I took a keen interest to run the branch with high enthusiasm and excitement, which helped me acquire skills that enabled me to contribute towards the organization’s growth, profitability and ultimately new business. I had learned to establish a solid customer focus as mentioned above through my previous experience in sales capacity, which I carried on to set a salutary exemplary for the team.
As a Branch Manager, I was required not only to oversee the work of the sales staff, but the service department as well. I acquired the skills to be able to hold sales meetings, coaching and mentoring with great assurance.
At the bank, we call coaching for performance, “The Science of Behavior.” Behavior can be defined as anything people say or do, or do not say or do. Nothing changes until behavior changes. By practically following this model, I have attained great results thus far. I think, great coaching is what leads people to action and the achievement of business outcomes. At my workplace, the corporation is dedicated to providing best-in-class Human Resources capabilities and growing our strong leadership skills so that we can all excel in performance management.
As a leader, my aim is to inspire, guide, celebrate and coach the specific behaviors that are needed to achieve business results. By utilizing the principles of applied behavioral science, it enjoins us that new solutions require new behaviors. I cannot hold a bun in the oven to get the different effects without changing the way we do things. It creates and clarifies the link between what we say and do with our customers. In brief, it results in an improved customer experience, and achievement of business outcomes.
Focusing on behaviors rather than strictly results has mad...
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...but were afraid to do internal training, because they felt they might fail the courses or needed more time than others perhaps do.
According to me, proper training was the foundation for anyone to excel in any role within the establishment. Therefore, I would take it upon myself to make sure that they were given sufficient time, and by assisting them see the value in taking the training with the bank. On several occasions, it was necessary to push them in the right direction to find their hidden talent. I partook in my personal experiences with them to make them feel comfortable and motivated to move ahead in the company. Sometimes they chose to, and other times they were positive in one function and did not care for promotional roles; even so, they still took the training for the sake of discernment, and to increase their knowledge in case they changed their mind.
SkillsUSA is an organization that helps students, like me, better themselves with their careers. With SkillsUSA, I hope to become a better leader and at teamwork. SkillsUSA will help me with my career, education and myself. SkillsUSA is something that I will be proud of doing because not many people have the opportunity of having an education and achieving their dreams, so I should be proud of what I have.
In the United States, the history of Career and Technical Education evolved within four major periods. First, the Awakening period which began in 1776-1826, when the right to a free public education was expressed. During this era, educational opportunities in labor and industrial education were being demanded. The rising working class began to press for an education that were more appropriate for their labor and industry’s needs (Awakening 1776-1826, 1976). Even Benjamin Franklin who represented the Awakening middle class was on board with the rise of technical and vocational education which were taught primarily by private masters or contracted apprenticeships (Cohen, 1976).
Leadership is defined as the action of guiding an individual or group of people. Effective leaders shape the behavior and thought process of the individuals around them. As a result, the success of an organization is often impacted by the leadership style and approach of its leaders. Even when engaging with multiple people, impactful leaders maintain their own style of leadership but occasionally change their approach based on the motivational needs of each individual. However, regardless of the style, leadership within an organization is designed to drive the performance of their employees and it is done through proficient communication. This guidance influences the culture of an organization, which subsequently, helps to shape its leaders.
Leadership is a communication process of a leader and individuals in which the leaders behavior or attitude directs individuals towards any goal effectively. It is widely believed that leadership creates the vital link between organizational effectiveness and people’s performance at an organizational level (Avolio, 1999; McGrath and MacMillan, 2000). The effectiveness of an organization depends upon the leader having an effective leadership style in order to effectively reach the goal of the organization; with it being one of the key driving forces for improving a firm’s performance. Scholars suggest that effective leadership behaviors can facilitate the improvement of performance when organizations face problems (McGrath and MacMillan, 2000). To effectively achieve leadership of individuals and organizational outcomes, four theories can be used; Fiedler’s Contingency Model, Hersey and Blanchard’s Situational Leadership Model, Vroom & Yetton Participative Leadership Model, and House & Dessler Path-Goal Theory.
