Post by Ginny Andrews on May 13, 2021 0:28:29 GMT
1. Identify area/process I want to improve my leadership skills:
Based on the results of the 360 assessment and discussions I have had with staff, I want to improve my leadership skills by better supporting them as they learn new skills. They are fairly new to their roles and have had many questions about their specific duties. My feedback to them has not been consistent. I know that their growth and development is dependent upon my ability to lead them and support their needs. And I know that I need to seek out feedback from them to see what they require for supports.
2. Identify a small test of change:
For my last PDSA I started holding regularly scheduled team meetings that I then documented with notes/minutes from each meeting. From there, I have expanded to holding weekly supervisions with each of my staff using a standardized list of questions. Most of the questions are about their understanding of the individual job functions for their position. What are your short-term goals? How are you handling workload? Are there any areas of your role or your current identified tasks which you are not clear about?
3. Prediction – what do I think will happen?
I anticipate that our team will become stronger, and staff will be more confident in their abilities as they will have been provided a structure and time to check in and clarify any questions they have and provide better direction for them in their new roles.
4. Measure it:
The measurement for this is simply asking them at the end of our meeting for a basic rating “After our meeting today, on a scale of 1-5, how confident are you that you understand the expectations of your job?”
5. Do it- small test:
I have been using the standard list of questions for the past 2 weeks and introduced the final rating question during this week’s supervisions. One staff rated her clarity of expectations as a 3 and one as a 4. They both agreed that it is valuable to continue meeting this way each week.
6. Was my prediction correct?
I will need to continue the weekly supervisions and compare results of their confidence levels to really know if the prediction is correct. I hope to see that over time—both report a confidence level of 5.
7. What is next?
We will continue to meet for weekly team meetings, and I will meet individually with staff for supervisions—asking them to rate confidence level after each meeting. As we continue to grow this team, it is even more critical to ensure that everyone understands their role and expectations to the fullest.
Based on the results of the 360 assessment and discussions I have had with staff, I want to improve my leadership skills by better supporting them as they learn new skills. They are fairly new to their roles and have had many questions about their specific duties. My feedback to them has not been consistent. I know that their growth and development is dependent upon my ability to lead them and support their needs. And I know that I need to seek out feedback from them to see what they require for supports.
2. Identify a small test of change:
For my last PDSA I started holding regularly scheduled team meetings that I then documented with notes/minutes from each meeting. From there, I have expanded to holding weekly supervisions with each of my staff using a standardized list of questions. Most of the questions are about their understanding of the individual job functions for their position. What are your short-term goals? How are you handling workload? Are there any areas of your role or your current identified tasks which you are not clear about?
3. Prediction – what do I think will happen?
I anticipate that our team will become stronger, and staff will be more confident in their abilities as they will have been provided a structure and time to check in and clarify any questions they have and provide better direction for them in their new roles.
4. Measure it:
The measurement for this is simply asking them at the end of our meeting for a basic rating “After our meeting today, on a scale of 1-5, how confident are you that you understand the expectations of your job?”
5. Do it- small test:
I have been using the standard list of questions for the past 2 weeks and introduced the final rating question during this week’s supervisions. One staff rated her clarity of expectations as a 3 and one as a 4. They both agreed that it is valuable to continue meeting this way each week.
6. Was my prediction correct?
I will need to continue the weekly supervisions and compare results of their confidence levels to really know if the prediction is correct. I hope to see that over time—both report a confidence level of 5.
7. What is next?
We will continue to meet for weekly team meetings, and I will meet individually with staff for supervisions—asking them to rate confidence level after each meeting. As we continue to grow this team, it is even more critical to ensure that everyone understands their role and expectations to the fullest.
