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CPD Introduction

Introduction to CPD

What is Continual Professional Development?

CPD refers to the process of tracking and documenting the skills, knowledge and experience that you gain formally and informally as you work. It is a record of what you experience, learn and apply:

  • It is a commitment towards the enhancement of personal skills and proficiency throughout your career.
  • It enables learning to become conscious and proactive, rather than passive and reactive.
  • Engaging in CPD ensures that academic and practical qualifications do not become out of date – there is continual upskilling and reskilling.

Why LCS Continuing Professional Development?

“We do not just build cars, we build people” – Toyota

Ongoing learning and development are fundamentally linked to continuous improvement in any role. Lean competency, therefore, should not be static, so it is imperative for the committed lean practitioner to improve his or her depth and breadth of knowledge and experience, to ensure that learning is embedded in behaviour and to remain abreast of the latest thinking around lean.

The LCS CPD Approach

LCS CPD has a unique design in that it is built around CI principles and is lean in nature. The CPD cycle has a PDCA framework at its core and recognises that professional development should focus on improving practical capability and not just knowledge growth.

LCS CPD framework provides a mechanism to help the career practitioner identify and establish his or her personal continuous improvement goals and a vehicle to signal to the practitioner community that their competency is current and well practiced. It can be viewed as a personal PDCA model of improvement.

The framework complements the existing LCS qualification structure and aims to embed and strengthen a holistic lean mindset and capability through constant self-assessment, target-setting, sharing and reflection.

Structured Development Pathway

The CPD framework allows practitioners to create and follow their own structured development pathway, enabling them to identify gaps in knowledge, practice and communication and then undertake activities to bridge them.

Featuring critical self-assessment and self-reflection, practitioners set their own learning and practice targets for the year ahead, self assess to take stock of their progress, adjust their plan and continue their development.

How it Works

A summary of each stage is shown below:

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