It focuses on how to formulate and define clearly vision statement (organizational culture), challenging goals (organizational strategy) and gaining respect and trust (Humphreys & Einstein, 2003). The leaders encouraging participations, willing to take risks and acting as role models, who are highly admired, respected and trusted by their followers (Conger and Kanungo, 1998; Howell and Frost, 1989 and Bass & Riggio, 2006). Therefore, the followers will be highly motivated to perform beyond leaders’ expectations (Howell and Avolio,
The bona fide occupational qualifier is used by rights management as a rationale for discriminating on the basis of a business necessity. (Peak, 2016, p.52) Title VII of the Civil Rights Act of 1964 made it illegal for any employer or agency to discriminate on the basis of sex, color, age, religion, or national origin. ("Bona Fide Occupational Qualification - Definition and Example," n.d.) However, in a later section of the act, it recognizes the ability of hiring certain personnel for certain positions, otherwise known as permissible discrimination. ("Bona Fide Occupational Qualification - Definition and Example," n.d.) Employers will use this in order to justify discriminating against certain applicants. An example of an agency using the bona fide occupational qualifier would be the military Special Operations community. Up until recently, military special operations refused entry to female applicants based on physical qualifications. Due to the rigors and physical demands of special operation missions, women were banned from applying and participating in the community.
Many organizational theorists concur that existence of effective leadership is one of the important contributors to the overall organizational success. Leadership is defined as “a process of social influence by which an individual enlists the aid and support of others in the accomplishment of a task or mission" (Chemers, 1997). According to Stogdill (1957) he defined leadership as the individual behaviour to which guides a group to the achievement of a common objective. Lee and Chuang (2009) explained an excellent leader does not only inspires subordinates’ potential but enhance efficiency to meet their objective in the achievement of organizational goals. Chen (2009) collaborates with these statements by considering that leadership is as process in which various behavioural approaches are used to guide employees to a shared goal. In the process the leader influences the organization members through a series of interpersonal interactions in which they seek to inspire the organizational members towards attaining organizational goals. Fry (2003) explains leadership to be the use of a leading strategy which
In 2012 nearly 205,000 people were employed as a physical therapist in the United States. The average salary of a physical therapist in 2012 was $79,860 per year. The number of jobs is estimated to grow 36% from 2012-2022. This job of physical therapy involves many and very important tasks to fulfill the needs of their patients. It requires many different educational requirements and you must have strong people skills.
These are the skills and competencies I have learned through my studies at Walden University. Kaslow, Grus, Campbell, & Fouad, et al. (2009) stated professionalism comes from my respect for those who need help. Integrity can be built with confidence in the therapist. Attitudes are charitable, polite, caring emotions toward others that fuel my motivation toward helping. This concern welfare of others comes from my religious and personal experiences as a child and young adult.
Introduction: Many assessment tools and interviewing skills are available to the clinical social worker within a mental health setting. This paper will examine one such assessment tool, the competency-based assessment, and its applicability in a mental health setting. A comparison will be made between this advanced assessment method and a generalist social work assessment. Interviewing people who have mental health concerns can offer challenges for clinical social workers. Several interviewing techniques that can help with some of these challenges will be outlined.
The learning obtained from the Leadership and Organizational Behavior course has been valuable. From this course, I have learned that while someone can be a manager or a leader, it is better to be both. The various topics discussed throughout the eight week course have provided the unique insight necessary to be an effective leader. The insight gained allow for the identification of the behaviors that an effective leader must possess and continually develop. By identifying these behaviors, I am better able to shape my leadership style and goals so that I can achieve my full career potential as a leader within my organization. Ultimately, I realize that it is important to both do things right and do the right things in all my actions within an organization.
First , HR management have to know the difference between training and development , it is like It’s the difference between today and tomorrow. It's the distinction amongst drawing in and holding the 'best and the brightest' as opposed to not understanding why that maturing hotshot simply left. When we train, we just guarantee that our people are prepared to carry out today's occupation.
Leadership has been defined as mobilizing the workforce towards training organizational goals (Yukl, 1998). The style of the leader is considered to be important in achieving organizational goals and therefore it is important to know your own leadership style as the leadership style will impact on the performance among subordinates (Berson et al., 2001). However this does not mean the leadership style alone will be responsible for all the performance of workers and attainment of goals.
A powerful thing occurs when a leader applies the theories of behavioral science; they possess the ability to directly influence the behaviors of their employees. In other words, a leader’s success is defined as their ability to get things done, and is an integral component for creating a positive and engaged workforce ("Applied Behavioral Science | CLG, Continuous Learning Group," n.d.).
...r in financial services with assets of $2 trillion, and third largest deposit base U.S. banking institution behind Wells Fargo and Bank of America. My responsibility includes direct supervision of 15-18 bankers, ensure proper staffing coverage to meet service level requirements, provide ongoing training and support to bankers ensuring optimum level of customer satisfaction, analyze banker’s performance and develop action plan to improved performance gaps. Handle general administrative duties (i.e. employee file maintenance, management reporting, review and audit time sheets attendance records, communicate policy & procedure updates). Through this work experience I gained knowledge and skills in providing an effective and clear focus in developing the team’s performance. Guides, motivates, coaches and inspires subordinates to positive performance and development.