Coaching an Employee Coaching subordinates is a critical skill that leadership must learn and embrace. Coaching as defined by Lussier and Hendon (2016, p. 326), is “the process of giving motivational feedback to maintain and improve performance”. Leadership must self-reflect on their ability to coach and seek the necessary training to perfect the skill. Coaching requires a partnering with a client in a manner which inspires the client to build-up their professional and personal potential (Thompson, Wolf, & Sabatine, 2012). The coach must have compassion, strength and a vision when working with an employee, while assessing the the employees strengths to envision them as a stronger, successful worker (Tyra, 2008). A coach monitors …show more content…
As a Nursing Supervisor, there are many circumstances that arise where there is potential for conflict. If the conflict is not dealt with in a timely fashion and manner, it may ultimately affect employee moral, increase turnover, decrease patient and family satisfaction, promote power games, and affect the well-being of the organization (Iglesias & Vallejo, 2012). Utilizing effective conflict management strategies can decrease the negative impact of conflict, which will lead to a more trusting environment and a healthier workforce (Chan, Sit, & Lau, 2014). Healthcare professionals need the training to aquire the skill of conflict resolution, along with being able to show understanding, and offer support and comfort in challenging circumstances (Thistlethwaite, 2013). The goal for Kerry will be to have an increased understanding withthe importance of conflict management and resolution. She will have training and coaching in this area with an improvement in her skill of managing conflict. This skill of being able to manage conflict will be the primary focus of her …show more content…
Questions which are important to ask Kerry regarding IV starts include: where is the best placement of an IV on this particular patient? What size guage is most appropriate for the given scenario? When the tissue is frail, what is the best technique to assure access without blowing the vein? The additional experience of having Kerry spend a day in the cancer center will aide in increasing her skill in IV starts on difficult patients.
Coaching questions regarding conflict management will included: what approach did you use upon entering the conflict scenario? What emotions were you feeling? Were you able to control your emotions and if so, what techniques did you use to control your emotions? Was the conflict resolved and if so, were the parties involved settled at the end of the scenario? If the parties were not settled, what further actions could she do to bring forth closure to the conflict?
Step Five: Observing the
What happens when a conflict occurs within the nursing department (s)? How does resolution occur? It depends on the people involved when it comes to conflict, when it’s between staff then I request that they try to address among themselves first, but if that does not work or if it’s a very sticky situation then I get involved, first I try to get information from both parties separately then from them jointly, normally that well works pretty good since it gives them an opportunity to vent or let the feelings out, I then use that as a teaching moment. When all this is happening the staff have to sign a form stating the issue was discussed and what the outcome is, if unable to resolve then it goes up to the administrator. For the most part conflict has led to tension between people involved and to be honest with our team work suffers, I try to deescalate this issues because it gets too far.
Conflict Resolution: In relation to conflict, the book talked about managing conflict between people, groups, and teams, but did not have any relation to having a problem related to the patient’s situation and resolving that.
Nurses are always exposed to situations or often interact with others where their values or belief might contradict with others. Conflict can often lead to distress and increases stress in the workplace environment, however if handled appropriately it can promote growth and understanding amongst the staff.
A coaching model is utilized to give structure to the client and coach and setting rules (Ducharme, 2007) for effectively completing the honing program. However, a model (i.e. framework) does not give instructions on the best way to coach, (Sherin and Caiger, 2007) yet it provides a guide to address any client issues. Cognitive-Behavioral Coaching (CBC) does not furnish the client with the solutions to their problems but instead through guided discovery help them in perceiving their own solution (Ducharme, 2007). Most models for coaching accentuate behavioral change as a feature of the coaching process (Sherin and Caiger, 2007). For instance, if an executive required help in enhancing their performance than their conduct (i.e. behavior) would be a key focus in understanding their lack of performance.
College of Nurses of Ontario,(2009).Practice Guidelines: Conflict prevention and management. Retrieved April 3, 2014 from http://www.cno.org/Global/docs/prac/47004_conflict_prev.pdf
Besides assertive communication, the nurse should take a collaborative approach to conflict management. Both strategies empower individuals to work together and accomplish goals successfully (Cherry & Jacob, 2011). Considering the healthcare community is composed of such a large and diverse population, a nurse must realize that conflicts will arise, but more importantly the nurse must effectively manage those conflicts. Having an understanding of the differences which exists between varied cultures, generations, and disciplines will guide the nurse in resolving conflicts. This foundation allows the nurse to better understand how people perceive and respond to others and the environment during a time which resolution is needed. Establishing trust with ones colleagues is another step toward resolving conflicts. Team members are much more likely to be open and motivated to come to a resolution when they trus...
