These days you’re more likely to find her interviewing speakers than delivering training, but Education Executive’s managing editor, Holly Tinsley, began her career helping others grow in their professional roles
Over the years, I’ve seen CPD from both sides: as a trainer helping others develop, and as a professional trying to keep myself sharp. CPD is often talked about as if it’s a checklist: complete the hours, tick the box, move on. But real professional growth is messier than that.
In this article, I’ll share some of the techniques and mindset shifts I shared with delegates and learners during my training and coaching days – the same ones that continue to guide my own CPD journey, and that you might find useful in your own work and schools.
CPD and The Psychology of Failure
Some people seem to have a natural knack for picking things up. You’ve probably seen it: they stroll into a workshop, glance at the material, and somehow just get it. Meanwhile, you’re still fumbling for the right page in the manual. It’s barely 9am, and already you feel like throwing in the towel. But think about it.
What is CPD really about? It’s about learning and growing – and that means cutting yourself some slack to fail, or to be downright bad at something, at least at the start. The problem is, we often frame progress in absolutes: success or failure, winning or losing. The key to countering this is to shift your mindset from Performance to Progress. Instead of asking, “Am I good at this?”, try asking, “Am I a little better than I was last week?”
Understanding Time Investment
They say it takes a thousand hours to master a skill. One approach I use in my CPD is to break that idea down: how long might it realistically take me to learn something, and what level of competence do I actually need? For example, I don’t always need to master a skill in its entirety. Sometimes “good enough to use confidently” is all that’s required.
From there, I weigh the return on investment – is the time spent training in this skill worth the value it will bring? This simple cost–benefit check helps me decide not only if a skill is worth pursuing, but also how to set my goals and manage my time around it. It’s not an exact science, but it shifts the mindset: CPD isn’t a quick win, it’s a process that requires patience and persistence. By pacing yourself and being intentional, you make sure that each hour of learning builds into something meaningful rather than just filling up the logbook.
Combat Learning Fatigue
Your brain is like a glass – if you keep filling it with water, eventually it’s going to spill over the top. The idea of continuously investing in your learning and development is great, but CPD fatigue is a real thing and can really derail your confidence. You end up losing time and energy, motivation dries up, and in many cases, the budget spent on training fails to deliver any real return.
The solution? Focus your efforts. Rather than scattering your attention across every new course, webinar, or framework that comes your way, choose a handful of specific areas of growth that truly matter to your role or future goals. Then commit to those. By narrowing your focus, you give yourself space to absorb, practise and actually embed new skills.
Be the first to comment