtain synergy. This team strategy works for small
and large groups an important in organizations and projects development. To develop this skill of
working in a team and make oneself a useful member requires a learning from the experience of
others and personal qualities. The reason behind choosing this area for self development lies in
the reason of importance of team working in todays horizontal organizations. Mostly work is
done by project teams and team work with different roles is an important area to develop.
Working with multiple origin and school of thought people is not easy and required good
communication, consideration, responsible attitude, and professional competency
According to my immediate managers comments, I am an average team worker with
cooperative and perceptive attitude but proved indecisive in some situation. Cooperation with
other team members is a good ability but indecisiveness lessens the effectiveness of the team
member. In order to develop the team working abilities, I had judged my strengths and weakness
in the first stage by using Cohen (1994) checklist, these markings are presented in the adapted
table of team working checklist below:

Strengt
h

Weakness

Team building Checklist

Listening abilities

To show the personal understanding- Asking

frequent questions

Explaining others about events happening

Responds well to others needs

Help others to do their own jobs well

Sharing information and analysis

Asking others about their thinking and planning in

a team project

Reflecting on and comprehending others saying

Being concise in communication and thinking

Communicate reasons for given ideas and defend

ideas well

Welcome others contribution in the team

Strong in integration of ideas of all team members

Strong in making consensus in team members

about a decision

Source: Cohen (1994)

The above check- list shows that I need work in sharing of work and ideas, communication with
group members, and responding well to the others queries. This checklist also shows that my
strong areas in tam work are idea generation and its communication to others, but reluctant in
taking risks of others contribution. Therefore, I need to develop working abilities with others and
to share knowledge in productive way. Nevertheless, it may take enough time for the desired

results but I will not lose confidence in myself and others in my university and work groups in
assignments outside the university.

(iii) Communication Skills

The development of effective communication skills are basic requirements of success in any
area of corporate career. The personal and official life success Is largely dependent on
efficient and concrete communication. According to (), communication is an interpersonal
skill that depends on a two way process of sending and receiving information. In my case,
the communication skills development is basic requirements in gaining success in any other
area. My basic weakness lies in areas of monitoring and sharing the others work and I
prefer to work alone on project.
The opportunities available after improvement in communication abilities included high
profile public dealing jobs, position of trainers and consultants, media managers, and
teaching opportunities. In coming one year, my basic target is to achieve a position in
consultancy forms where I can best utilize my planning and creating ideas skill. Therefore,
achieving flawless oral and written communication is my target in three months. Another
important opportunity of good communication is to generate positive image in job
interviews and presentations. Presentation and illustration of my ideas can give me instant
success in job selection and retention. I need to be more open in interpersonal communication
with the help of following skills development.
Communication skills areas

Skills needed

Focus

Objectives and process selection

Environment

Suitable interpersonal methods and

Clarity

communication theories.
Ability to create and implement.,
encourage others

In this way, I will develop these skills by selecting to communicate with my class fellows and group
members. This skill development need objectives like mixing with other people, discuss in long term
issues about other projects, need to remain serious and feedback of peers and supervisors is very
important. The reading, listening, and speaking skill will be adapted to gain positive impact on oral and
written communication.