Posted: July 22nd, 2021

Reflection On Leadership And Management Skills

This essay can be used as a device to critique and enhance my management and administration expertise as that is important to the modifications which are wanted within the NHS enchancment plan. On this course of I've recognized my management strengths in addition to my improvement wants. I've used self evaluation and suggestions from colleagues within the type of my managers, friends and direct reviews. I've additionally mirrored upon my imaginative and prescient and magnificence of administration and additional recognized areas that may be enhanced into making me a extra versatile chief as that is vital to the NHS modernisation programme (DH 2000). With this data I've formulated an motion plan that's SMART (Particular, Measureable, Motion Oriented, Real looking and Time sure) (NHS Management Qualities Framework 2002).

Management is important and central to the present NHS modernisation programme. The truth is the division of well being quotes

“anybody working within the NHS no matter their place, grade, qualification or place of business, could also be a frontrunner or agent of change and enchancment” (DH 2001).

In easy phrases the division of well being is trying in the direction of its personal workers to develop and ship their NHS enchancment plan and are on the lookout for visionary workers in any respect ranges of expertise (DH 1999). The modifications that I've needed to lead and am presently main have been pushed by lowering ready occasions for brand spanking new case sufferers in addition to implementing the “18 week Pathway” from referral to therapy (DH 2006). Different drivers for change and enchancment have been the implementation of the “Select and E-book” system, whereby sufferers are invited to decide on the place they're referred and given the choice of reserving their appointments. The explanation for these modifications on an entire has been to supply a sooner, extra person pleasant and handy entry to take care of sufferers requiring therapy (DH 2005).

My skilled title is Head of Orthoptic Providers which is an allied well being career. I've to supply medical management while guaranteeing a complete and equitable service is offered that's attentive to altering wants, that's versatile to vary and has to immediately observe division of well being pointers and modifications. My management position is to handle and develop the Orthoptic Providers throughout the framework of nationwide pointers and make sure that efficient communication throughout three hospital primarily based departments, out-reach clinics, particular faculties and screening clinics is adhered to, to allow impact change. Inside this position I'm met with challenges which are set from administration ranges above me that I've to react to inside my sphere of affect. These might embrace monetary administration, staffing ranges, ready targets and repair developments consistent with the NHS enchancment plan (DH 2004). In offering these modifications the challenges that I face are primarily all the way down to monetary constraints and staffing ranges. Staffing ranges are all the time a difficulty since our division misplaced a member of workers because of recruitment and retention, and as a way of price financial savings the put up was dissolved. Battle is commonly a difficulty as change is at the moment frequent and infrequently initially met with resistance and negativity; I actually can initially have these reactions and venture them.

My private imaginative and prescient of management is to be a transformational chief. Such a chief has the abilities to share their imaginative and prescient, encourage their crew and acquire dedication, which can in consequence encourage efficiency (Bennis, 2003, p 31-46). I'm eager to encourage my workers by giving them targets that I really feel are acceptable and inside their capabilities; this offers them a diversified, inspiring work life and can broaden and enhance their pursuits. This has been highlighted in my LQF suggestions which I'll talk about in better element later. I really feel that is additionally how the division of well being envisions how management will carry ahead their NHS enchancment plan (DH 2001). Nonetheless, that is generally not all the time potential and in tougher occasions I can turn into extra of a transactional chief. I really feel generally when I've to cross on targets that persons are proof against, then “reward and punishment” which is attribute of transactional management comes into power. One instance of this was when a member of workers’s competencies was known as into query because of persistently producing clinically insufficient take a look at outcomes.

My management philosophy is to be a frontrunner who has inspirational qualities and to be credible. This could contain being approachable, laborious working, reliable, competent and supportive. If I'm able to fulfil these standards then I really feel I'll have credibility as a frontrunner and or supervisor. That is what followers anticipate of a frontrunner (Kouzes and Posner, 1997, p 19-31). The explanation for it is because a assured and competent chief may have the power and capabilities which can be apparent to their followers. They'll have the ability to share their imaginative and prescient which can encourage the workers to observe of their footsteps.