Conflict has been an issue for man since the dawn of civilization. In today’s fast paced world conflict, especially in the workplace, is a frequent occurrence. When that workplace is a health care environment where lives are at stake, emotions run high and collaboration with many different disciplines is required conflict often becomes a prevalent part of everyday life. Conflicts in the workplace can lead to reduced morale, lowered productivity resulting in decreased patient care and can cause large scale confrontations (Whitworth 2008). In the field of nursing whether a conflict is with a peer, supervisor, physician, or a patient and their family, conflict management is a necessary skill.
Coaching is not an easy task and figuring out the best way to lead and guide employees can be overwhelming and challenging. Alex is now in a position where she has to be a motivator, leader, and a coach to several employees. She needs to understand the concept of coaching and the behaviors that go along with her coaching style. The concept of coaching helps develop and grow employees to achieve performance improvement, but it also helps the managers see how the employees embrace their job tasks and asses their results in comparison to the overall mission of the company (Bawany, 2015). Therefore, Alex needs to look back at her previous managers and determine what qualities and behaviors they possessed in order to improve her performance. Also, she must look at what personality traits James has and look at his previous managers to see which manager coached James to perform the best while working for the company.
Many people enjoy working or participating in a group or team, but when a group of people work together chances are that conflicts will occur. Hazleton describes conflict as the discrepancy between what is the perceived reality and what is seen as ideal (2007). “We enter into conflicts reluctantly, cautiously, angrily, nervously, confidently- and emerge from them battered, exhausted, sad, satisfied, triumphant. And still many of us underestimate or overlook the merits of conflict- the opportunity conflict offers every time it occurs” (Schilling, nd.). Conflict does not have to lead to a hostile environment or to broken relationships. Conflict if resolved effectively can lead to a positive experience for everyone involved. First, there must be an understanding of the reasons why conflicts occur. The conflict must be approached with an open mind. Using specific strategies can lead to a successful resolution for all parties involved. The Thomas-Kilmann Conflict Mode Instrument states “there are five general approaches to dealing with conflict. The five approaches are avoidance, accommodation, competition, compromise, and collaboration. Conflict resolution is situational and no one approach provides the best or right approach for all circumstances” (Thomas, 2000).
Coaching via Coaches help all sorts of people move forward in life as they specialize in meeting the needs of a wide variety of people with their own unique challenges and opportunities. Coaching makes a lasting impact on people’s lives because the coaching relationship developed between the Coach and the Client leads to constant growth and change in the Client. Coaching relationships brings to light what the person being coached already knows, but may not know they know, and then helping the person to make decisions and take action so they can move forward to accomplish a dream or goal they want to achieve. The continuing evolvement of leadership requires coaching.
For workplace coaching to be effective a coach much manage the process in order to get the best out of the coachee. Whilst it is the coachee who is going to find their own solutions the coach must have the skills and correct techniques to help this become a reality. The coach must allow a two way conversation to occur where the coachee is encouraged to participate with the use of open questions and active listening. A coach should ideally be allowing the coachee to speak more than being spoken to. The process should be interactive, well structured but fluid enough to revisit certain areas if necessary. The sessions should ideally last 60-90 minutes and can be conducted face to face or telephone. Coaching confidentiality boundaries are set in
Being at the apex of the chain of command, the administrative nursing supervisor has numerous responsibilities including but never limited to staffing, conflict resolution, and or crisis. In many circumstances, an administrative nursing supervisor must make timely, prioritizing decisions based on the resources available at any given time. The ultimate outcome ideally is patient and staff safety, and positive patient experiences and outcomes. Throughout the different departments in the facility, there are several governing unions with guidelines and contractual requirements. The facility also has policies and procedures that must be adhered to. Katie remains updated on all guidelines by attending conferences, in-services and administrative meetings. Eason, (2010) stated that, “lifelong learning allows nurses to develop confidence and skill in service provision that is evident to patients, their families, and other health care practitioners” (p.157). I believe that Katie is proficient, has strong leadership skills and is capable of unraveling conflict while following
of issues before they become major problems. Coaching is a conservation among people in an
Coaching is quickly becoming a new profession outside of the team sports arena. Executive coaching is considered a popular intervention for organizations interested in developing their employees. To further enhance the development of executives, businesses and business schools are utilizing executive coaching (Gehlert, Ressler, Anderson, & Swanson, 2013). Almost 60% of major US companies are using executive coaches for employee development (Newsom & Dent, 2010). Executive coaches assist in identifying specific goals and provides the client with the tools, perspective, and the structure to accomplish those goals. While executive coaching is similar to consulting, con...
By organizing personality development programmes the employees think in a different way. It brings new and fresh approaches and a lot of scope for varied interests which in turn leads to healthy brain storming and discussions at work place. It brings overall shine in the personality of the employees. It enhances their confidence level. It makes them well communicative persons. It helps them in forming healthy rapport with anybody of any age.