If you’ve heard of Continuing Professional Development (CPD), you’ve probably heard of CPD points too. They’re often seen as a clear sign of how much someone is learning. But when you take a closer look, collecting these might not be as meaningful as it seems. The real value of learning isn’t about adding up points, but about truly understanding new things and using that knowledge in your work.
Let me explain with a story about Mary, Alan, and Nadia. They all went to a conference where they could earn CPD points. Mary already knew a lot about the topics at the conference, so she didn’t learn much new. Alan wasn’t really interested in the conference. He mostly saw it as a day off work and didn’t pay much attention to what was being said. Nadia, however, was very involved. She paid close attention to the speakers and workshops and used what she learned at her job for several weeks after the conference.
In the current system, Mary, Alan, and Nadia would each get the same number of points, even though their effort invested and what they got out of the conference were very different. Herein lies a fundamental problem – CPD points assume every learner is a carbon copy of the other, neglecting the individualised paths of professional development. They ultimately reward mediocrity while underserving those who strive for excellence.
The situation becomes even more unfair when you think about how much money Mary, Alan, and Nadia have. Mary and Alan can afford to go to lots of learning opportunities and collect lots of points without learning much. Nadia, on the other hand, can only afford to participate in one a year, so she can’t earn as many points, even though she’s really focused on learning.
The obsession with counting CPD points and hours has perhaps been a matter of convenience. The vast memberships of regulatory and professional bodies often permit the sampling of only a small fraction of members’ CPD activities. However, the advent of Artificial Intelligence presents us with a novel opportunity: the ability to assess all submitted learning logs or reflective accounts, providing a comprehensive overview of members’ learning progress. As such, it’s reasonable to predict that most of these bodies, if they haven’t already, will abandon the age-old practice of counting hours and points.
In the end, CPD is about growth, understanding, and applying new knowledge and skills.
As a committed learner, consider your approach to CPD. It’s not solely about points, but about the growth, skills, and knowledge you can acquire. Here are five ways to enrich your learning journey and ensure a rewarding experience:
- Learning transfer: Seek out learning experiences where the applicability of new knowledge and skills to real-world situations is clear. The ability to apply what you’ve learned in your professional life is a true measure of your growth, not merely the points you’ve accumulated.
- Learning logs: Make a habit of recording your learning experiences and insights. This practice will not only help embed new knowledge and skills but also create a rich record of your learning journey, far beyond the tally of points.
- Supportive resources: Opt for learning providers who offer additional resources like checklists, worksheets, or practice scenarios. These tools can help solidify what you’ve learned and facilitate its application in your professional settings.
- Reflection and testimonials: What is expected of you by your profession? Take time to reflect on what you’ve learned and how it’s impacting your work. It’s also beneficial to seek feedback from colleagues and managers who’ve noticed improved performance as a result of your learning. Their testimonials can confirm your growth and the successful application of your newfound skills.
- Portfolios: Document your achievements in a portfolio as you learn and grow. This could include project summaries, case studies, or other examples of your work. A well-curated portfolio provides robust evidence of your progress and the practical application of your learning.
By incorporating these strategies, you can ensure that your professional development journey is more personalised, meaningful, and fruitful. Let’s shift your focus from collecting points to achieving real skill acquisition and practical application in your work.
Focus on gaining real, useful knowledge and skills, not on collecting points. Measure your progress against the standards set by your regulatory or professional body, not against a score. That’s what CPD is really about – personal and professional growth, and using that growth in your work.
This blog post is intended for individual professionals. If you are a learning provider and want to know how to support professionals to show evidence of their learning and achievements, please get in touch.
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