Select Page

Assignment DescriptionFor this assignment, you will develop an action plan that includes:Two goals for each content area introduced in the Unit 7 assignment, and also listed in this activity. UNIT 7 ASSIGN ATTACHEDAt least two objectives related to each goal.Metrics that will be used to evaluate the effectiveness and achievement of each goal.Be sure to use the principles related to developing SMART (specific, measurable, attainable, realistic, time-limited) goals and objectives. When designing your goals and objectives, it is important to take into account leadership best practices and technological changes that occur in the social work profession.Assignment InstructionsFor your action plan, create goals, objectives for those goals, and evaluation metrics for the following content areas:Developing effective organizational and interpersonal communication skills.Managing time and tasks effectively.Managing different personalities.Hiring, disciplinary action, and termination.Developing and managing employee performance evaluations.Maintaining ethics, confidentiality, and liability.Practicing self-care, personal reflection, and self-correction.Planning for professional development.Developing and managing an effective organizational culture and environment.Integrating current leadership and technology changes occurring in the profession that create systemic changes toward sustainability.Training supervisees on the effective use of technology in the delivery of social services.Use the multimedia piece on SMART goals from this unit’s study activity, as well as Chapters 1–7 in your textbook to support your work. Also, review the NASW Best Practice Standards for Social Work Supervision, the NASW, ASWB, CSWE & CSWA Standards for Technology in Social Work, and the NASW Code of Ethics. These resources will be helpful as you complete your assignment. Additionally, review the scoring guide for this assignment to ensure you fulfill all grading criteria. RequirementsThe assignment you submit is expected to meet the following requirements:Written communication: Written communication is free of errors that detract from the overall message.APA formatting: Resources and citations are formatted according to current APA style and formatting standards. Include a title page, reference page, headers, and appendices as applicable. For example, the list of questions used for the consolation should be in an appendix. Reference the appendices as needed within your paper.Cited resources: Minimum of five scholarly sources. All literature cited should be current, with publication dates within the past five years.Length of paper: Minimum of 6–8 double-spaced pages.Font and font size: Times New Roman, 12 point.


Don't use plagiarized sources. Get Your Custom Essay on
Complete 6 page Social Work Paper
Just from $10/Page
Order Essay

