A mentor is there”. Danielle Carey Understanding the context for effective workplace mentoring * Describe and define the purpose of workplace mentoring (16 marks) Workplace mentoring is a learning partnership between employees for purposes of sharing technical information, institutional knowledge and insight with respect to a particular occupation, profession, organization or endeavour. Mentoring is perhaps best described as a developmental process - dynamic and unique to each person. Informal mentoring relationships may develop in the work setting when a more seasoned employee takes a new employee “under his/her wing.” Formal mentoring programs allow organizations to create and nurture those relationships by matching more experienced employees (mentors)
Whenever someone is promoted to a higher position within our organization, they want the new employee to be well trained for their new position. They are placed with a mentor who has been in the position for a while and is lead by them until they are comfortable doing the job on their own. Through this mentorship the new employee is learning the ropes from their mentor or leader so to speak. Another form of behavioral leadership that I see at my current place of employment comes up when there are projects to be completed. There is always one person who in a way takes the lead on the project at hand.
A further element is the managerial or normative aspect of supervision and this could explained to some extent as maintaining standards.An awareness of the need to keep up with CPD, personal blind spots and prejudices that affect the the way how both trainee and counselor look at themselves which in turn influence how they see others and the way how they work, so the requirement to contiunaly learn about oneself increases knowledge and understanding which is vitaly important for personal development and growth that will enevitbly enhance thier work with clients. Casework supervision plays an important role as it provides support for the student or practising counselor.They have an
Ilm Level 3 Award in workplace coaching Ensuring good practice in coaching The role, responsibilities and characteristics of an effective workplace coach are best described as follows. • The role of an effective workplace coach is to coach a person/s on Their daily activities in the workplace, a good coach will act as a mentor, support and guide an individual who is undertaking a new role or someone who just needs help with a job. To help them go about the best way of achieving a task and to bring out the best performance of a team. The coach should posses a wide range of abilities to demonstrate respect for the learners views such as making them aware of there own responsibilities and listening to them trying to develop
Motivation Plan Deborah S. Glispie LDR/531 6/09/2014 Brandon Johnson Motivation Plan Motivation is a key factor necessary to maximize team productivity and efficiency. The success of a motivated team is dependent on how well individual team members are motivated and the blending of their personalities. The application of each team members DISC assessment provides management with reliable data that is necessary for creating, developing, and motivating a team. The DISC assessment evaluation of each member of Team B provides a structured platform to develop a motivational plan that will meet the demands necessary to manage different personality styles in the work environment. The motivation plan is specifically designed for the Employment Verification Division (EVD).
It is my role to monitor performance and to distribute tasks as necessary to the team members. My role demands that I must be approachable at all times and also be able to listen to the team if they have any new ides which I would then pass onto First Line Manager. My role as team Leader is to develop the team and I hold regular team meetings and one to one sessions to discuss continued progress and performance. These sessions are also a tool to promote motivation and self worth within the team. Assessment Criteria 2 List the main responsibilities of the team leader within the team The main responsibility of a Team Leader is to guide the team so they move to complete the task – in my instance to achieve
These are crucial components to evaluating a program and its effectiveness in the workplace. These components can also help a company to decide if they should continue to use the training system and invest more money or head in a new direction. The first criteria is the reaction criteria. This criteria measures the impressions of the trainees. This will include their assessment of the training program that can actually be used in the work place.
1. The important aspects of teaching and learning in relation to my work as a support worker for adults with learning disabilities are: - Patience and perseverance: I often have to repeat myself over and over again until the resident fully understands. I have to wait for the resident to answer which again can take time. - The method of teaching used: each individual resident will have different levels of understanding so with some I have to talk very slow, some loud, some extremely quiet and gently etc. - Encouragement: A lot of residents I work with seek encouragement to do tasks.
S2 – Selling / Coaching – The leader still defines roles and tasks, but seeks ideas and suggestions from the worker. Decisions remain the leaders but communication is much more two-way. This style is used in situations where a worker has some competence but lacks commitment. The worker may need direction and supervision because they are still relatively inexperienced. They also need support and praise to build their self-esteem and involvement in decision-making to restore their commitment.
"Understand The Importance Of Leadership Styles And Behaviour Management Essay Hersey and Blanchard developed a Situational Leadership Model of management and leadership styles in order to present the ideal progression of a team from immaturity (stage 1) through to maturity (stage 4) during which management and leadership style progresses from directing(1), through the stages of increased management involvement of coaching (2) and supporting(3) to the final stage where the manager becomes relatively removed – delegating (4). This is the point at which the team is almost self-sufficient and possibly contains at least one managerial/leadership successor. I have applied a Hersey-Blanchard type questionnaire to determine my own leadership style. The analysis of the responses showed that I have a slight tendency to be directing above supporting and delegating with a lesser inclination towards a coaching style of management. Four situations where different leadership styles would be appropriate for your team Directing style – this is generally applied when staff in the team are highly motivated to do their work but do not have much experience.