CPD: parallel thinking

Máiréad Ni Chiarba CMIOSH reflects on continuing professional development (CPD) using Edward de Bono’s six thinking hats.

As a seasoned OSH professional with extensive experience in private companies and public organisations, Máiréad recognises the importance of learning and development. 'It is important that I maintain an externally validated record of my ongoing commitment to continuously improve my technical skills, as well as soft skills and business acumen,' she says.

IOSH’s CPD programme has a comprehensive competency framework and Blueprint, a strategic tool used to profile competency levels. This all feeds into actionable standards, which guide members to identify goals to maximise performance, skills, knowledge and behaviours. 'Applying its principles is reassurance that I am on the right road to career satisfaction and enhancement,' she adds.

When Máiréad reflected on her experience of the CPD programme, she looked at it through the lens of the 'six thinking hats' theory, a surprisingly simple technique based on the brain’s different ways of thinking. Developed by Edward De Bono, this process harnesses intelligence, experience and knowledge to generate new ideas, broader understanding and opportunities to innovate. It also avoids confusion and saves time.

Primarily used in group situations, it is also effective in decision-making. The six coloured hats represent different modes of thinking as shown below. This process has helped Máiréad to focus, prioritise and reach the right conclusion quickly, including when reflecting on her experience of CPD.

White hat thinking: facts and information

'A popular and widely used system with more than 10,000 users worldwide, I can use my log in and password for immediate access to input learning activities, with clear on screen instructions,' she says. 'Each click and screen entry is easy to navigate and there is a seamless transition from one screen to the next.

'Access to Blueprint (a self-assessment competency profile tool), whereby I can assess my current skills and knowledge against a set of criteria based on the IOSH competency framework. This includes strategy and planning, sustainable business, engagement and influence and technical skills.

'It also offers flexibility as to what constitutes learning activities. There is no right or wrong answer. Learning may include on the job training, remote learning, self-directed learning, shadowing a work colleague, mentoring and coaching, participation in conferences or seminars as well as the more formal attendance at workshops and training courses.'

It also includes targets for learning. Máiréad aims to complete six activities a year, or two every two months. She completes a reflection on each learning activity, examining what she has learned and how it is of use to her in her role.

Red hat thinking: feelings and emotions

'I feel a sense of satisfaction and achievement from the CPD programme,' Máiréad explains. 'It is almost like there is a greater entity out there overseeing my professional development, guiding me through the most appropriate and beneficial channels to achieve professional self-actualisation. 

'The Blueprint self-assessment journey reassures me that I am on a positive path when assessing skills, knowledge and behaviour. I set professional goals which I can tick off my list. I feel uplifted making  progress on my journey . If I veer off track, I am quickly re-directed back on course when I reflect on my learning activities.'

Black hat thinking: critical judgement

In the society we live in today, there are many competing demands for our time, both personally and professionally. The administrative side of our lives is growing and practically every task requires some form of paperwork, email or document to be produced or submitted. 

Máiréad's greatest challenge is creating the space in her busy calendar to gather her learning and development records and input them into the system. 'Thankfully, IOSH has created a useful tool with the annual planner spreadsheet,' she notes. 'I can record my activities each quarter and then it only takes 40 minutes at the end of each three-month cycle to upload my information.'

Yellow hat thinking: positivity

'I have evidence of my ongoing commitment to my professional learning and development journey. This is useful to enhance career progression. I can readily draw on it during interviews or meetings where there is emphasis on answering competency-based questions.'

The CPD programme provides Máiréad with focus, clarity and direction by profiling her current skills and knowledge against the competency framework identified in the Blueprint self-assessment journey. 'Unlike a boat drifting aimlessly out to sea, I have set goals and a destination in mind,' she says.

'The reflection I complete on each learning activity allows me to pause and think about what I have learned and how I can apply it. The ability to reflect is skill that is useful in all aspects of life. It helps me attain the wisdom and foresight to get the most from my learning experience.'

Green hat thinking: new ideas

Máiréad thinks IOSH has invested a great deal of thought, wisdom and work into the development of a framework and programme which is intuitive, practical and useful. She is impressed that CPD is revised regularly to ensure members’ needs are incorporated into any revisions made. 

Blue hat thinking: overview/evaluation

'IOSH’s CPD programme enables me to become the best possible version of my professional self,' she says. 'I now have a vision of where I want to get to and how to get there.

'Blueprint provides me with a tool to make personal and objective assessments of my competencies, fully linked to a development plan, supporting my career development. 

'I consider not just my technical skills, but also my soft skills and behavioural competencies. I actively prioritise developing my skills in communication, leadership and future thinking. It creates a link between technical skills and organisational goals.'

Prioritising thinking outside of the box and considering where Máiréad is in relation to crucial areas of organisational planning, vision and mission development now comes easily to her.

'I reflect on the benefit I have gained from my learning activities on a more meaningful level, and how to apply it to my role,' she explains. 'The value in this is critical to ensure that in the hurried pace of workplace life, I take the opportunity to consider how I will use my new skills, knowledge and behaviours. I am now ready to take advantage of any opportunity to exercise what I have learned. This unites my developmental need with the needs of the organisation and crosses the theory-practice divide.'

Máiréad's overall view is positive. 'The benefits are many – personally and professionally,' she adds. 'The CPD programme has brought a new level of awareness, instilling lasting changes in my behaviour and thinking. I would highly recommend it for anyone embarking on their career, reviewing where they are at or perhaps looking at a career move.'