Case 6.1 Three Shifts, Three Supervisors

Promoting a Coaching friendly context environment where managers and employees can share information and learn from each other openly. People in a coaching-friendly context naturally and informally reflect on their actions, discuss their problems and goals, and ask for feedback and advice (Hunt and Weintraub 2015). However, in a coaching friendly context, according to Hunt and Weintraub (2015), mistakes are opportunities for learning. Therefore, this coaching technique is quite beneficial to both the manager and employees.

It is easy to get caught up in details but that should never stop you from seeing the big picture, Helping the people. It is so important for a leader to connect with the people because whether you realize it or not they look up to you for support and follow your example. A leader cares about the people and will take the time to show them they care. Leaders will try to listen and understand everyone. There is so much good you can do as a leader as long as you put in some hard work!

However, I thoroughly enjoyed the read because it was both short and informative. The theme and overall idea of the book was straightforward and easy to understand. Anyone willing to make his or her workplace more successful, have more positive interactions, increase the strength of personal relationships, or working on bettering their health should read this book. Specifically, I recommend this book to teachers, leaders of companies, managers, and those having trouble in their marriage. How Full Is Your Bucket serves as a motivational and informative read on how to better not only your health, but your job satisfaction and personal

McGuire-Wise is an excellent clinical supervisor because she is aware of my strengths and capabilities and she pushes me to see those strengths and capabilities. Her support and guidance helps me to see that I have a lot to offer my clients. She is also culturally sensitive when supervising me because she is very open and willing to learn from me. I believe this behavior enhanced my counseling skill because I am also more open and willing to learn from my clients. Mrs. McGuire-Wise’s patience, support, and knowledge are very encouraging because it motivates me to become a better counselor.

Ms. Stewart effectively utilizes feedback, coaching and positive reinforcement in the case

She also gave employees adhere to self-respect and self-esteem. With this, and their ability to a positive image, and she knows how to make their organizational development and enhance the training of staff. The second theory that makes The Hour Glass successful is Behavioral Theories. This theory suggests that a person is not born with leadership skills, but gradually learns how to become a leader from watching other leaders.

Building relationships, considering others feelings and celebrating their successes with them can maintain strong leadership. By encouraging my team to participate in the decision making process I empower them, which inspires job satisfaction this reduces conflict, poor time keeping and absenteeism. I need to be able to help my staff team understand the need for change and I do this by being clear about my aims and objectives, the actions required and the part they need to play.

Joan’s main focus is to produce movement and constructive change through processes such as establishing direction through visioning, aligning people, motivating and inspiring. Leaders are born, not made. A leader is someone who values the goal over any unpleasantness the work it takes to get there may bring. A leader has strong communication skills and the ability to amass a team of people toward a common goal in a way that the entire team is motivated and works effectively to get there as a team. A leader earns the trust and respect of his team by demonstrating positive work qualities and confidence, then fostering an environment that proliferates these values through the team.

Team leads should not be partial to any team member and support each team member equally. It is the duty of the team lead to extract the very best out of their team members. Tricia being the team lead is responsible for bringing her team members closer so she can build a better professional rapport and ensure all are motivated to deliver their level best. With the help of the team management feedback, she moved forward to manage a positive ambience at the workplace and promoted a healthy interaction for her team. Tricia team lead role was tricky with the social media Facebook and twitter, however, it was launched as a well-utilized approached as she started with the professional

Such a person is supportive and understands the real strong professional traits of each of his or her subordinate,They listen to what staff have to say, not only listens, but actually cares about implementing good ideas, They encourage personal interaction, and cares not just about the work completed but also about the team in general. “Bad” bosses may be highly competent in the latest theories regarding their field of work, but it is the skill to manage personnel, to inspire rather than to enforce, which makes yet another difference between the good and the bad boss. Even though it is important for a manager to care about the tasks his or her team must accomplish, a good manager will always consider the capabilities and skills of his or her team first. Instead of blatantly demanding results without regarding how people in the team feel.

Having a diverse organization may very well look good on the outside, but it takes time and effort to be able to connect with different types of people. This also comes from the motivation from the employees to even try to make the effort to

3. How will Dan’s employees, who are used to being given clear direction and procedures, respond to Asher’s more relationship-oriented style? Dan’s employees could feel overwhelmed at the start. The structure that they used to have and follow would be removed from the equation, and they would be expected to handle everything on their own with only encouragement to support them.

At work, ESFJs like to cooperate with others to accomplish tasks effectively and punctually. They show loyalty in everything they do and willingly help others, even with small tasks. ESFJs observe what their family, friends, and coworkers need in their everyday lives and work to make life easier for them by providing it. They appreciate personal recognition for their

“He must also listen to the offender, his employer and others involved in his life to find out whether he is in compliance” (Kokemuller, Neil). They also need to have a positive relationship with their offenders due to you need them to feel comfortable around you and let them notice that they can trust you so they can open up to you. Thirdly, they need to be encouraged to their offenders for example “The officer helps the offender set goals for improvement and encourages her to take the steps necessary to achieve them” (Kokemuller, Neil). Lastly, for a probation officer to be professional in this career they need to be a critical thinker as a result of at either point when connecting with a guilty party, the officer needs to evaluate whether the wrongdoer is being honest to goodness and genuinely satisfying the terms of his probation. What behavioral attributes do you practice that identify you as a professional.

I personally think that these characteristics will help me in the long run because I figure if I can be loving, kind, and helpful around the clock then I can truthfully