Unformatted Attachment Preview

Leadership and Supervision Self-Reflection
Leadership and Supervision Self- Reflection
Josephine Pendleton
Capella University
SWK 5017
Leadership and Supervision Self-Reflection
Leadership is more a craftsmanship than it is a science, and anybody can improve, be
increasingly viable, and progressively effective leader. It might appear as though a few people are
simply talented with these aptitudes, however the fact of the matter is most authority qualities can
be learned and honed with time and practice. For somebody to be viewed as an extraordinary or
effective leader, they must come to possess certain unique characters and behavioral
characteristics. An incredible leader for instance must be somebody with responsibility and
obligation. A fruitful leader should realize how to utilize power and expert fittingly without
overpowering or overwhelming workers.
Furthermore, an effective supervisor also should having a vision for the future. It also
means understanding that persistent change is happening surrounding you, so what worked in the
past may not generally work now. Work on being versatile and coordinated as you execute new
techniques and permit your plan of action to advance after some time.
Section 2
Right when a relationship outside condition changes, ordinarily in light of advancement in
the inventive factor, the leader should in all probability quickly acclimate to the switch and set up
the whole relationship in extension for the snappy change. Being a good communicator is one of
the leader’s properties that will be beneficial in this circumstance. They are great communicators
and can clearly and succinctly unveil to their agents everything from definitive goals to express
Leadership and Supervision Self-Reflection
With regards to time, it is the scarcest asset. Except if it is overseen, nothing can be
overseen. A successful administrator settle on choices ordinarily on the most proficient method to
utilize their opportunity to accomplish results that issue. This includes objective setting, arranging,
and prioritization, saying “no”, successful correspondence and appointment and overseeing time
squandering exercises. No association can make progress, regardless of whether it is a retail giant,
a company, or even a little startup if the connections between the key partners inside the circle are
stressed. To guarantee the likelihood of getting the best sort of results from any endeavor, you
have to support, assemble, and continue connections. In any case, in the current work environment,
this errand is ending up progressively convoluted as individuals are never again reacting to the
traditional ‘working’ systems.
Progressive systems and power separate are apparatuses that may have been utilized by
supervisors in the past to transmit the best execution out of workers. Be that as it may, this type of
pressure may not work in the dynamic working environment models we have today.
Moreover, as in every single comparative situation, an alternate prerequisite requires an
adjustment in attitude, and diagramming an elective method for achieving things. Individuals with
various and assorted identities have dependably existed in work environments. In any case, in the
present situation, you can’t structure ‘characters’ as indicated by regular norms that were utilized
So as to be a decent supervisor and a successful leader, you have to realize how to oversee
distinctive identities. You probably won’t have the simplicity of ticking boxes to pronounce
identity types like your antecedents did, however that doesn’t mean it isn’t possible. Nobody
anticipates restraining or terminating representatives, yet most HR experts must manage these
Leadership and Supervision Self-Reflection
touchy issues now and again—while additionally guaranteeing that the business conforms to a
large group of work laws. Here are a few hints for taking care of disciplinary issues without
offering ascend to a claim. Each disciplinary and release circumstance is one of a kind and
progressively increasingly muddled, yet HR can enable things to run easily by taking care of
circumstances in a sorted out and steady way. Check the approach. On the off chance that a
representative is being taught for damaging an organization approach, ensure everybody included
recognizes what the real arrangement says. Likewise ensure that the representative had a duplicate
of the approach. Obviously, workers should know the more clear guidelines without perusing an
arrangement—it ought to abandon saying that resting at work, for instance, isn’t permitted.
Compelling execution the board frameworks ordinarily incorporate the accompanying
three expansive components: objective setting, execution audit and an execution improvement
process. Bosses may utilize a huge number of choices in the execution of the execution the board
procedure, yet a viable framework will join the three essential components in some structure. Set
of working responsibilities objectives. Objectives might be founded on the accomplishment of a
pre-built up set of employment obligations from the depiction. These objectives are required to be
practiced persistently until the expected set of responsibilities changes. Precedents may be
monetary, client arranged, or procedure or framework situated objectives. Venture objectives.
Objectives might be founded on accomplishment of an undertaking objective. These objectives
might be set for a solitary year and changed as activities are finished. Expected set of
responsibilities and venture objectives are “what” should be cultivated.
Proficient people in associations have lawful and moral duties to defend the classification
of data in regards to the association’s representatives and day by day assignments. Researchers
Leadership and Supervision Self-Reflection
and those associated with human research have lawful and moral commitments to secure the
protection of people who deal with tasks or at the association.
A leader additionally needs to do self-reflection which involves giving genuine idea to your
character, activities/conduct, and convictions. It likewise includes putting forth provocative
inquiries with the goal that you can build up a more profound comprehension about yourself. When
you don’t set aside the ideal opportunity for your own self-reflection you are basically saying you
are flawless as a leader and you never again need to create and develop
A few people may think that it’s less demanding to concentrate on adverse self-reflection
and reject constructive self-reflection. If so, balance each negative idea with a positive idea. One
approach to do this is to guarantee that each idea contains a rosebud (positive idea) and a thistle
