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Jomo Kenyatta University of Agriculture and Technology *

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Nov 24, 2024

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1 Leadership and Supervision Action Plan Name Institution Professor Course Date

2 Leadership and Supervision Self-Reflection Section 1 The social work profession is constantly evolving and facing new challenges as it seeks to serve an increasingly diverse and complex population. To meet these challenges, social workers must possess the necessary skills and knowledge to provide ethical and competent services. The code of ethics of NASW sets out a framework for ethical practice that promotes the well-being of individuals, families, and communities (Bonecutter, 2019). Additionally, to observe to the code of ethics of NASW, social workers who provide supervision or consultation must also ensure they have the necessary knowledge and skills to provide appropriate supervision or consultation within their areas of competence. This is outlined in section 3.01(a) of the ASWB and NASW (Bonecutter, 2019). Leaders and supervisors within the social work profession must possess certain qualities in order to ensure the successful delivery of services. These qualities include a deep respect for individuals, their differences, and their potential capacity. Leaders and supervisors must also be knowledgeable about the latest developments and best practices in the field of social work and be able to provide guidance and support to social workers as they navigate complex and challenging situations (SWF, 2018). Ultimately, social work aims to promote the well-being of all individuals, families, and communities and to help create a more just and equitable society for all.

3 Developing effective organizational communication and interpersonal skills. Effective communication is an important skill for any leader or supervisor to possess. As a leader, it is crucial to develop and improve organizational and interpersonal communication skills to build strong relationships with team members and stakeholders, ensure everyone is on the same page, and achieve organizational goals (Travers, 2022). Planning to prioritize regular check-ins with team members is essential to improve organizational communication skills. By scheduling regular check-ins, it will be possible to discuss ongoing projects, identify any challenges or roadblocks, and ensure everyone has the resources and support they need to succeed. This allows good monitoring of progress and provides side guidance where necessary, which will help to keep projects on track and ensure that they are completed successfully. Another action plan to improve organizational communication skills is to clarify expectations for each project, task, and goal. This ensures communication of timelines, outcomes, and any relevant details that will help team members understand their roles and responsibilities. Doing so ensures that everyone is working towards the same goal and that each team member understands what is expected. This will help avoid misunderstandings, delays, and other issues arising when expectations need to be clarified. In addition, to improve organizational communication skills, improving an individual's interpersonal communication skills helps understand other people. One of the actions to take is to encourage open communication among team members (Travers, 2022). This will help to increase trust and raise a collective environment for working, leading to better outcomes and higher levels of job satisfaction for everyone involved.

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4 Managing time and tasks effectively CBT emphasizes managing time and tasks effectively by changing negative thought patterns and behaviors (Jalal et al., 2017). Social workers, supervisors, and leaders can use CBT techniques to identify and challenge unhelpful thoughts and behaviors that may prevent them from effectively managing their time and tasks. Additionally, NASW provides resources on leadership development and effective supervision, such as training programs, webinars, and publications that can inform the development of a best practices model. Managing different personalities and conflicts. One theoretical approach that can inform this model is the Trait Theory, which suggests that different personality traits can predict behavior in different contexts. Effective leaders and supervisors should understand different personality traits and how they may influence their team's behavior and work styles (Jalal et al., 2017). Additionally, Conflict Resolution Theory can provide insight into how to manage conflicts effectively. The model should incorporate strategies for preventing conflicts from arising and techniques for addressing conflicts that do occur. These may include active listening, empathy, mediation, and negotiation. The best practices model should emphasize the importance of building positive relationships, effective communication, and a collaborative work environment to manage different personalities and conflicts. Hiring, disciplinary action, performance evaluation, and termination To develop an action plan for Hiring, performance evaluation, disciplinary action, and termination, it is important to consider the best practices recommended by the NASW National Association of Social Workers (Bonecutter, 2019). The first goal for hiring should be to ensure that the recruitment process is inclusive, transparent, and fair. This may include establishing

5 clear job requirements, using unbiased selection criteria, and conducting diverse applicant outreach. The second goal for performance evaluation, disciplinary action, and termination should be to prioritize transparency, clear communication, and due process. This may include providing employees with regular feedback, establishing clear performance metrics, and providing opportunities for improvement. In the case of disciplinary action or termination, the process should be communicated and include opportunities for appeal. Additionally, all actions should follow legal and ethical guideline s (Black & Hasan, 2020). Organizations can foster a positive work environment by prioritizing transparency, fairness, and due process in these processes and ensuring that all employees are treated equitably. Maintaining ethics, confidentiality, and liability The ethical principles of social work, such as integrity, competence, and respect for human dignity, should guide all decision-making processes. The theoretical foundation for this model can be based on the Ethics Theory, which emphasizes the importance of moral reasoning and ethical decision-making (Bonecutter, 2019). Leaders and supervisors should ensure that all staff receives regular training on ethical standards, policies, and procedures. Maintaining confidentiality is also a critical aspect of social work practice. Leaders and supervisors should establish clear guidelines for maintaining confidentiality and ensuring that sensitive information is not shared with unauthorized parties. Liability is another important factor to consider. Leaders and supervisors should ensure that they and their staff members know legal and ethical obligations and take steps to minimize risks. Two goals included in this model are to promote ethical decision-making, ensure compliance with legal and ethical standards, and establish clear policies and procedures for maintaining the confidentiality and minimizing liability risks (Bonecutter, 2019). By prioritizing ethics, confidentiality, and liability in social supervision and

