Growth and development are important to the long-term success of future leaders. While under no obligation, current leaders can aid tomorrow’s leaders through trainings, mentoring and providing insight to the organization. Over the past month I had the opportunity of interviewing four leaders within Bayada Home Health Care. The leaders hailed from different specialty practices and varying levels of leadership within the company. I asked each leader the same set of questions. Their responses were widespread and varied but often shared common themes.
Achieving a school district’s mission and vision requires the commitment of its stakeholders. In order to involve them in the process, it is necessary for educational leaders to “motivate staff, parents, students, board and community members” (Educational Leadership Constituencies Council, 2002, p. 4). The transformational leadership theory emphasizes the importance of educational leaders acting as role-models in order to motivate and inspire the school community. This approach has the potential to involve all stakeholders, leading to increased student success (Bush, 2007). The Assistant Director of Special Education in Northwest ISD directly supervised the school district’s assessment staff. Her education, experience, and passion set an example for her subordinates, stimulating them to achieve more, leading to her promotion to Executive Director of Student Services.
The concept of effective leadership is a topic that has been widely debated by individuals and professional leaders in many societies. In Kevin Cashman’s book, Leadership from the Inside Out: Becoming a Leader for life, the author reveals that leadership is defined through a person’s understanding of their internal nature, rather than the values, beliefs, and morals a society claims that a leader should possess. Even though Cashman does acknowledge the importance of the societal view of leadership, he argues that true leadership is defined by an individual’s understanding of their internal essence. In each chapter Cashman strongly debates that leaders lead by virtue of who they are. He defines this outlook on leadership as the Inside-Out Leadership Method. This is a method that allows an authoritative figure to develop a strong understanding of their physical, mental, and spiritual essence to lead others towards a mutual goal.
Literature states that leadership is displayed as a persistent and positive activity (Fitzgerald and Gunter, 2008 cited in Siraj-Blachford and Hallet, 2014, pg.9). According to Rodd (2006), early childhood practitioners need to be effective leaders to make sure their roles and responsibilities are carried out effectively. Although leadership can be learned or developed, it is important that all individual gains access to professional training and opportunities to practice, refined and broadened (Rodd, 2006). Therefore, the importance of leadership and implementation to the setting is recognized by all Early Years Leaders. Leadership can be displayed as a process in which one person, usually it is the leaders role and responsibility to set the purpose or direction for one or more other persons. Then later on gets them to move along together with him or her and with each other in that direction with competence and fill commitment. (Jacques and Clement, 1994, cited in Briggs and Briggs, 2009). Siraj-Blatchford and Hallet (2014) adds that leadership is also known as a process for personal and professional learning and development; organizational change and improvement. Rodd (2013) defines leaders working in early childhood sector as people who are able to influence the behaviours of others to achieve a certain goal or planned outcome. Similarly, leadership in the early childhood sector appears to be more of a result to groups of people who work together to influence and inspire
In a study conducted by S.M. Johnson on the complexity of the superintendent’s role in school district leadership, she identified three types of leadership evident in the practice of successful superintendents: “educational leadership (focus on pedagogy and learning), political leadership (securing resources, building coalitions), and managerial leadership (using structures for participation, supervision, support, and planning)” (as cited in Fullan, 2006, p. 210). For the RTI change initiative, the superintendent showed these three types of
In consideration of effective leadership styles in organizations of today, I am convinced that transformational leadership will have the greatest impact on my desired career goal as a social worker. Organizations related to social services have made dramatic changes over the years and with those changes, the roles of leadership have gone through a transformation. Social workers are on the front lines working through challenges and barriers advocating for changes to better the lives of those in need.
This document summarizes the attached records on the abundance of training courses offered throughout the Department of Family and Protective Services (DFPS). There are currently over 30 courses that are facilitated by members of the Center for Learning and Organizational Excellence (CLOE) for the purposes of leadership certification. Of these courses there are three required courses by the Legislature. As a governmental agency, there is a matrix for the each program’s required courses to gain the certification as a supervisor. Each program has specific training requirements that have commonalities in subjects but not titles. This approach does not resemble the commercial “for profit” nor other government leadership training
According to Rittschof and Fortunato (2016), there has been little research conducted about the correlation between child protective service worker burnout rates and supportive supervisors and leadership personnel. The objective of this quantitative scholarly article is to inform the reader of the high turnover and burnout rate among child protective service workers. This article also includes information about the areas of growth that need to be improved upon in this department of social services. According to Rittschof and Fortunato (2016), leadership, management, and supervision are huge factors in the success and retention rate of child protective service workers. This article specifically pinpoints, through data analysis, the correlation between effective and positive transformational leadership and its impact on child protective service worker performance (Rittschof and Fortuno, 2016).