(negative idea). An elective methodology is to structure contemplations utilizing straightforward
sentence starters that are emphatically skewed
With an initiative advancement plan, you will accomplish the following: greater in general
vocation fulfillment, all the more fascinating open doors and difficulties, increasingly significant
career. Despite these definitions, data holes still remain. What ought to be incorporated into an
authority improvement plan? What are alternate advantages of making such an arrangement?
Hierarchical culture has been alluded to as an “amazing determinant of authoritative life.
A few researchers venture to recommend that an association is only its way of life or an alliance
of societies and that everything in the association is only a sign of its way of life. Leaders affect
authoritative culture. Actually, you most likely have more impact than you understand, and once
in a while this can nibble you on the off chance that you are not aware of how your words and
Leadership and Supervision Self-Reflection
activities sway others in your organization. On the off chance that you are having issues building
up a solid hierarchical culture. A solid culture begins with authority.
Obviously, advanced innovations are most ordinarily utilized in business organization and
correspondences. In any case, innovation is likewise fundamentally affecting the conveyance of
consideration and bolster administrations. 75% of associations utilize advanced advances to plan
and record administrations, and the greater part use them specifically with the general population
they support. They’re utilized to upgrade correspondence between administration clients and their
family and companions, to arrange recreation exercises for administration users, and to help
individuals plan their own consideration and backing.
Section 3
There are numerous difficulties that administrators face, and keeping in mind that they can
emerge anytime in their profession, they can be especially predominant for first-time directors.
The effect directors have on their groups and direct reports is tremendous, not make reference to
the job they play as ministers for the organization esteems. This is the reason it’s so essential to
put time in building up their initiative abilities.
So as to help you, we’ve assembled a rundown of the most well-known difficulties with
tips on the best way to battle them, and have more grounded directors who bolster their groups on
their approach to progress. Some approaches to help conquer these difficulties is to changing in
accordance with the role. First time chiefs frequently think that it’s hard to take responsibility for
job. It very well may be especially troublesome dealing with those they used to work intimately
Leadership and Supervision Self-Reflection
with as companions, and maybe have individual associations with. They should figure out how to
keep these individual connections separate from working environment discussions.
Finally, lack of correspondence is another factor. As new supervisors, individuals may
think that it’s hard to straightforwardly speak with their group about desires or to raise issues they
are experiencing. In any case, it’s essential to keep correspondence regular and open so everybody
is in agreement. Building up a culture of criticism inside a group is a basic method to guarantee
they can truly advance together and exclusively. It’s similarly critical to commend their triumphs,
anyway enormous or little. Ensuring your group feels perceived is an imperative method to
guarantee they are inspired and need to contribute more.
Leadership and Supervision Self-Reflection
Fook, J., & Pease, B. (Eds.). (2016). Transforming social work practice: Postmodern critical
perspectives. Routledge.
Howe, D. (2017). An introduction to social work theory. Routledge.
Padgett, D. K. (2016). Qualitative methods in social work research (Vol. 36). Sage Publications.
Payne, M. (2015). Modern social work theory. Oxford University Press.
Rubin, A., & Babbie, E. R. (2016). Empowerment series: Research methods for social work.
Cengage Learning.
When creating an action plan, it’s important to set effective goals.
This exercise is designed to help you establish goals for making
your decision about a school or program. A useful tool for setting
goals is the SMART model.
SMART stands for Specific, Measurable, Attainable, Realistic, and
Time-Bound. For a goal statement to be effective, it needs to
meet all five of these criteria.
Let’s start with S, specific. A specific goal is one that is very clear
and focused. It answers the “who, what, when, where, or why”
questions as specifically as possible. WHO will be affected by this
goal, and how many individuals will be affected?
Next, ask WHAT specifically are you going to do to meet this goal?
Think of this in terms of action words, like delegate, organize,
lead, or train.
Next, ask WHEN? How long will this take? When will it be
finished? Be sure that your goals are scheduled to take place
over a set period of time.
Next, ask WHERE? Where will you perform the actions needed to
meet this goal? Where will the individuals be located who will be
affected by this goal?
Finally, it’s always important to ask WHY. Why should this goal be
developed in the first place? What good will come out of this?
The second criteria for measuring goals with the SMART model is
that goals need to be MEASURABLE. This means that you need to
be able to measure the degree to which your goal was met.
The third criteria for measuring goals with the SMART model is
that goals need to be ATTAINABLE. In other words, is this goal
possible? It’s good to set goals that are a little difficult to meet,
but you need to draw the line between a goal and a dream.
In addition, goals need to be REALISTIC. It may be possible to
meet a goal, but highly unlikely. When setting goals, ask yourself,
“How likely is it that this can be accomplished?” Keep in mind
obstacles that may make it difficult to achieve your goal, and
adjust accordingly.
Finally, goals need to be TIME–BOUND. They need a starting
point and an ending point. Otherwise, the goal is too vague.
Remember, effective goals need to be specific, measureable,
attainable, realistic, and time- bound. Keep the SMART model
criteria in mind as you set goals for your plan.
Subject Matter Expert:
Interactive Designer:
Cynthia Howell
Alyssa Wilcox, Justin Lee, Pat Lapinski,
Jay Austin
Instructional Designer:
Laura Badaracco Amend
Paul Schwoboda, Julie M–Courts
Greunke, MAEd
Project Manager:
Voice Talent:
Brent Berheim
Licensed under a Creative Commons Attribution 3.0 License.

Purchase answer to see full

Order your essay today and save 10% with the discount code ESSAYHSELP