- 2.4 Reviewing available information and making valid decisions
- 2.3 Using factual data, recommendations, suggestions, and ideas in a logical and purposeful manner to inform decision making
- 1.4 Strategies for keeping aware of own stress levels and for maintaining wellbeing
- 1.1 Elements of management decision-making
- Unit 10- Decision Making in Adult Care NVQ Level 5
- 1.2 Values, belief systems, and experiences affecting working practice
- 2.4 Adapt communication in response to the emotional context and communication style of others
- 1.1 Emotions affecting own behavior and the behavior of others
- 2.2 Providing support to engage others in the decision-making process
- 2.1 Evaluating range, purpose, and situation for effective decision making
- 4.3 Prioritize own development goals and targets
- 4.4 Use personal and professional development planning
- 4.2 Establish own learning style
- 4.1 Evaluate own knowledge and performance
- 4.2 Ways in which team members are supported to understand their role in safeguarding children and young people from danger, harm, abuse, or exploitation.
- 4.1 Reasons adult care practitioners need to be aware of national and local requirements that seek to ensure the safety and wellbeing of children and young people.
- 3.7 Demonstrate ways of assessing the effectiveness of risk management practice
- 3.6 Demonstrate positive approaches to risk assessments
- 3.5 Revise plans to take account of changing circumstances
- 3.4 Delegating responsibilities to others
5.4 Implement systems to support team members to work towards personal and team objectives and monitor progress
Course: NVQ Level 5 Diploma In Leadership & Management for Adult Care (RQF)
Unit 1: Leadership & Management in Adult Care
LO5: Manage team working
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5.4 Implement systems to support team members to work towards personal and team objectives and monitor progress
To demonstrate that you are effective at supporting your team members, this assessment criterion requires the demonstration of systems used for personal and work-team objectives. These include monitoring progress towards these goals as well as implementing corrective action plans when necessary so they can continue working productively without frustration or disengagement.
There are a few key things to keep in mind when creating systems to support team members in their work towards personal and team objectives. First, it’s important to make sure that everyone on the team is aware of the system and knows what they need to do in order to participate. Second, it’s important to track progress and make sure that everyone is staying on track. Finally, it’s important to provide feedback and corrective action when necessary. By following these guidelines, you can create a system that will help your team achieve its goals while remaining accountable for its actions.
Enable team members to match their personal goals to the overall objectives of the service
One way to make sure that your team members are working towards their personal goals is by creating a system of regular one-on-one meetings. These should be conducted on a recurring basis, whether it’s weekly or monthly, depending on the dynamics of the team.
During these meetings, you should set aside time for each individual on the team to discuss their responsibilities, how they are proceeding with their tasks, and what any roadblocks might be. If there is a problem that’s preventing them from achieving certain milestones, you should take time at this meeting to get input from the individual on possible solutions. After the meeting concludes, assign due dates for all of the agreed-upon actions so there is a timeline for follow-up.
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Support individuals to contribute to meeting team/service objectives
One of the easiest ways to support team members in their personal goals is with timely and constructive feedback. This means making sure that individuals are aware when they are doing an excellent job or when there are areas for improvement. When this feedback is provided in a positive way, it helps the individual to feel better about their own performance while also supporting them in their work towards team objectives.
In addition to timely and constructive feedback, you should also support individuals by giving them opportunities to contribute when they are able. When there are certain tasks that need to be completed which don’t necessarily require the most experience, you should ask team members to volunteer for these activities. This will help them feel like they are part of the team’s collective effort and also learn additional skills in the process.
Monitor progress towards meeting the individual/service objectives
One of the most important parts of creating a system to support team members is checking in regularly and ensuring that they are making progress towards their goals. This could be as simple as conducting individual meetings or dividing up tasks for certain milestones, but it should always involve some form of check-in before the next milestone. After an agreed-upon time interval, you should discuss the progress made towards individual objectives and if there are any areas that need more attention.
If the individual has been unable to achieve some of their milestones, you should take time during check-in to review any problems that have occurred and discuss solutions. If there are no issues preventing them from making progress, they should receive praise for a job well done. This way it’s clear what they need to do in order to get ahead and how they can receive positive reinforcement for a job well done.
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