Working well with others, being open-minded, and having respect are all ideas associated with teams. Within a team, all players must do their job as one piece in the whole machine. Without each individual doing their part the entire team will be inefficient. In order for the product to be made, each teammate must do his or her part. The same qualities can be asked from coaches.
These coaching styles will also allow me to build rapport with James while making it easy for him to trust me as his new manager. The style sill also allows me to be able to focus on what issues James could be having that could be affecting his performance in the workplace. James also has a reputation of playing hard and now working hard at the workplace as would be expected of him and the use of the amiable coaching style will also help him learn how to care for the business and their colleagues. While using the style I will be able to help James find a way of prioritizing his relationships and responsibilities at work. The focus on relationships will help James become a better team player and collaborate better with the rest of the team members (Starr, 2017).
It is because it is very important for a team leader to know everyone in the team. A team leader should know their team members well to guide them more easily or to arrange their task based on their expertise. As conflict occurs, as a team members also should get the whole story first in regards to the conflict. This could help to solve the conflict efficiently and effectively. In order to solve conflicts that occur between the team members, discussion of both sides of a perspective is a must.
Risk management is critical to every organization. Assessing risks, minimizing errors and damages can be a tough job, but with the help of a quality manager. Sharing plans, tasks, and hopes for the future will make it is easier to focus on what is best for the longevity of a healthcare
This is not only to guide the professionals but also so that individuals know what is acceptable and what is not. Complaints procedures need to be clearly understood and accessible to individuals together with independent support when making a complaint. This could take the form of an advocate from outside the organisation. When new policies and procedures are set, training needs to be provided so that everyone understands what is required. New staff needs a formal induction period which should explain all the policies and procedures.
It is important that supervisor must meet up with the staff for creating their performance plans. At this point, supervisor must avail the chance for explaining for the staff how their performance have a direct impact on how work goal can be attained. Monitoring: Supervisors must evaluate the overall progress of the staff at the time when it is due; instead it should be practised on a constant basis. Through evaluating it, this will provide an opportunity to the supervisor for making any adjustments or corrections where needed for achieving a successful
When completing the Enneagram Personality inventory, I found my dominant personalities were the perfectionist and the peacemaker. Each of these personalities aided in my decisions when working with Mr. and Mrs. Wilson and the rest of the collaboration team. My first trait, the perfectionist, helped me to be very productive and orderly when putting together an agenda for the collaboration meeting. In order for the meeting to go smoothly, it was very important for me to have a detailed agenda in which I knew I could cover all the information that the Wilson’s needed to hear and also give everyone a chance to voice their comments and concerns during the meeting as well. My second trait, the peacemaker, helped me tremendously during this collaboration
As I have mentioned several times, I monitor feedback, complaints policies and procedures all the time. It is part of my role to make sure that all systems and procedures are working well and smoothly. When new procedures are needed then I make sure they are implemented by all staff and make sure they are aware of them from meetings memos and care plans. Families of the residents are very forward in making complaints and raising concerns if they feel something is not being carried out correctly, with this I must make sure that it is factual as family members often try to make us do things which does not promote the independence of the resident, I make sure I see them listen to concerns and explain reasons these actions and methods are in place.
I would say that this description fits me when I am on the job. I choose to be quiet when working so I can focus and accomplish more and be able to finish my job in a timely manner. However, if necessary I would speak up in behalf of my patients and team members. My responsibility is greater than my coworker because I oversee the unit to ensure safety and deliver quality care
I needed to ask different people in the clinic because though they used the same system, they each use a different part of the EMR, each for different reasons and for their particular job. When conducting questions about how this EMR was selected it was easier to get answers since the office manager was the one with all the answers. When conducting the phase about the new EMR I asked each person in the clinic that used the system, students, doctors, billing department and clinic staff. Each had different views when using the system, but agreed that it went a lot faster than the previous one. For the clinic staff it was easier to input information about each patient because it was all on one page rather than in different tabs.