To be a profitable chief it is very important self assess and perceive about self-knowledge. If one is ready to establish their strengths and any areas for improvement, it will end in having the ability to set practical parameters and have the ability to capitalise on their strengths, pursuits and capabilities (Bennis, 2003, p47-64).

I've subsequently accomplished an evaluation of myself by utilizing the NHS Management Qualities Framework 360 Suggestions evaluation device (LQF). I've additionally accomplished a shortened Myers Briggs Sort Indicator (MBTI) to establish my character kind. The LQF is predicated upon analysis with over three,328 individuals and is proof primarily based grounded analysis with 150 NHS Chief Executives and Administrators of all disciplines. This makes it a strong type of evaluation (NHS Management Qualities Framework 2002).

. My criticism of the LQF could be that you need to rigorously choose who you're feeling is ready to fill it out in a important however optimistic manner. I really feel that if this isn't finished it has the power to skew the proportion scales particularly if there has solely been small numbers of individuals in every group. This creates statistically insignificant outcomes. Lastly a few of my direct reviews felt that the language and questions have been fairly technical and wanted some type of political astuteness and administration information, subsequently making it tough to fill out utterly precisely.

I've been capable of establish key qualities from the LQF which not solely slot in with my management philosophy however in my position as a frontrunner. A few of these qualities I had no concept I possessed. I seem assured and am approachable, supportive, motivated, targeted, decided and communicator. I even have the need to see service developments; that is key to the Division of Well being’s modernisation and enchancment plans (DH 2000). These qualities have been recognized by my managers, friends and direct reviews. A few of these qualities slot in with being a transformational chief which is clearly what's vital to the division of well being’s enchancment plan. Apparently a few of my wants for improvement have been recognized as not being self-confident, not coping with disciplinary wants and figuring out slipping requirements, these improvement wants all level to a extra transactional type of management or the extra administration oriented duties.

This course of (LQF) has compelled me to be way more important and reflective of myself. It has been uncomfortable at occasions as among the suggestions has been fairly damning of my management model, nonetheless it's obvious that that is an anomaly within the course of and never the overall feeling from the remainder of the individuals. It has highlighted to me key strengths that I've aspired to own, and it has clearly highlighted areas wanted for improvement, a few of which I really feel I'll have been subconsciously conscious of. An instance of my strengths immediately ties in with the division of well being’s NHS modernisation programme quote:

“Anybody working within the NHS no matter their place, grade, qualification or place of business, could also be a frontrunner or agent of change and enchancment” (DH 2001).

Quite a lot of direct reviews state I delegate duties effectively which “permits individuals to develop their very own position within the division. This creates new challenges for individuals which maintains motivation” (LQF web page 44). Different feedback referring to this go on to state “this makes individuals really feel valued, capable of department into different areas of experience and helps to retain workers”.

On this course of I've been capable of clearly establish key qualities and strengths; nonetheless, as a way to turn into a more practical chief some improvement wants have been recognized. As a way to obtain this I've created motion plans for 3 areas I wish to work on. Firstly to enhance my time administration expertise, my subsequent plan can be to develop the power to confront colleagues in a self managed manner and at last to extend my self esteem. (Appendix 1)

To allow myself to enhance these improvement wants I've formulated motion plans for every. I'm going to aim to make use of concepts and proposals from skilled consensus but additionally from the likes of Bennis, Kouzes and Posner, Tracy and Covey all advocators of non-public improvement and main consultants in management.

My first motion plans goal is to enhance my time administration expertise. The rationale behind it is because poor organisation and time administration creates a destructive outlook for all teams of individuals I work with, my friends, direct reviews and my managers. It has been said within the LQF that it “units undesirable requirements to others”. Additionally targets will be left too near the deadline which then creates a rushed and poorly deliberate consequence which might immediately have an effect on the standard of the venture. In the end the deadline will be missed if different duties make me must digress from the unique job. Moreover individuals have recognized that I would like to enhance my long run planning and “see the larger image”, nonetheless, that is tough if I'm consistently coping with the day after day pressing duties or “Hearth-fighting” as quoted by a peer. Having mirrored upon my model of management and figuring out a high quality I possess, approachability, I additionally really feel this could hinder effectiveness. I presently function an “open door coverage” and attempt to be approachable. This causes frequent interruptions and digressions which places strain on myself and creates problem reaching deadlines.

