In this report I will be discussing two key areas of skill development that will be important in my career as a youth worker. These development areas are skills which I believe will be important parts of my future as a youth worker. They are skills that I believe that I can improve on and develop although they are not skills which I believe I am completely lacking. The two areas which I want to improve in are: Development area 1: Group facilitation - Group facilitation is the organisation of groups as well as providing direction and leadership to that group. Development area 2: Self-care – Self care is looking after yourself so that you do not burn out. This enables best practice for the person. My gaps and limitations Area 1: Group facilitation …show more content…
One reason self-care is important in a professional context is because job related stress has become a lot more common in the last 30 years (Tennant 2001). Because of this self care more important than ever to be effective in a professional environment. As situations can change quickly in an environment involving Youth Work breathing exercises or other quick fixes to get your mind back in the right place are a great tool to use (Reachout 2018). Self-care will also be important to keep me performing at a high standard whilst working with groups of young people. Because of this these two skills are important to use together as without group facilitation skills self-care is worthless in that situation but if I am having issues with self care my group facilitation skills at that time will suffer. Communication as part group facilitation plays a major role in how well the group functions and a facilitator should provide an environment where young people can speak their own thoughts without just following the group ideals (Greenbaum 1999). If this environment can be provided by the facilitator youth work practices such as cooperation and collaboration and anti-oppressive practice are being met (Code of Ethical Practice 2007). The framework for youth services it shows positive group facilitation and self-care are vital for good …show more content…
As well as being able to gauge improvement Harackiewicz and Sansone (2000) suggest goals are linked to distinct positive outcomes. The first goal I have to start towards the improvement of these skills is to start a professional placement for this year. As I have already started steps to achieve this I would like to have this completed by April 15. By doing this I will have the opportunity to put my self-care and group facilitation skills into practice. My next goal will be to identify activities I can do to improve self-care. One of these is exercise however by identifying more I will be able to relax and recover with multiple activities. I hope to identify 2 more activities I can use for self-care in the next month. As I do not have placement yet, my other goals will be general so that they can be narrowed down once a placement has been found. My first goal for placement will be to improve my group facilitation skills through creating a welcoming environment. This will be done by following the YACVic Code of Ethics and applying practices and principles within the code. Through these goals I hope to build upon my group facilitation and self-care skills to better improve my professional practice for the
This essay will look at and evaluate the youth work code of ethics. It will do this by showing how the code applies to and is relevant to working with young people. Whilst doing this it will also talk about why the code was made and who it supports. This essay will then apply the code of ethics to two separate dilemmas a youth worker may come across to come up with an appropriate response to these dilemmas. By doing this it will show that the code of ethics is a vital tool that supports a youth worker to make the right decision and more importantly to give the youth worker a way to know why they made that decision.
This allows everyone’s self esteem and confidence to increase. 1.2: Care plans are important in regard to person centred values to ensure that all members of staff are aware of the needs of that resident, what works well and what doesn’t to ensure that that person receives the best care and support. It allows members of staff to go above and beyond their general duties to ensure that that person feels supported, listened to and to ensure that people are communicating 1.3: To collate and analyse feedback to support the delivery of person
– as part of an organisation Make sure the one page profiles are in place and that the clients have support in having one. 3.2 Explain the different person-centred thinking skills required to support individuals? Different person centred thinking skills include being able to problem solve, promote dignity, privacy and inclusion and not to force your thoughts and opinions on the client and build a support plan that is personal to the person receiving the care. 3.3 Identify challenges that may be faced in implementing person-centred thinking, planning and reviews in own work? There may be lack of resources available or not having the right equipment.
Competency Goal III Competency Goal III is to support social and emotional development and to provide guidance. There are three main areas to succeed in this, the things are self-concept, sociality, and guidance. One focus on Competency Goal III is self-concept. Children’s environments support the development of positive self-concepts.
