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The importance or improvement of listening skills
Essay on conflict management in schools
Essay on conflict management in schools
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Recommended: The importance or improvement of listening skills
Additionally, I learned that being an effective supervisor is being able to have a listening ear. This is my first goal to improve my supervisory practice. This is critical because I want to able to listen and not cut people off when talking. I have a tendency of doing that and as a professional it is time for me to get better. I am continuing to work on that skill for improvement. As a supervisor, we should listen to what others have to say by giving them the respect they want. There will be disagreements from time to time, but as supervisors we should hear our students and or supervisees on what they would like to say to avoid tension and grievances. It’s best to have self-control and behave maturely without losing your temper. Having confident
I have been a supervisor over the years and have gained some experience however I may not be aware of most of the things that are important to the supervisee who needs to learn a lot for me in the clinical setting. Therefore my disposition should be that of a humble supervisor to allow them reach me with their problems and answer some of their questions. I need to give the supervisee the opportunity to teach me as well. I will not feel that I am above learning from them. i should also encourage my staff to allow supervisee speak their mind and bring to bear what they have learnt in class that is not reflected in my hospital this will afford us the needed change we
As now it can be concluded that to make a supervision session effective it is essential to have a deep understanding of these facts and theories. Characteristics of both supervisor and supervisee are equally important. As supervisors must know their roles and responsibilities at the same time, supervisee should have interest towards reflective practice. Maintaining a good supervisory relationship will be useful to analyse the problems. If there are any signs of underperformance seen in the supervisee, the supervisor can approach them to sort out the matter before it causes
Introduction What does it mean to be an effective supervisor? Before taking this class, I thought that if a supervisor is able get their employees to work effectively, and efficiently, then the person is an effective supervisor. I didn’t realize until taking this class that supervisors do so much more. After learning more about the other tasks supervisors do like planning, being effective listeners, and motivating employees, I have a better understanding of effective supervision. I am aware that I have had supervisory experiences.
Finally, an intervention skill that all social workers need is the ability to seek supervision and accept feedback from their supervisor. For me, at times, this is a skill that is needed to be worked on. I often forget to seek supervision when I am having difficulty knowing what to do next to best help my clients, as my supervisor is not readily available. This is a skill I defiantly need to get better at as my supervisor is very knowledgeable and a great resource.
It is key, when supervisors are employing a developmental approach of supervision, to identify the current stage the supervisee is in and to provide feedback and support appropriate to that particular developmental stage, whilst at the
Using this feedback constructively, will allow me the ability to better utilize my subordinates and continue to become a stronger leader. I always want to remember, “I don’t know what I don’t know!” This feedback will help me become more aware of those things that are unknown to me. Furthermore, by becoming more self-aware and knowing my peers, subordinates, and leaders will give me the insight to know when to empower my “Airmen” or when to step into a follower role with a
A good thing to do is understand the task the supervisor has to get accomplished and the period he or she has to work with. Clashing with a show that a person is not willing to work as a team or show no respect for leadership. Others team members can think that you ate not willing to work with them or side with you and no task get carry out resorting to overtime or termination. There are ways to work with a supervisor you disagree with by speaking with the supervisor before or after work or in writing.
It is imperative for supervisors to focus on what is required in order for his/her employees to accomplish their job. They must be supportive of their employees and provide continual feedback on their job performance .Supervisor need to include their employees when making changes that effect they way they perform their jobs or finding new way to do things that were problematic. Supervisors should give their employees more responsibly to make them feel more valued and powerful. There is also a major need for promotion, pay increase and compensation system (educational reimbursement, vacation incentives etc.
According to Paul (1999), reflective practice has become a dominant paradigm in second language teacher education in recent years. Further, Biggs (2003) cited that learning new technique for teacing is like the fish that provides a meal for today which same as reflective practice that acts as the net that provides the meal for the rest of one’s life. To begin with, reflective practice has been a major movement since the eighties in teacher education (Calderhead, 1989; Cruickshank &Applegate, 1981; Gore, 1987; Zeichner, 1987). Even more, research acknowledges a number of potential benefits that arise from reflecting on ones’ teaching both for pre-service and in-service teachers (Bailey, 1997; Cruickshank, 1987; Mckay, 2002; Oterman and Kottamp,
Understanding how effective discipline should be carried out will help my supervision rely on me to uphold the standards. This will prevent them from having to get involved in every instance so they can remain focused on the bigger picture items and our mission.
As the learner, I do need to work on my chat out’s with my supervisor. The ability to share how I completed my goal, but also how I struggled with it. Often times my reflections in the moment aren’t as detailed and specific that my supervisor has to ask additional prompting questions to dig deeper into weather he needs to adjust or clarify his leadership to create a meaningful experience. This is also in retrospect to Sweitzer and King’s (2009) commentary on recognizing a learning style. For me, I am an abstract learner who likes to develop questions, then reiterate what I’m hearing.
I feel very fortunate to have found my supervisor. She is so knowledgeable and generous with her knowledge. In our reading this week I believe my supervisor would be defined as expressive (Russell-Chapin, 2016). She is easy to talk to and she likes to hear about all of my concerns, including logistical issues. After the second week, she started to encourage me to come up with my own solutions. She no longer provided me with readings and long dialogues of what to do next, instead she would ask me what I thought. I truly enjoy these conversations and she guides me on a path to follow my own instincts and to trust my judgment.
Working as a case manager at my current job and going into my practicum which is an all women's program was very different, in a women's program there are different levels that need to be addressed when you're there therefore the clinical piece sometimes gets put on the back burner when trying to address crisis that occur. However, my supervisor was very good at creating space for me to learn, she took many different opportunities to ensure that I could ask questions regarding assessments, groups, and her individual counseling sessions with the women. Although my practicum is not over what I’ve learned from my supervisor thus far is how to do a thorough assessment, she believes if the assessment and diagnosis piece is somewhat accurate
1. As a new supervisor in a department I was barely familiar with, I was eager to prove myself as an effective people and process manager. I wanted to implement changes quickly that would speed up our processes and make up for milestones that were months behind. After studying our workflows and seeing we were under our staffing estimate, it seemed to make sense that we ramp up the team to produce more work more quickly. I recommended we hire four new employees.
temper their need for public acclaim and financial reward with strong intrinsic motivations” (George, Sims, McLean, & Mayer, 2007).