The methods I'm going to discover are primarily based round Stephen Covey and Brian Tracy’s strategies of enhancing private effectiveness. Earlier than I set about this I really feel I must cut back the potential pointless interruptions and digressions. Firstly I nonetheless wish to stay an approachable chief with an open door coverage, this, my workers felt was a energy, nonetheless, I really feel that if I prohibit entry I'll have extra uninterrupted time which can make me capable of work for longer intervals of time and thus attain objectives and targets way more successfully. My first step is to easily shut my door between sure hours and make sure that persons are conscious that if the door is closed I'm not obtainable, however I'll make workers know that I'm obtainable between the hours of 08.00 – 09.00 (depending on begin time), 12.00 – 13.30 and 16.00-17.00.

The following step can be to enhance readability; that is crucial idea in private effectiveness, if I've completely clear objectives and targets, this could enhance my productiveness and forestall me procrastinating (Tracy, 2004, p7). Ideally I'll begin to doc what it's I wish to obtain since it will allow me to visualise what it's I'm aiming for. Throughout this course of I'll set a practical deadline to reaching my objectives, it will give the target urgency. I'll plan forward, once more documenting what must be achieved. Lastly, one thing I hardly ever do can be to take motion on the plan instantly (Tracy, 2004, p7). The following step will contain constructing upon my readability and recognized objectives and targets and can contain planning forward by working from an inventory. A short while making a plan of the day forward will in the long term save time. Subsequently I'm going to checklist the duties or targets that should be achieved month-to-month, weekly and day by day, and as I've achieved an goal I'll cross it off. Tracy (2004, p14) explains that month-to-month and weekly lists will increase effectiveness and effectivity, and in the end improves motivation and drive since you'll be able to visualise your achievements. It's this sense of accomplishment that generates ahead movement. This technique can be a really helpful analysis device as it would allow me to evaluate my progress and achievements. This plan of motion additionally suits in with the “Quadrant II” concept the place I have to stability my working life between pressing and vital points (Covey, 2004, p150). There are 4 quadrants (I) vital and pressing (II) Essential and never pressing (III) not vital however pressing and (IV) not vital and never pressing. At present if I mirror upon my follow and what has been highlighted in my LQF I'm working in quadrant I. “Jerry spends most of his time “fire-fighting” at work – i.e. he's consistently coping with the instant drawback somewhat than getting up to the mark and looking out forward and planning higher” (LQF, p47). This impacts my drive for enchancment which is vital to the NHS Modernisation and Enchancment plan (DH 2000). Covey (2004, p152) states that this results in stress, burnout, disaster administration and “fire-fighting” and subsequently lead me to be far much less efficient and environment friendly. The concept is to work extra in quadrant II the place I'm coping with vital however not pressing duties, if I can obtain this then it will impression on having to take care of the pressing and vital duties that forestall me from planning forward and driving for enchancment. Moreover if I can get into quadrant II, much less and fewer duties can be pressing and vital. An instance of an issue that exists in the mean time because of poor time administration and coping with pressing and vital points on a regular basis is affected person discharge letters. I'm unable to take a seat for any size of time and write them, they're subsequently mounting up and compounding my inefficiency. If I have been to checklist them on my weekly schedule, then I can visualise the duty wants doing. Subsequently if I can remove the pile that exists, it is going to be simpler to remain on prime of the duty, one letter at a time is simpler and more practical than having to take a seat down and write ten. Subsequently my analysis device can be to consistently evaluate my job lists and assess my achievements and work on the targets which are left excellent.

