Concern for People: this is the degree to which a leader considers team members ' needs, interests and areas of personal development when deciding how best to accomplish a task. 2. Concern for Results: this is the degree to which a leader emphasizes concrete objectives, organizational efficiency and high productivity when deciding how best to accomplish a task. (the mind tools editorial team,
Instead, they see themselves as supporting the process of learning.” ● Development: http://www.skillsyouneed.com/learn/coachingskills.html#ixzz42SjRng00 ● Example of use: As a manager you essentially are a mentor to your employees. If they do well, you will do well, so it is important to always be on the pursuit of improvement for not only yourself, but for all others in your workplace. When a goal is set for an employee it is your job as a manager to help coach them toward that goal so they can
What concepts of the theory make it the most appropriate for the client in the case study? I believe that through the person centered approach, the client can build self-confidence through positive encouragement. Consequently the client begins to believe in herself and begin to focus on self-actualization, instead of the problem.. The theory 's assumption is that if you give an individual
It is a perspective that agrees with the social work ethics and values, while assisting the worth of an individual. (National Association of Social Work [NASW], 2008, Preamble) Applying this perspective allows the client to become empowered and have input into their recovery. Empowering the client gives them the ability to uncover their potential and provide them with the tools they need to overcome every day struggles. (Guo, W., & Tsui, M., 2010, p. 235) Additionally, it acknowledges the client’s experiences and skill set into a form of therapy. The strength perspective is an approach that provides a bond between social worker and client that is built apron hope and possibility that is cultural sensitive.
According to Miller & Rollnick (2013) MI is a counselling style in which is goal –oriented where the counsellor collaborates with a client to communicate using the language of change. Through MI a client’s personal motivation is strengthened and makes the client committed to a specific goal. It elicits and explores the client’s reason to change within an atmosphere of competence and compassion. Strengthening the client’s motivation for change is the primary purpose of this practice model. Rollnick & Allison (20 argues that MI is done ‘for’ and ‘with’ a person.
These definitions capture the vital elements of coaching Whitmore (2002) highlights the “person’s potential to maximise their own performance”, and also highlights an important aspect of coaching, that is the coach’s belief about human potential and that this belief will make a difference to the process. The coach must see the client in terms of their future potential, not their past performance. Grant (1999) describes the collaboration, the one to one conversation that takes place between coach and coachee. It is a systematic process facilitated by the coach which has a focus on solution and results and aims to enhance performance, experience and personal growth. The enhancement is achieved by action and goal setting.
An orgainisation is based on the management’s philosophy, values, vision and goals. Theses objectives drive the orgainisation, the culture of the orgainisation has an impact on the type of leadership, communication and departmental dynamics. Staff should be aware of this and use it to base their work ethics and motivation on. The outcome should then be job satisfaction nad growth for the individual team members as well as the team as a whole. A leader needs to adapt to situations and use techniques that are inclusive in order to avoid conflict and aids decision-making.
What Leadership Means to Me Leadership means mentoring, guiding, demonstrating and educating members of your team to include yourself. By facilitating growth of knowledge, modeling the way, encouraging open-communication, transparency, shared values and equal “at-stakeness”. Team members will be effective in achieving the organization’s goals as well as their own. The values which form my leadership practices are communication – clear and transparent, honesty and integrity, respect for oneself and others, responsibility, task focus and teamwork. Current Professional Environment Currently I am employed as a Service Desk manager.
It is a naturally organic and emotionally sensitive style and is especially useful in circumstances such as change. This form of leadership style helps to build and maintain effective interpersonal relationships. (see appendix) 5.0 Sources of Power or influence If you practice supportive leadership, your employees will likely be more satisfied with you and with their jobs (see appendix). Some of the methods used by me to influence and empower my work group are; 5.1 Personal appeal-the leader uses referent power when asking the target to carry out a request or proposal as a personal favour due to their friendship. For example, using a more friendly approach towards giving my fellow CSR's their assigned
Managers are expected to be good coaches to their team members and mentors to their employees. Performance appraisal identiﬁes the areas where coaching is necessary and encourages managers to take an active coaching role. Whitmore (2009) pointed that coaching is a continuous occurrence in an organization. Coaching enable employees to improve their performance and motivation through ongoing dialogues with the coach as a result strengthening relationship which reinforce comment amongst employees and the organization due to a favourable working environment Passmore (2010). CIPD (2012) conducted a research based on coaching which showed that about 43% of organizations used coaching to improve poor performance,
Therapeutic alliance is building a relationship between client and the therapist. This relationship is important in order for the client to have some success with treatment. Assisting, client’s in identifying personal goals, strengths, and preferences for change in behaviors. Needs and abilities and engaging the client in a discussion to problem solve and steps to take to achieve goals. Therapist, provides instruction in helping client to set reasonable objectives to meet goals and developing trust in order for the therapeutic alliance can be established.
The Authors also suggested that human service organization meeting their goal is directly dependent upon the ability of the staff to perform effectively in the management and delivery of services(Seiden & Sowa, 2011). Therefore, I believe having positive interaction with our consumer or clients is vital to our survival. At my current job we have clients sign treatment goals once goals are met, and surveys are given to clients upon
A shared appreciation is produced by being around others who communicate a similar vitality of society and its individuals. The debate or discussion is seen in the mentoring and networking opportunities that are afforded by professionals who supervise and guide the new helpers in finding better ways to work with their clients. Subsequently, advocacy is encouraged through awards given by the professional organizations to its hard working members who affect society in a positive way. Advocacy remains the foundation of counseling, and therapists advocate for clients, causes, and the profession. A counselor is inspired by moral and ethical principles, who strive for change in dogmas by exploring within the administrative, financial, and societal systems for an idea that can guide towards resources that foster growth for clients, professionals, and mental health care itself.