6 leadership practices, organizations can ensure that they provide high-quality services while protecting their clients and staff members' rights and dignity. Being a collaborative leader in training supervisees in the effective use of technology. NASW provides resources that can inform the development of a best practices model for training supervisees in the use of technology. The Behavioral Cognitive Theory (CBT) can be utilized as a theoretical foundation for this model, emphasizing the importance of identifying and changing negative thought patterns and behaviors that may prevent supervisees from effectively using technology (Jalal et al., 2017). A collaborative leadership approach can also be adopted, promoting open communication, active listening, and mutual respect between supervisors and supervisees. Two goals that can be included in this model are to provide regular training and support for supervisees in the use of technology and to encourage a culture of continuous learning and innovation in social work practice. By prioritizing collaboration, training, and innovation, leaders and supervisors can empower their supervisees to use technology effectively in service delivery, ultimately leading to better client outcomes. Developing and managing an effective culturally competent practice, including organizational culture and environment. One SMART goal for developing a culturally competent practice could be to increase the number of diverse staff members by 10% within the next 12 months . Two SMART objectives to achieve this goal could be to develop partnerships with local universities to recruit diverse interns and attend job fairs that target diverse populations (Burman et al., 2014). The metrics for evaluating the effectiveness of this goal could be the number of diverse staff members hired and the demographic makeup of the organization. Another SMART goal for managing an effective culturally competent practice could be to increase cultural awareness training for all staff

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7 members by 50% within the next six months. Two SMART objectives to achieve this goal could be identifying training needs through staff surveys and developing a training plan that includes diverse perspectives and experiences. The metrics for evaluating the effectiveness of this goal could be the number of staff members who completed cultural awareness training and feedback from staff members regarding the quality and relevance of the training (Burman et al., 2014). By setting SMART goals, objectives, and metrics, leaders, and supervisors can ensure they take measurable steps to develop and manage an effective, culturally competent practice. Section 2 Goals and objectives related to leadership and technological change in advanced generalist practice. One goal related to leadership could be to develop a strong and effective leadership style that promotes collaboration, innovation, and continuous learning. Two SMART objectives to achieve this goal could be attending leadership training workshops and seminars to improve leadership skills and seeking mentorship from experienced leaders to gain valuable insights and perspectives (Burman et al., 2014). The metrics for evaluating the effectiveness of this goal could include feedback from staff members regarding the effectiveness of leadership and the number of successful initiatives implemented under the new leadership style. Another goal related to technology could be to develop and implement technology-driven solutions to enhance service delivery and communication. Two SMART objectives to aid in achieving this goal could be to assess the current technology infrastructure, identify improvement areas, and develop a technology implementation plan that aligns with organizational goals and values. The metrics for evaluating the effectiveness of this goal could

8 include feedback from staff members and clients regarding the effectiveness of the technology solutions implemented and any improvements in service delivery or communication. In order to intentionally incorporate leadership skills and the use of technology in supervisory skills to promote advanced generalist practice, it is important to develop a comprehensive plan that outlines the specific steps needed to achieve this objective (Black & Hasan, 2020). The plan should include training and development opportunities for supervisors to improve leadership and technological skills, as well as the implementation of technology solutions that align with organizational goals and values. Metrics for evaluating the plan's effectiveness include feedback from staff members and clients regarding the effectiveness of technology solutions implemented and improvements in service delivery or communication. Section 3 Integration of current leadership and technology changes occurring in the profession that create systemic changes toward sustainability. To sustain the leadership and supervisory skills developed through the action plan, it is important to continually seek learning opportunities and actively reflect on one's practice. This can involve attending training and development workshops and conferences, seeking mentorship from experienced leaders, and engaging in regular supervision and feedback sessions (Moratis & Beyne, 2023). It is also important to keep up-to-date with emerging technology and its potential applications in social work practice, as this can enhance the effectiveness and efficiency of service delivery. In order to evaluate the sustainability of leadership and supervisory skills, it is important to use metrics that measure the ongoing development and application of these skills over time. This can include tracking the number of leadership and supervisory roles held, the feedback received from staff members and clients regarding the effectiveness of these roles, and the

9 number of successful initiatives implemented under the new leadership and supervisory approach. Additionally, ongoing evaluation of technology solutions' effectiveness can ensure their sustainability and relevance over time. One way to sustain leadership and supervisory skills is by establishing a supportive and collaborative organizational culture. It can involve creating opportunities for staff members to engage in regular peer supervision and feedback sessions and encouraging ongoing learning and development (Moratis & Beyne, 2023). Another way is to seek out feedback from staff members and clients actively and to use this feedback to improve one's leadership and supervisory approach.

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10 References Black, I., & Hasan, S. (2020). undefined. SSRN Electronic Journal . https://doi.org/10.2139/ssrn.3571281 Bonecutter, F. J. (2019). National Association of Social Workers (NASW). Encyclopedia of Couple and Family Therapy , 2011-2012. https://doi.org/10.1007/978-3-319-49425-8_612 Burman, N. J., Boscardin, C. K., & Van Schaik, S. M. (2014). SMART goal rubric. PsycTESTS Dataset . https://doi.org/10.1037/t48408-000 The creation and development of the social work profession. (2018). Social Work Leaders Through History . https://doi.org/10.1891/9780826146458.0001 Jalal, B., Samir, S. W., & Hinton, D. E. (2017). Undefined. Cognitive and Behavioral Practice , 24 (1), 58-71. https://doi.org/10.1016/j.cbpra.2016.03.001 Moratis, L., & Beyne, J. (2023). Experiencing sustainability: Developing students’ global leadership skills. The Bloomsbury Handbook of Sustainability in Higher Education . https://doi.org/10.5040/9781350244375.ch-004 Travers, C. J. (2022). Reflective goal setting for leader personal development. Reflective Goal Setting , 165-176. https://doi.org/10.1007/978-3-030-99228-6_12

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