Reference no: EM133458853

Question: Compare and contrast the respective leadership strategies and offer constructive criticism of the advice and recommendations of the following:

Case Study: Working in the human service profession certainly calls for leadership strategies. Nothing stays the same in human services because as times change people and their needs change. Due to this it is very important to be able to implement change and present it in a positive way. Change really never is easy whether it is good or bad and this is where having good leadership strategies is important. According to Guerrero et al., (2014), the readiness-for-change framework is commonly used to assess program resources and climate as well as staff motivation and attributes to explain the process of exposing, adopting, implementing, and sustaining new practices. As organizations and people in the human service profession aspire to help people who need guidance and resources to function as best, they can the implementation of new practices should be constant.

For a leader to implement a change that can be viewed as positive it should be done with positive peer influence, opportunities for professional growth and staff training to keep professionals knowledgeable of the population they are serving (Guerrero, 2014). Not only should a leader push for their staff to remain profession, provide quality services and remain knowledgeable of their job a leader should lead by example and do the same. I feel that staff are more susceptible of change when it not only affects them but leadership as well. When staff can see their leaders step out of their comfort zone to makes things better for the organization as a whole and the people being serviced it does make a difference.

I feel that as a leader we can never think of it as "I". We must keep a team mentality and I realize that as a leader I am only as strong as the weakest link within my organization. In knowing this I would push for growth and opportunity for all aspects of my organization, and I would start with my staff. Staff that feel appreciated are a lot more motivated to go the extra mile than staff that does not feel appreciated. Happy staff also provide better services. Guerrero et al., (2014) states that programs with higher motivational readiness and an organizational climate supportive of change are more likely to coordinate with mental health and public health care. This suggests that an organization that functions exemplary are more likely to link clients to the services that are needed.