Responsive Leadership in Social Services: A Practical Approach for Optimizing Engagement and Performance
Autor Stephen de Grooten Limba Engleză Paperback – 14 iul 2015
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Specificații
ISBN-13: 9781452291543
ISBN-10: 1452291543
Pagini: 272
Dimensiuni: 152 x 229 x 18 mm
Greutate: 0.32 kg
Ediția:1
Editura: SAGE Publications
Colecția Sage Publications, Inc
Locul publicării:Thousand Oaks, United States
ISBN-10: 1452291543
Pagini: 272
Dimensiuni: 152 x 229 x 18 mm
Greutate: 0.32 kg
Ediția:1
Editura: SAGE Publications
Colecția Sage Publications, Inc
Locul publicării:Thousand Oaks, United States
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Recenzii
“Responsive Leadership has enhanced our capacity more than any other approach undertaken. . . . De Groot’s approach has improved employee and client outcomes.”
“A useful yet practical approach any social service supervisor would find helpful.”
“The author has articulated solid supervisory practices which are consistent with my view of the field of supervision in the human services. I also concur with his important contribution of providing students with hands-on tools that they can carry and use in the field.”
“De Groot presents an undercover point-of-view of the social service agency by providing students with perspectives and actions from a supervisor’s normal day in the trenches of organizational supervision.”
“[D]e Groot’s commitment to the success and fulfillment of employees is apparent in his thoughtful and authentic approach to supervision . . . Through the application of practical and straightforward strategies based on communication and feedback strategies, [de Groot] offers a unique approach to supervision practice based on the ‘how’ of positive communication.”
“A useful yet practical approach any social service supervisor would find helpful.”
“The author has articulated solid supervisory practices which are consistent with my view of the field of supervision in the human services. I also concur with his important contribution of providing students with hands-on tools that they can carry and use in the field.”
“De Groot presents an undercover point-of-view of the social service agency by providing students with perspectives and actions from a supervisor’s normal day in the trenches of organizational supervision.”
“[D]e Groot’s commitment to the success and fulfillment of employees is apparent in his thoughtful and authentic approach to supervision . . . Through the application of practical and straightforward strategies based on communication and feedback strategies, [de Groot] offers a unique approach to supervision practice based on the ‘how’ of positive communication.”
Cuprins
Acknowledgments
Preface
About the Author
PART I. A Case for Responsive Leadership
Chapter 1. Embracing Social Service Realities: Impediments to Preferred Practice and Quality Supervision
Social Service Workers: A Motivated and Committed Resource
Social Services: A Tough Work Environment
The Loss of Great Helpers: Implications for Employee and Client Outcomes
Supervision: A Possible Solution in a Crisis
Summary of Important Points
Personal Leader Reflections and Considerations
References
Chapter 2. Responsive Leadership: From Supervision to Inspiration
Leadership Defined
Quality and Effective Leadership: Key Ingredients
The Road to Responsive Leadership Approach
The Building Blocks of a Responsive Leadership Approach
The Guiding Priorities of Responsive Leadership
Summary of Important Points
Personal Leader Reflections and Considerations
PART II. From Concepts to Practice: Responsive Leadership Strategies and Tools
Chapter 3. Perception Is Everything
Perceptions of Effective Supervision and Quality Leadership
The Employee and the Employee’s Story
The Preferred Leadership Profile: Purpose
The Preferred Leadership Profile: Structure and Process
Ensuring Success: The Dos and Don’ts of the PLP
Summary of Important Points
Personal Leader Reflections and Considerations
References
Chapter 4. Meaning Making: Practical Strategies for Understanding and Accessing the Employee Story
Discovery and the Employee Story
Barriers to an Accurate Understanding of the Employee Story
Well-Intentioned and Unfortunate Pitfalls: Two Very Different Case Situations
The Importance of Relationships and Communication
Getting to Better by Accessing the Employee Story
Responsive Leadership: Priorities, Strategies, and Tools
Responsive Communication and Relations-Oriented Discovery
Discovery Responses and Discovery Questions
Making Meaning of the Challenge for Valerie
Important Comments on Meaning-Making Responses and Questions
Summary of Important Points
Personal Leader Reflections and Considerations
Chapter 5. A Strengths Focus and Quality Leadership
A Dire Need to Emphasize Strengths
Challenges to a Strengths Focus in Supervision and Management
A Problem Focus and Implications for Workers
Using a Strengths Approach to Enhance Quality Leadership
The Profound Implications of a Strengths Approach
Summary of Important Points
Personal Leader Reflections and Considerations
References
Chapter 6. Doing Quality Leadership: Practical Strategies for Inspiring
Relationship Domain
Vision and Values Domain
Mission and Goals Domain
Appreciative Domain
Personal and/or Professional Growth Domain
Feedback Domain
Strengths Domain
Summary of Important Points
Personal Leader Reflections and Considerations
Chapter 7. Understanding and Approaching Resistance and Opposition
What Are Resistance and Opposition?
