The success of this phase needs the commanding and logical style of leadership. It requires a more demanding approach as it represents the moment of launching the plans and strategies for change and these must have a precise debut. This phase has to be managed through the commanding and logical styles as they consist of directing and explaining, and of doing and studying. The catalyzing phase involves inspiring, energizing, and assisting. The inspirational and supportive styles are most effective as these develop through exploiting opportunities of change in order to accomplish positive goals.
The Learning Organization is where information is disbursed within the organization more openly through different methods; the horizontal structure. “Hiring employees with expertise and conducting training and development, throughout the organization to develop new process and procedure to meet the organizational goals” (Kreitner and Kinicki, 2010). Shared information is important in a learning organization, based on values such as; passion for learning, communication, collaboration, team building, people value, caring, culture for excellence, change, problem solving and personal development. It promotes communications and collaboration so that all parties are involved in identifying and solving various problems. This allows the organization to further experiments, improve, and increase its capability.
©HSC DIPLOMA HELP ͟͠͞͠ Unit 502: Promote Professional Development Unit code: SHC 52 Unit summary The purpose of this unit is to assess the learner’s knowledge, understanding and skills required to promote the professional duty to maintain the currency of knowledge and skills and the need to continually reflect on and improve practice. 1. Understand principles of professional development 1.1 Explain the importance of continually improving knowledge and practice An important principle of CPD is that it includes much more than going on courses. All organisations need to develop a learning culture with work based learning at the heart of this. Continual professional development is a process of life-long learning that meets the needs of clients and enables care workers to expand and fulfil their potential.
Training should be ongoing without being rushed. The team should regularly discuss, debrief, and have conversation to learn from each situation. The debrief process is a learning experience that makes possible the next level of complexity. Ultimately, the quality of the customer experience we deliver comes from the tone set at the top of the organization. That's why it's so important to have in place strong leadership which identifies for the organization.
Reflective practice is "the capacity to reflect on action so as to engage in a process of continuous learning", which, according to the originator of the term, is "one of the defining characteristics of professional practice". Reflective practice can be an important tool in practice-based professional learning settings where individuals learning from their own professional experiences, rather than from formal teaching or knowledge transfer, may be the most important source of personal professional development and improvement. As such the notion has achieved wide take-up, particularly in professional development for practitioners in the areas of education and healthcare. The question of how best to learn from experience has wider relevance however, to any organizational learning environment.Reflective practice and self-review plays an important role in many settings for some time, and is now crucial as Ofsted begins to look closely at how improvement is being promoted through providers’ self-evaluation. The self-evaluation will evidence how settings enable children to enjoy and achieve, stay safe and be healthy, but also how they provide opportunities for children to make a positive contribution and to develop skills for the future.
The term coaching typically refers to methods of helping others to improve, develop, learn new skills, find personal success, and achieve aims and to manage life change and personal challenges. Coaching is a form of training or teaching, normally involving one-to-one support (a coach and a learner or 'coachee'), aimed at helping a person improve, often in a very practical sense. (www.businessballs.com/coahing.htm ; 2015) | | | Skills and Qualities Required for a Specific Coaching Role Those who want to undertake a coaching role can come from a variety of backgrounds and possess a range of qualities and experiences from which they develop their coaching skills and unique coaching styles. Coaches then adapt these qualities to the specific needs of the learner with whom they are working with. Although coaching is an individual approach there are certain skills and qualities that all coaches need to: 1.
When developing into any type of a leader there are many requirements and expectation that will need to be developed in order to fulfil any leadership role. Remembering with an increased positional authority and visibility attract greater attention to and reliance on the manager's leadership style. The ability to step back from the daily pressures of their jobs and look at the big picture, to learn new skills, and to build their professional networks advanced degree program often bring to the table a deeper understanding of business management techniques and tools all creates a successful leader in a leadership role. Leaders are enablers that energize organizations. “Leadership should never be confused with the management or administration of a non-profit organization.” There are an abundance of leadership definitions I found; almost all of them stand true to what I would require as leading to my expectations.
Some of them are: the importance of honesty and integrity in leadership; the need of effective communication inside the organization; the necessity to understand the team's business or mission; and, the requirement to adapt to changing situational factors. Another topic that has received considerable attention inleadership and management discussions is motivation. The main reason of such popularity is a close connection between leadership and motivation. Motivation is a key component of leadership. It is unlikely that managers or supervisors can be successful without being able to motivate followers.
This approach must know how to handle and resolve crisis when they arise. As a leader, they must show favorable behavior for the employees to mirror to have a favorable outcome. One common indicator of leader effectiveness is the extent to which the performance of the team or organizational unit is enhanced and the attainment of goals is facilitated (Yuki, 2010). Strengths The strength of the behavior approach in leadership is a situation arises, and they deal with it efficiently. Whether it is one or more issues at a time, they juggle each one to resolution.
In order to do this the leader must understand their followers and “speak their language.” Effectively communicating the overall vision and expressing what you stand for are the key components to this practice. I have worked on projects where the overall goal was not 100% clear. When the goal is not clear people have a propensity to lose focus and move on to other things. Challenge the process – for me, this practice was most the interesting. “Leaders are pioneers, people who are will to step out into the unknown.” I agree with Warren Bennis “leaders learn by leading, and they learn best by leading in the face obstacles.” The experience of leading a group through a project or task provides the leader with a list of do’s and don’ts for the future.