Course - BTEC Higher National Diploma in Healthcare Practice
Introduction
This particular report helps to maintain appropriate ideas about leadership plans and the engagement of mentorship which is essential for dealing with different activities. The purpose here is to state the appropriate mentorship program and evaluate various indications that can be effective to initiate professional development and growth aspects.
Assignment Title - The effectiveness of relevant theories and principles of team and individual leadership, coaching and mentoring in healthcare practice.
Table of Contents
- Introduction
- Pertinent theories of team and individual leadership in light and there uses in care settings.
- The practice of coaching and mentoring in care settings, with supporting concepts.
- Mentoring tactics affect organizational behavior.
- Effect of mentoring techniques on staff who receive this support.
- Support care assistants at work by conducting a series of practical mentoring sessions.
- In order to effectively support care assistants, the plan takes communication theories into consideration.
- Own leadership and/or mentoring styles as they are used in your own workplace.
- Effect of your leadership and mentoring on own mentee's behavior.
- Conclusion
- References
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Question: 1. Review theories and principles of team and individual leadership, mentoring and coaching in health and social care.
Pertinent theories of team and individual leadership
Leadership theories associate with the appropriate thinking process and further explain individuals' ability to manage and handle a team.
Being an individual leader means being able to take charge of every aspect of your life and steer it in the direction that is most beneficial to you. It helps you become organized, accountable, and responsible for the objectives you set. When you can push, inspire, motivate, and encourage your team to perform their best work, which is when individual leadership transforms into strong leadership. Strong leadership creates relationships in the workplace that enable effective communication, more creativity, and improved problem-solving abilities. It unites a team behind a shared goal.
The three leadership theories that will be discussed here are Great man theory, Behavioural leadership theory and contingency leadership theory.
The Great Man Theory celebrates outstanding individual leaders and follows the accomplishments which are highly required to create and concentrate on the different action assistance. Great leaders are born, not made, according to the Great Man Theory of Leadership. These people enter the world with unique qualities and characteristics that are not present in other people. With the help of these skills, they may take charge while influencing history itself. People develop into leaders when they react to pressing circumstances. The leaders of the Indian Independence Movement are instances of the Great Man Theory. Various figures, like Lala Lajpat Rai and Annie Besant, fought for the interests of the country Goleman, 2000).
Behavioural Leadership describes the understanding about people and task orientation and maintains a combination of appropriate action plans in the leadership process. The behavioral leadership theory concentrates on leaders' conduct and makes the supposition that these behaviors can be imitated by other leaders. It contends that good leaders may be developed based on teachable behavior rather than being born with it. This theory is sometimes referred to as the "style theory." Examining a task-oriented leader versus a people-oriented leader is a fantastic way to illustrate the behavioral theory. A task-oriented leader will examine the procedure to determine whether the workflow needs to be changed if there is a team performance issue (Goleman, 2000).
The Contingency Leadership processes with the ideas about leaders' influence which is contingent on the different factors and this determines focused leadership approaches. According to the leadership theory of contingencies, effective leadership depends on the circumstances at hand. It basically comes down to whether or not a person's leadership style is appropriate for the circumstance. This theory holds that a leader can be successful in one situation while failing miserably in another An organizational theory known as contingency theory holds that there is no one optimum method to run a business, structure a team, or make choices. Instead, the best course of action depends on both the internal and exterior circumstances (Kipperburger, 2002).
Now considering the care environment, it can be stated that Great Man Theory connects with various traits which are highly appropriate to create and consider applicable action support plans which processes with proper development of ideas and maintains. On the other hand, Behavioural leadership is quite different as it steps away from the trait theory and suggests learning leadership plans which are highly appropriate. The Contingency Leadership focuses on the different situations at hand and it depends on the individual's leadership style that can be well fitted with the entire context. The contingency theory asserts that there is no leadership style that is compatible with the circumstances created in patient care plans, in contrast to behavioural leadership, which seeks to identify the best leadership plans according to situations (Smith et al. 2018). This contingency associates with the effective consideration of doctors, nurses and finally takes care of the entire situation while providing care to the patients. Trait theory associated with the strength and intensity of different activities which can be highly effective to maintain a care plan for any patients and with innate characteristics like managing team, creating coronation, being friendly and showing respect towards opinion can be highly effective in this prospect unlike contingency leadership (Foster-Turner, 2006). However, the major similarities within these three leadership theories is that they process effective patterns of activity planning and consider related ideas which is highly beneficial in managing and creating structured care support plans for the patients by engaging with the team mates.
