The decisions I make largely determine my future. My Store Manager is a source of leadership for me, as right now, I am striving to climb the corporate ladder into management and he exemplifies professionalism and leadership in many ways on a daily basis. I feel confident that he will not lead me astray as my mentor and I trust his judgment and ability to lead our team. Social cognitive theory is described as the relationship between an individual’s personality, behavior, and environment. To me, social cognitive theory is a concept of learning by observation from those around you as well as through your internal self.
Unit 154 outcome 5.1 5.2 5.3 The role of stakeholders in coaching and mentoring is crucial for managers to see the value and understand the importance of developing individuals, teams and the overall organisation. The primary relationship in any coaching or mentoring scheme is between the coach/mentor and the individual, but this may not be the only important relationship. Other key stakeholders such as the people representing the organisation’s interests, in most cases an HR and/or learning and development practitioner, and the individual’s manager. All of these parties are interested in improving the individual’s performance and therefore their contribution to the organisation. Most facilitated mentoring programmes have a formal process which defines each step and audits the ongoing success of the program.
It is necessary for me to adopt characteristics from a variety of leadership styles based on the situation at hand. Regardless of the leadership activity needed, it is important to act with integrity, to set realistic goals, to communicate clearly and often, to encourage others, to recognize the successes of other team members, and to inspire them to provide the best of care. Hopefully my actions will be reflected by my staff in the care they give to our service users each day regardless of which style I practice. Management by walking about (MBWA) I use this style of leadership quite often in the workplace as this gives me the opportunity of observing team members interacting with our service users and evaluate the quality of care being delivered. It also lets staff know that I am interested in them and their work and lets them
Each one is important for managers to master as they provide a means for individual growth as well as team building. As managers incorporate these components into their leadership styles, they are able to better lead successfully cohesive work environments. The first component of emotional intelligence is self-awareness. According to Schermerhorn in Management 11e, this is “the ability to understand our own moods and emotions, and ability to understand their impact on our work and on others” (2011, p.326). Most people are so busy with the daily routines of life that they rarely make time to take a step back and think about how well they are responding to situations.
I have chosen to speak on my own manager’s leadership skills and how his style fits so perfectly with the staff and our line of work. The reason I chose this particular supervisor is due to his innate ability to lead our association in what appears on the outside to be an effortless task. He is an excellent problem solver and demonstrates great flexibility in dealing with not only the day-to-day tasks, but also the emergencies that ultimately arise. The leadership style that I chose for him was the Relational Leadership Style because this style deals with large associations and he possesses all the necessary skills to accomplish these goals. The Relational Leadership Style is capable of acknowledging the need for flexibility in the healthcare system so that everyone feels empowered, which includes the nursing staff, the patients and their families, and the physicians.
Behavior Coaching Approach and Transitional Leadership Introduction According to the Society for Industrial & Organizational Psychology (n.d.) coaching is a useful and widely used approach to employment development. The goals are typically to improve clients understanding of a situation, learn new skills and to prepare for future situations, and improve performance areas. The behavior approach to coaching often works well for the development of skills that require feedback on actual behavior. When a client is transitioning into a new leadership position from within an organization, several issues of leadership can arise. The client may have doubt stemming from self-esteem issues of uncertainty that he or she can perform the job.
Effective team working is about first of all setting clear aims and objectives to be achieved by staff members. This is communicated in the Staff Handbook and Code of Practice and during staff induction. Thus, employees are aware of company’s mission and performance expectations and competence required, set also in job role descriptions and person specifications. Performing effective induction, followed by mentoring, coaching or shadowing experienced and skilled staff is a powerful tool for new starters in order to shape them as effective team members. Moreover, during this process new employees build up quickly their knowledge about organisational and team culture, behavioural patterns, communication systems in place etc.
They must organize each department in the company as well as create time lines for projects, evaluate job plans, and make changes that are needed to improve the company. Also noted by (Williams, 2012,2010)when it comes to running a successful business they must supervise each employee making sure that the employees are completing each assignment in a timely manner. When an employee feels that they can trust their manager they perform at their best. Managers assign job tasks, create schedules, and provide positive feedback to their employees. Instead of just assigning task they must also earn the respect of their employees.
There is no doubt that he is a people-oriented leader by getting along with his colleagues and had developed trust with all of his subordinates. He also showed that he could be a task-oriented leader by showing ambition toward achieving his goals and the company’s goals when it came to his projects. “Individualized leadership is based on the notion that a leader develops a unique relationship with each subordinate or group member, which determines how the leader behaves toward the member and how the member responds to the leader” (Daft, 2011, p. 51). By using this technique Woodside would be able to understand each of his subordinates to be and see what are the things that motivate each one of them to get to final destination for the good of the company. Daft, R. L. (2011).
It is very important to ensure that all staff members have the necessary skills and have undertaken suitable developmental activities to complete the work they are given. As a manager it is important to look over and carefully calculate the time and cost on a regular basis to make sure it’s cost effective so the organization isn’t losing money. Having regular consultations (meetings, brainstorming sessions, project groups etc.) are also highly expected from a manager as it provides prompt and constructive feedback to the employee. Which will help to suggest improvements that will increase resource efficiency and effectiveness; as employees use resources everyday to get there job done and will know what works and what doesn’t.