Take the opportunity to
reflect specifically on Yukl's material on pages 63 through 72, Supportive
Behavior
Supportive leadership
(or “supporting”) includes a wide variety of behaviors that show consideration,
acceptance, and concern for the needs and feelings of other people. Supportive leadership
helps to build and maintain effective interpersonal relationships. A manager
who is considerate and friendly
toward people is more likely to win their friendship and loyalty. The emotional ties that are
formed make it easier to gain cooperation and support from people on whom the
manager must rely to get the work done. It is more satisfying to work with
someone who is friendly, cooperative,
and supportive than with someone who is cold and impersonal, or worse, hostile,
and uncooperative (Yukl, 2013).
Guidelines for
Supporting
·
Show acceptance and
positive regard.
·
Provide sympathy and
support when the person is anxious or upset.
·
Bolster the person’s
self-esteem and confidence.
·
Be willing to help with
personal problems.
Guidelines for Developing
Subordinates
·
Show concern for each
person's development.
·
Help the person identify
ways to improve performance.
·
Be patient and helpful
when providing coaching.
·
Provide helpful career
advice.
·
Help the person prepare
for a job change.
·
Encourage attendance at
relevant training activities.
·
Provide opportunities to
learn from experience.
·
Encourage coaching by
peers when appropriate.
·
Promote the person’s
reputation.
Recognizing
Recognizing involves
giving praise and showing appreciation to others for effective performance,
significant achievements, and important contributions to the organization.
The primary purpose of recognizing, especially when
used with subordinates, is to strengthen desirable behavior and task commitment.
Recognizing is primarily a relations behavior, but like developing, it can
contribute to the attainment of task objectives as well. Three major forms of recognizing are praise,
awards, and recognition ceremonies.
Assuming that these
leadership behaviors are appropriate at all levels of organizations; I do a fairly
good job of using these tactics with my Work Experience Students. In my role, it is extremely important to give
positive constructive feedback, coach, encourage, support and recognize
individuals for all progress, no matter how small!
I’ve found that the
students respond positively and in turn actually WANT to come to ‘work’. That is what I aim for, a positive experience
that they actually want to come and
do every day! All students met 2 out of
3 goals set for them in the beginning of the year, this is big! These two things alone give me plenty of
reason and cause to keep these tools close and use often because I want to
engage the participants in my program!
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