Hurley & Treacy (1993) would argue that the focus should be on consciousness raising and collective action, in an effort to bring about societal change. By implementing youth work that is focused on meeting Government priorities and prescribed outcomes, the underpinning principles of youth work (autonomy, empowerment, and a therapeutic relationship) are being forgotten (Scanlon 2011; Youth Work Act
1.1 Explain why working in partnership with others is important for children and young people - it important that you work alongside others when working with young people because it is good for them to see that people do work together and to see relationships because built as well as positive outcomes coming out from working in partnership with people. It is also good because it shows them general life skills of working with and alongside other to come up with a solution. 1.2 Identify who relevant partners would be in own work setting - relevant partners would include, parents or carers of the child so that the practitioner and parent can work together to figure out what is going to suit the child best, management to see what actions and targets could be put into place and how the setting can be developed to help the childs specific needs aswell as how it could help the setting as a whole.
The facilitation is guided by a philosophy that promotes self-determination for the person, that is achieved by positioning the individual as the core of the process (Espiner 2011). By acting as a facilitator, the RNID must be able to offer clear communication providing priority to the aspirations and choices of the person with
1.5 Explain how to overcome barriers to learning in groups The trainer must be aware of the variety of learning styles that may be present in the group at any one time, the trainer must ensure that throughout the deliver each learning style is accommodated for such as – Kinaesthetic, visual and auditory. If appropriate the trainer can ask the group to complete the learning styles diagnosis test before delivery starts. A trainer must also be aware of other learning difficulties that a participant may have such as dyslexia, the trainer should, where possible, know about this before the session so that he/she can prepare correctly.
Findings of the study were successful. It showed that staff understood person centred care and practised it daily. They learned a new set of skills to apply this framework uniquely to
In the previous semesters of practicum, it was mostly about the experience and developing self-awareness, but with this semester, I can lead group with greater understanding of it’s effectiveness and what to be careful of when conducting group. The 11 therapeutic factors as expressed by Yalom, was apparent over the course of the semester, with each therapeutic factor playing its
Introduction After the Advanced Skills Facilitation course, I had learned many counselling skills in group counselling and different settings of group counselling. Also, it provided a lot of exercises for us to practice group counselling sessions. Thus, there are many things that I can make a reflection on it.
3.1) Theories of Behaviour Management Behaviour management is a tool, a system, generates learning environment to encourage positive behaviour and minimise the opportunity for negative conduct to occur. It is like modifying and change learner's action in a positive manner where the primary focus lies on maintaining order. Many theorists presented their views in their research work on the understanding of the nature of the behaviour BILL ROGER is an education consultant and author present his work on behaviour management, discipline, effective teaching, and stress management etc. and also lectures widely covers the topic to both the learner and the teacher for the challenges facing in leadership in educational premises. Bill Roger recommended
‘We would be missing the opportunity given to us by the people with whom we work if we did not learn and grow from our experience’ (Howard & Lyons, 2014, p126). ‘The therapeutic self broadly refers to the process of the individual evaluating the effect of his or her characteristics, values and practice interactions with others and the extent to which this brings development and insight’ (Freshwater 2002 cited by Kwaitek et al, 2005, p 27). If we are modelling confident and proactive self-care and self-development we can be a positive role model for those we work with. This concept of self-awareness and developing oneself can promote and encourage one to be the best that they can
All of these can step-by-step help me develop my personal and professional skills, also provide a foundation for continued professional development. To conclude my reflection, I have discussed my future employability, how to use the skills and experiences to own professional development,
Performance reviews give way to ‘Check-In’ system at Adobe Performance reviews have been followed in most companies across the world since the 1930s. However, this process came under a cloud of criticism several times. According to Bob Sutton, a business management professor at Stanford University, the process of employee ranking leads to an environment that creates unethical competition among employees, thereby killing their morale. So, quite naturally, Donna Morris—Senior Vice President of People and Places at Adobe—was upset about the company’s age-old performance review system.