- 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
2.2 Theories and models of professional supervision and developing policies
Course: NVQ Level 5 Diploma In Leadership & Management for Adult Care
Unit 6: Professional Development, Supervision & Performance Management
LO2: Understand the purpose of supervision in adult care
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2.2 Theories and models of professional supervision and developing policies
There are a number of different theories and models of professional supervision, each with its own advantages and disadvantages. One model that has been shown to be particularly effective is the supervisory coaching model, which focuses on helping supervisors develop the skills they need to provide effective support and feedback to their staff.
Another popular model is the developmental model, which emphasizes the importance of providing support and guidance to supervisees as they progress through their careers. This model can be particularly useful in ensuring that supervisees are adequately prepared for roles of greater responsibility.
Ultimately, the most important factor in developing effective policies around professional supervision is choosing a model that fits the specific needs of your organization.
The supervisory coaching model is a model that places an emphasis on supervisors’ abilities to provide effective support and feedback to their supervisees. The focus of the model is not only on individual supervision sessions but also regular team meetings as well as ongoing training and education for all staff members including supervisors.
The developmental model emphasizes the importance of providing support and guidance to supervisees as they progress through their careers. This model can be particularly useful in ensuring that supervisees are adequately prepared for roles of greater responsibility.
The decision-making model is a model of professional supervision which emphasizes the importance of supervisors’ abilities to make good decisions about what tasks should be delegated to supervises, how staff members’ contributions will be evaluated and what kind of feedback they should receive.
The situational model emphasizes the need for supervisors to understand their specific situations, including staff members’ developmental levels, their strengths, and areas for improvement, as well as organizational norms related to professional development.
Professional supervision is a relatively new field that has been influenced by a number of different models, theories and research findings. The most important factor in developing effective policies around professional supervision is choosing a model that fits the specific needs of your organization.
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