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Question 2. Explore how mentorship, through mentoring and coaching practices, can benefit individuals and organisations in care environments
The practice of coaching and mentoring in care settings, with supporting concepts.
Mentoring and Coaching
The term "coaching" for a team specifically refers to leading and influencing employees to choose the optimal course of action. Gallwey's philosophy puts forth the notion that performance is equal to potential minus interference. Additionally, the coaches' message to the team members, which primarily aids in the release of proper self-knowledge and may result in the creation of structured procedures, is accompanied by this (Hymans, 2019).
The mentors on the other hand take care of the training plans and advise people after supervising different plans to create focused support based directions.
Aiding and directing someone else in order to support their personal development. A mentor is a person who instructs, supports, and counsels a less seasoned and frequently younger individual. A mentor has an impact on a mentee's personal and professional development in an organizational environment.
Models of coaching and mentoring:
The 2 Models of Mentoring are described as follows;
ONE-ON-ONE MENTORING:
In the conventional form of mentoring, a senior mentor aids a junior mentor in navigating their respective career paths. These connections might be official or casual, pre-arranged by a department or chosen by the mentee themselves. They may be time-limited or persist for many years.
MOSAIC MENTORING:
Academic medical professors may need a variety of mentors throughout their careers to achieve the multi-dimension mentoring required. Mosaic mentoring can be understood as a landscape of career mentoring for a single faculty member or as a particular kind of group mentorship. A broad collection of people from various positions, ages, genders, races, abilities, and experiences join together in a non-hierarchical community for mosaic group mentoring. Collaboration, lessening the burden on mentors, combining small pools, and success in both minority and gender mentoring are all advantages (Buell, 2004).
Coaching models:
A coaching model is a straightforward coaching strategy or technique. For your clients, the type and kind of model you select might mean a great deal. Your coaching practice will become very effective as a result. You can close more clients quickly if you use your time so effectively.
The 2 coaching models are described as follows;
Peer Coaching:
Peer coaching is a private procedure where two or more co-workers collaborate to review present practices, develop new skills, share knowledge, mentor one another, undertake classroom study, or resolve issues at work.
In Upward Bound, a Peer Coach serves as a mentor for other UB students who are more recent program entrants. The more experienced students will benefit from their knowledge, inspiration, expertise, perspective, and comments. They are an additional tool to support the success of our more recent members.
Internal Coaching:
An internal coach is a member of staff who has received training in the fundamentals of coaching. In the past, they typically held managerial or other leadership positions within the company. Internal coaching best practices can assist your organization in fostering a coaching culture and developing a strong pipeline of leaders who are prepared to take on new challenges. It's possible that the effectiveness of your coaching approach will determine if your business survives at all (Short et al., 2020).
Mentoring tactics affect organizational behaviour.
When it comes to mentoring, the benefits of the organization increase and with the standard mentoring program the focused result specific orientation can be implied effectively.
Develop new managers: As a frontliner the managers can work effectively and it has seen that 77% of the senior leaders can see managers as a significant help in achieving various business goals (Kolb, 1984). The better suited action plans and new paths helpfully channelize significant ideas about individual's commitment towards work and eventually bring more support. In order to increase skills and maintain significant benefits for the other members by enhancing confidence and improving work quality helpfully cater best directions.
Retain high potential talents: Compared to their peers, high potential employees put in 21% more time at work and contribute 91% more value to the company. Knowing this makes it obvious that the mentoring program has a number of advantages and contributes to the retention of more top-performing employees (Stober and Grant, 2006). So, investing in the mentoring program can effectively generate focused business outcomes and maintain strong positioning of any organization.
Foster diversity and inclusion: Different studies have pointed out that supporting diversity and inclusion efforts can be highly effective because of the standard mentoring practices. The major considerations have been placed on the future leadership roles management and specifically boost work representation to create growth and development in the long term. It has also seen from a report that mentoring programs help to generate more than 56% support in cumulating focused directions by dedicated diversity plans.
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Question 3. Apply mentoring and coaching techniques to support mentorship of individuals in care environments
Effect of mentoring techniques on staff who receive this support.
Having a mentor is a great way for someone to start their journey toward professional and personal improvement. In this context, it may be said that mentees can benefit significantly from receiving guidance based on mentors' extensive experience and knowledge.
Mentees grow & develop: Mentors encourage and effectively enable another person's professional along with personal development and mentees become highly helpful from this as setting proper goals and managing work within that help to follow appropriate feedback. The skills and behaviours of the mentees get shaped by the mentors and quality along with productive workforce management support also becomes highly effective in this.