Types of Resistance and Opposition
A Real Dilemma: Misunderstanding Employee Resistance and Opposition
Common and Problematic Beliefs About Resistance and Opposition
A Different Perspective: Resistance and Opposition as Information
Proactive Approaches for Minimizing and Even Eliminating Opposition and Resistance
Important Considerations for Supervisors to Avoid Resistance Altogether
Similar Behaviors, Different Meaning
Guiding Principles for Dealing Effectively With Resistance and Opposition
Revisiting Situation 2 From Chapter 4: Getting James Back on the Floor
Care-Fronting James: Approaching Resistance and Opposition, A Process Guide for Leaders
Summary of Important Points
Personal Leader Reflections and Considerations
Chapter 8. Epilogue
Where to Go From Here? Final Leadership Reflections and Considerations
Appendix A
Appendix B
Appendix C
Appendix D
Preface
About the Author
PART I. A Case for Responsive Leadership
Chapter 1. Embracing Social Service Realities: Impediments to Preferred Practice and Quality Supervision
Social Service Workers: A Motivated and Committed Resource
Social Services: A Tough Work Environment
The Loss of Great Helpers: Implications for Employee and Client Outcomes
Supervision: A Possible Solution in a Crisis
Summary of Important Points
Personal Leader Reflections and Considerations
References
Chapter 2. Responsive Leadership: From Supervision to Inspiration
Leadership Defined
Quality and Effective Leadership: Key Ingredients
The Road to Responsive Leadership Approach
The Building Blocks of a Responsive Leadership Approach
The Guiding Priorities of Responsive Leadership
Summary of Important Points
Personal Leader Reflections and Considerations
PART II. From Concepts to Practice: Responsive Leadership Strategies and Tools
Chapter 3. Perception Is Everything
Perceptions of Effective Supervision and Quality Leadership
The Employee and the Employee’s Story
The Preferred Leadership Profile: Purpose
The Preferred Leadership Profile: Structure and Process
Ensuring Success: The Dos and Don’ts of the PLP
Summary of Important Points
Personal Leader Reflections and Considerations
References
Chapter 4. Meaning Making: Practical Strategies for Understanding and Accessing the Employee Story
Discovery and the Employee Story
Barriers to an Accurate Understanding of the Employee Story
Well-Intentioned and Unfortunate Pitfalls: Two Very Different Case Situations
The Importance of Relationships and Communication
Getting to Better by Accessing the Employee Story
Responsive Leadership: Priorities, Strategies, and Tools
Responsive Communication and Relations-Oriented Discovery
Discovery Responses and Discovery Questions
Making Meaning of the Challenge for Valerie
Important Comments on Meaning-Making Responses and Questions
Summary of Important Points
Personal Leader Reflections and Considerations
Chapter 5. A Strengths Focus and Quality Leadership
A Dire Need to Emphasize Strengths
Challenges to a Strengths Focus in Supervision and Management
A Problem Focus and Implications for Workers
Using a Strengths Approach to Enhance Quality Leadership
The Profound Implications of a Strengths Approach
Summary of Important Points
Personal Leader Reflections and Considerations
References
Chapter 6. Doing Quality Leadership: Practical Strategies for Inspiring
Relationship Domain
Vision and Values Domain
Mission and Goals Domain
Appreciative Domain
Personal and/or Professional Growth Domain
Feedback Domain
Strengths Domain
Summary of Important Points
Personal Leader Reflections and Considerations
Chapter 7. Understanding and Approaching Resistance and Opposition
What Are Resistance and Opposition?
Types of Resistance and Opposition
A Real Dilemma: Misunderstanding Employee Resistance and Opposition
Common and Problematic Beliefs About Resistance and Opposition
A Different Perspective: Resistance and Opposition as Information
Proactive Approaches for Minimizing and Even Eliminating Opposition and Resistance
Important Considerations for Supervisors to Avoid Resistance Altogether
Similar Behaviors, Different Meaning
Guiding Principles for Dealing Effectively With Resistance and Opposition
Revisiting Situation 2 From Chapter 4: Getting James Back on the Floor
Care-Fronting James: Approaching Resistance and Opposition, A Process Guide for Leaders
Summary of Important Points
Personal Leader Reflections and Considerations
Chapter 8. Epilogue
Where to Go From Here? Final Leadership Reflections and Considerations
Appendix A
Appendix B
Appendix C
Appendix D
Notă biografică
Descriere
Positive staff outcomes lead to positive client outcomes, and more than ever, agencies are being required to demonstrate their effectiveness. Through practical and straightforward language, Degroot helps administrators master crucial tasks of relationship building, motivating and inspiring, sharing a common set of values and goals, focusing on employee strengths and creating a collaborative, supportive environment.