The second motion plans goal is to take a look at creating my capacity to confront members of workers in any respect ranges in a self managed manner. The rationale behind it is because confrontation at work happens in any respect ranges, which means that I've to handle confrontation with my friends and direct reviews. Confrontation and battle appeared continuously in my LQF evaluation, with feedback suggesting I “draw back from it”, “bury my head within the sand”, “let requirements slip somewhat than take care of confrontation” and “don't take care of disciplinary points to keep away from confrontation”. These feedback have been significantly utilized by my friends and direct reviews. All this suits in with the problem I've coping with battle administration. Battle is probably going when the work place has workers of various backgrounds (Outhwaite, 2003, p347-375), for instance professionals versus semi professionals, which might then result in perceived standing variations making joint working far harder. Considered one of my peer feedback was to do with the notion that my workers controls me and that I've little management over them. Although I disagree with the vast majority of this assertion, there does look like some apparent perceptions inside my friends that that is in reality the case.

The technique to enhance on my capacity to confront colleagues in a self managed manner will focus on battle decision. My position as a frontrunner is to establish, discover and resolve points which may be inflicting battle, this can be uncomfortable however can solely be achieved with perseverance and some extent of danger (Outhwaite, 2003, p347-375).

Confronting my direct reviews could be the logical first step, the explanation for that is the suggestions I acquired from my friends, suggesting they (direct reviews) “management me”. My very own direct reviews urged that I dislike confronting them when requirements are slipping or when disciplinary points want resolving (LQF, p 44-45). Return to work interviews after illness are left or not finished, these under no circumstances are a disciplinary motion, nonetheless if they aren't finished it provides the opinion that I “don't care”. In step with enhancing my time administration expertise, my intention is to right away checklist the interview down on my schedule, in order that I can visualise the necessity to do it. If medical case be aware requirements slip, then I ought to take care of them instantly additionally. There was a case when a colleague had written extremely inappropriate feedback in medical data that have been delivered to my consideration. I procrastinated far too lengthy in coping with this, in order that once I did finally confront the member of workers I used to be met with hostility “Why did you not communicate to me months in the past”. My workers members have been conscious of the difficulty and have been uncomfortable that nothing had been finished. If really feel if I had exercised higher assertiveness and had recognized, explored and resolved the difficulty earlier then the end result would have been extra optimistic for me and my direct reviews. I really feel the longer points are left, the extra I fear and turn into much less in management. Relating to the confrontation, I'm tense, uncomfortable and uncontrolled. The faster I can discover and resolve the difficulty the better it is going to be to take care of and I can be transferring in the direction of a extra self managed manner of coping with confrontation. Moreover the faster I act on a majority of these points the extra it is going to be a self managed model of management, as it would forestall me from being pushed into coping with confrontation by my direct reviews and friends.

Managing confrontation with my friends will make use of a extra open and trustworthy type of communication (Covey 2004, p 202). By means of my LQF and reflection I've recognized that with my instant friends there's differing skilled backgrounds and possible peer resentment. It's clear that with each events small points and annoyances have been left to “fester”. This then results in an escalation of unhealthy feeling and antagonism between us all. With the differing skilled backgrounds there has all the time been a differing stage of expectation throughout the workforce. Covey (2004, p 201-202) examines coping with the problems head on by arranging a collection of conferences to mediate and resolve the present points and promote a extra open and optimistic working relationship. By taking these steps myself to take care of the present scenario, I can be self managing confrontation and won't be compelled into having to take care of points by outdoors pressures and necessity.

Analysis of this motion plan will once more be within the type of scheduling and crossing off achievements, but additionally reflecting upon the expertise.

“Rule: Steady studying is the minimal requirement for fulfillment in any discipline” (Tracy 2004, p52).

If I can keep a diary reflecting upon conflicts which were resolved and focus on the issues and never the personalities then I can be transferring in the direction of a self managed manner of coping with confrontation. I can be forcing myself to be taught from my experiences and have the ability to establish profitable and fewer profitable outcomes and establish why these exist or what it was that was totally different between every confrontation. I'll mirror upon using a few of my strengths recognized in my LQF. Confidence however not conceitedness, extremely developed communication model and having the ability to pay attention, these are all vital in coping with battle administration (Outhwaite, 2003, p 374-375).