Mentees gain immense knowledge: Mentors provide significant knowledge to the mentees and the success path becomes all the more effective. With the useful skills and guidance, developing comfortable action plans can prove to be beneficial for the mentees and initially all these practices cater essential support to the mentees. With the support in tracking and accessing information the entire process can effectively get shaped with the help of the mentors for the mentees and they learn about various situations to deal with it perfectly.
Boosts strength and interpersonal skills: The mentors by staying more loyal to the mentees retain best and effective work support plans and these way powerful forms of self-evaluation for the mentees also become possible. Communication also becomes highly effective and this processes with proper ideas and goals that connect with better support indications that enhance strong interpersonal skills. With the standard support plans and engagement through the instructions it is highly efficient to create relevant knowledge based directions (Stead, 2005). The mentees also learn about negotiation and grow professionally as regularly they get to evolve with these practices. With the standard support plans and necessary directions, it is highly beneficial for the mentees to follow professional development and connect with more career opportunities.
Support care assistants at work by conducting a series of practical mentoring sessions
To support care assistants following series are conducted for mentoring sessions;
Meetings with mentors
Goals and objectives for mentoring:
In order to deliver efficient training and development and to offer the mentee an efficient answer to their challenge.
Sessions 1: Providing effective communication training and development
Role-playing is a Reading activity where I use various scenarios and the mentee is required to communicate appropriately. The mentee will have to modify their message so that it is consistent with mine.
Starting on .....
Address: Room 5
Assessment is done by observing the mentee's interactions with patients and communication style.
Finished on .......
Second session: Enhancing mental and memory abilities
Activity: The mentee will be given multiple-choice questions and some things to identify after observing it in which circumstances they would handle particular things. The mentee will exercise critical thought.
Start date: ....
Place: Demonstration room
Materials: A pen and a worksheet.
Assessment: After the multiple-choice survey and the things identified has been completed.
Theories of Communication
A hypothesized explanation of communication phenomena, their connections, a narrative outlining these connections and an argument in support of these three components make up communication theory.
Theories of communication mention three concepts: a sender, a message, and a receiver. It can take the form of a single individual and the way they interpret their surroundings by transmitting signals through signs, symbols, and thoughts (Mowlana, 2018). Creating a message selected at one point and delivering it at another point, either precisely or roughly, at a separate time are some other meanings (Shannon and Weaver, 1949). By employing conceptual illustrations to support these beliefs, communication models aim to describe how human communication works. They can be employed to flaunt and improve working practices.
The location where the signal is received aids in turning signals into messages, which are then delivered to the recipient (Shannon and Weaver, 1949). The complete process in healthcare starts with the notions of appropriate message sharing that is both clear and educational and keeps the targeted assistance that links with general advice and usefully manages the feedback particular criteria. A phone call serves as an illustration of the Shannon-Weaver model. The sender in this scenario is the person who places the call, and they utilize the phone to encode their message into a format that can be transmitted through wires. The Shannon and Weaver model only asserts that the source of a communication is the one who possesses the thinking or the knowledge. The information source or sender is another name for the sender.
2) Goals-Plan-Action Theory: This conceptualizes the notion of appropriate procedures, upholds appropriate directives, caters to the necessary notions of intended message specific criteria, and generates appropriate routine that is very appropriate in this context. The overall communication plan also outlines the concept of plan-specific assessment, along with suggested and implied action requirements that can help keep plans on track (Stober and Grant, 2006). It may be said that clear instructions can cater to the best evaluations that can be structured and proposed in this if the patients and providers engage in multiple dialogues. Accelerating mentees' personal and professional development is the aim of a mentoring program. This is accomplished by giving mentees direction, counsel, and feedback from mentors with more expertise.
3) Communication Accommodation Theory: This theory processes with the understanding of individualistic ways to modify the communication behaviour and connect with various aspects so that involved action assistance directions get proposed in this. The applied healthcare communication here processes with prediction of verbal and non-verbal behavioural modifications by making proper behavioural support by managing focused interactions and assistance also projected (Kolb, 1984). Convergence and divergence are the two major concepts of communication accommodation that helps to cater the ideas about interactive action plans and projects the applicable work based criteria has been directed in this prospect. One of the major benefits of having effective communication with your mentee is that you'll be able to help them develop to the fullest extent possible while avoiding misunderstandings or doubt. Mentors can clearly communicate work approaches to their mentees in order to assist them in achieving their goals through good communication (Ramaila, 2020).