FOUNDATION DEGREE IN HEALTH AND SOCIAL CARE MANAGEMENTETHICS, LEADERSHIP AND INTERPROFESSIONAL WORKING IN HEALTH AND SOCIAL CAREHS4501-40Describe The Importance Of Quality Leadership And The Difference Between Leadership And Management Within A Health And Social Care Environment, And Explain The Ethical Value Framework Leaders Of Services Should Adhere To STUDENT ID: 213599 06/05/2011 WORD COUNT 3,606
Northhouse (2015p. 123) has identified three categories of leadership including “administration skills, interpersonal skills, and conceptual skills.” The ability to be an effective supervisor is dependent on one’s ability to utilize both the relational and interpersonal skills. The supervisor’s role in the Phoenix House is multidimensional and requires both managerial and leadership skills to be successful. The senior social worker manages the work of four social employees and two interns from the university and implements weekly staff meetings as the primary form of communication. Within these meetings, the concerns and procedures are being addressed, by the social worker.
Based on these findings, after examining parent’s participation on a Parent Leadership Council (PLC), through secondary data, we offer strategies for child welfare agencies, educators, health providers and others to promote parental engagement and empowerment, while suggesting a multi-pronged approach of increasing active parent membership in programs that encourage parents to reach their leadership capacity.
Child welfare is a rewarding field of social work practice. However, the environment is riddled with turbulence and intricacies. According to Bernotavicz, McDaniel, Brittain, and Dickinson (2013), organization change, community discord, civic scrutiny, inadequate resources, increasing caseloads, and contractual accountability can no longer be sufficiently managed without deliberate and strategic leadership. It is those factors that demand an amalgamated leadership approach that will lead the agency successfully and help families in crisis toward solutions. In asserting self-reflection and reviewing the agency of practice’s leadership approach, a consensus can be reached as to positive outcomes and draw upon correlations between organizational
“Leadership has been described as the behavior of an individual when directing the activities of a group toward a shared goal. The key aspects of the leadership role involve influencing group activities and coping with change. A difficulty when considering leadership of healthcare professionals is that most theories were not developed within a healthcare context but were usually developed for the business setting and then applied to healthcare. Published researches provide little evidence that such leadership initiatives are associated with improvements in patient care or organizational outcomes when applied in the healthcare setting. Leadership theory is dynamic and continues to change over time. Great Man theory assumed that certain people have characteristics that make them better leaders. Various behavioral theories were developed between 1940 and 1980 describing common leadership styles such as authoritarian, democratic and laissez-fair. Situational and contingency theories between 1950 and 1980 recognized the importance of considering the needs of the worker, the task to be performed, and the situation or environment.
This paper summarizes the article written by Cam Caldwell, Rolf D. Dixon, Larry A. Floyd, Joe Chaudoin, Johnathan Post, and Gaynor Cheokas regarding the need for a new type of leadership in today’s social work environment, defined as Transformative leadership. The article itself varies in the definition, however in a broad sense Transformative leadership is maintaining good moral standing and sound business ethics among employees and individuals inside and outside the workplace. However, in order to reach this theoretical level of business related moral and ethical leadership known as
An important aspect that all human service organizations (HSO) need to have to run efficiently and effectively is a strong presence of leadership. Leadership must be clearly understood and applied accordingly to make a difference within the HSO. Therefore, leadership is defined as a process that an individual takes to influence people to achieve common goals and objectives of the organization (Edwards & Austin, 2006; Northouse, 2016). To clearly show the benefits and effects of leadership within a HSO, there will be three main topics discussed. To begin, there are many aspects of leadership that a HSO needs to be effective in its leadership practice. Therefore, three major leadership skills will be discussed to show how the needs within a HSO is met. Next, research shows that there are various theories of leaderships that can be apply to a HSO and the individuals working within it. One specific theory that is commonly used is Transformational Leadership Theory. Transformational leadership will be defined, analyzed, and applied to an organization called Horizon House, Inc. to show how this theory is used in a practical setting. Finally, it is important for leaders working within the human services field to self-evaluate themselves and their leadership style. Thus, an evaluation of the writer’s personal leadership style and philosophy will be discussed. These three topics will show how leadership is essential within a HSO.