My remaining motion plans goal can be to extend my self esteem. The rationale behind that is very private. Already via my LQF evaluation I've learnt that individuals largely understand me as assured and having motivational and provoking qualities, nonetheless, my very own private confidence ranges are very poor. Concern of change, battle and failure is a barrier to my confidence. The LQF evaluation confirmed a really low rating for taking calculated dangers, this doesn't shock me since my direct reviews and friends are very unforgiving on the subject of poor judgement and alter, even when it was justified. One specific peer may be very judgemental concerning failure and slipping requirements. My time administration expertise are in want of additional improvement and a way of not reaching the stability between non pressing and vital duties (Quadrant II) and consistently coping with instant points consistently chips away at ones confidence ranges. Not having the ability to obtain optimistic outcomes in conflicts and confrontations must be addressed. The extra I can succeed and develop the win/win behavior the higher my confidence will turn into. It's not about “profitable” confrontations and transferring ahead my manner, however extra that agreements and options finish with a mutually useful or satisfying consequence (Covey, 2004, p207).

My technique to enhancing my self esteem will begin by formulating organisational plans and job sheets. After I obtain an goal or venture I'll cross these of the checklist and spotlight it as an “achieved small win” (Kouzes and Posner, 1997, p 242-265). This creates momentum and the sense of accomplishment as beforehand mentioned. I'll charge key outcomes on a scale of 1 to 10 and establish strengths and weaknesses, the weaknesses can be utilized to additional develop. If I be taught from these weak spot and practice additional it will remove the emotions of inadequacy and the insecurity I've (Tracy 2004, p 51). Key outcomes or accomplished initiatives will be mentioned with colleagues and appraised by my supervisor (Tracy, 2004, p 35-40). All these achievements that I've beforehand by no means mirrored upon will begin to give me a way of confidence and accomplishment I've by no means beforehand thought of. On reflection I've assessed my achievements extra on a win/lose state of affairs, however the extra I can work in the direction of the win/win behavior (Covey, 2004, p 205-234) and cross this on to my direct reviews the extra I'm more likely to succeed and turn into self assured. My direct reviews are inclined to assess accomplishments utilizing the win/lose manner, and subsequently something that's achieved will need to have the end result of “us” having “received the battle”, it's not stunning that this promotes the insecurity and a sense of inadequacy I've.

Analysis of this motion plan can be to extra continuously assess my achievements and accomplishments (Kouzes and Posner, 1997, p 242-265). This can contain assessing my job sheets and my organisational plan which can be finished on a day by day, weekly and month-to-month foundation. This can assist me visualise the duties which were accomplished. The score of duties and additional coaching will be assessed by trying on the scores and assessing if they're enhancing. This can allow me to construct my self esteem. Conflicts and confrontations will be mirrored upon and I can higher perceive the ideas behind win/win. If I can self handle the confrontations and goal for win/win, not solely will I be reaching mutually passable advantages and outcomes, however this can be working in the direction of constructing my self esteem as an increasing number of duties can be achievable. It would additionally enhance the interdepartmental conflicts and potential peer resentment that has been evident since my LQF.

To conclude, it's apparent that every one my motion plans hyperlink into one another. As I turn into a more practical and environment friendly chief, then my friends may have much less cause to resent my administration model and strain me into appearing upon points which are troubling them. This can then have the impact of lessening conflicts and confrontations. Moreover, as I enhance my time administration expertise and reduce the confrontations that happen, it will begin impacting alone self esteem. My very own self esteem is immediately affected by poorly self managed confrontations and an growing variety of duties which are left undone or incomplete. It's apparent from my strengths that I've the power to hold out these motion plans and that my workers members are greater than keen to tackle duties which are appropriate for them as they state “this makes individuals really feel valued, capable of department into different areas of experience and helps to retain workers”.

The Division of Well being is on the lookout for visionary workers members which are capable of implement and perform their modernisation plan. As my management expertise enhance I can be more practical in main change and envisioning enhancements turning into the embodiment of the Division of Well being’s modernisation and enchancment plan.

 

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