Communication theories in mentoring
The advantages here connect with good communication approaches and maintain the focused mentee specific support that helps to enhance the understanding about structured ability management and avoiding any kind of misinterpretation here can be channelized. The communication accommodation theory helps to create structured direction for interpersonal and intergroup communication and seeks to create the applicable plans and processes with better adjustments while adjusting with the communicative behaviour in the social interactions (Cotton et al. 2000). With proper adjustments and support plans the social consequences develop the ideas about constructive pathways that incorporate proper expectations management (Wilson, 2014). On the other hand, goals plan action theory connects with appropriate functional approaches and defines focused ideas so that involvement with activities by specifying various ideas can be channelized and assisted well. The action and goal specific communication makes the mentee to understand the magnitude of information, and this can create the structured involvements to cater and best describe focused work involvements and necessary specifications (Buell, 2004).
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Question 4. Review own leadership and mentoring practice in a care environment
Own leadership used in workplace.
The art of team leadership through successful mentoring of its members is known as mentorship. The best leaders of the future can be developed using this tried-and-true strategy. Any person in a position of experience can mentor others successfully.
The proper leadership philosophies encourage the dissemination of ideas regarding essential action plans and their upkeep, which direct targeted indicators that specify care-related practices. The types of leadership styles are
The coercive leader: In order to control the decision-making process, these powerful leaders typically place themselves in the center of it. However, essential work system planning and coordinated support involvements can be adhered to and maintained during effective decision-making plans. To cater to focused support results that describe coordinated involvement and specifications in this possibility, this strategy's direction is highly useful (Beverly et al. 2017). I initiate strategy to control the process of decision making to make work system more essential.
The authoritative leader: The authoritative leadership in this situation outlines the concepts of efficient work system plans and advancing various systems to effectively channel and support standardized implications. I use the authoritative leadership by putting forth structured developmental concepts and ensuring that mentees are motivated, this segment's discussion of positive action pathways is facilitated (Whitmore, 2017). I initiate positive responses is feasible with the established opportunity plans.
The affiliative leader: This kind of leadership aligns with a value-based knowledge of how emotions and behavioral support can be channeled effectively. The management of team-specific priorities and consideration of this prospect's emotional wellbeingalso informs all plans, which I use to improve communication and work morale for the mentees (Asila andBurrell, 2009).Additionally, I use effective team management to reduce work stress for the mentees and effectively resolves conflicts by offering direction and assistance tailored to the needs of the team.
Mentoring styles :
The mentoring approaches include: Strong person who pushes the mentee's ideas. A cheerleader is someone who is upbeat, encouraging, and who always sees the positive side of things. Educator: Educates and trains the mentee while attempting to identify his or her areas of weakness so that instruction can be customized to meet those requirements.
Empower Your Leadership Journey: Team and Individual Leadership Assignment Assistance for BTEC HND in Healthcare Practice - Unit 32
Effect of your leadership and mentoring on your own mentee's behaviour.
Details of leadership and mentoring
With the significant support plans and better insights here connects with proper enabling of systems and cater best directions to initiate mentee's success. The appropriate instructions during any activities also connect with the structured guidance that evaluates team specific benefits and engage with useful skills and assistance by proposing involved decision making ideas. The engagement of significant leadership plans cater to the best directions which evaluates proper learning plans and constructively associate them with the current necessities perfectly (de Haan and Burger, 2014).
A boost in self-assurance, increased awareness of oneself. Develop effective communication abilities, expanding one's personal network within the company.
They are working well with their own efforts and maintain high quality of mentoring style.
They are doing right according to my sense and they have maintaining high quality of mentorship.
Conclusion
The above discussion has presented the ideas about the mentoring program becomes enriching and from that aspect various learning has been gathered and the primary one is offering best support to the other people and engaging with analytical decision making. The benefits from such mentorship guidance is numerous and during the role play the assistance becomes highly perfect which caters best possible ways to evaluate current practices.
FAQ on Leadership, Mentoring, and Coaching in Care Environments
1. What are the key theories and principles of team and individual leadership in health and social care?
2. How do mentoring and coaching differ in the context of care environments?
3. How can mentorship benefit individuals and organizations in care environments?
4. What are some mentoring and coaching techniques that can be used in care environments?
5. What are some techniques for applying mentoring and coaching in care environments?
6. How can you review your own leadership and mentoring practice in a care environment?
7. How can I review my own leadership and mentoring practice?
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