LEADING INNOVATION AND CHANGE AND MANAG
LEADING INNOVATION AND CHANGE AND MANAGING IMPROVEMENT
Learning outcome/ Section 2: Be able to propose innovation solutions to improve organisation performance
AC 2.1: Assess an opportunity for innovation and improvement in own organisation
As already discussed in Section 1, business productivity and change cannot occur without effecting people’s psychology to effect change. I initially felt that supervision would be fundamental to addressing and identify issues to allow reflection to plan a way forward to address issues, such as, performance management, productivity, effectiveness and understanding the views of the individuals to effect and improve individuals and team goals, and linking this to the business plan. This approach I felt would assist in establishing the individual’s goals to reaching and exceeding key performance indicators, such as completing assessments within timescales, as communication would be flowing in respect of planning and execution, as change can only be effectively implemented through proper planning and communication (Peter, 2006)
“For supervision to be effective it needs to combine a performance management approach with a dynamic, empowering and enabling supervisory relationship. Supervision should improve the quality of practice, support the development of integrated working and ensuring continuing professional development” (pg 141, Tilmouth &Quallington, 2012).
An example of this is ensuring workers understand why performance targets are in place. For example if a worker is told they have to have a assessment completed within a specific time but are given no reason for this then their motivation to complete the requested assessment does not occur. However, if you explain that delay in assessments create delays in services that are provided for children, and this could have a detrimental impact. This therefore gives reason and creditability to a worker which gives meaning and this can result in the work being completed
Learning outcome/ Section 2: Be able to propose innovation solutions to improve organisation performance
AC 2.1: Assess an opportunity for innovation and improvement in own organisation
As already discussed in Section 1, business productivity and change cannot occur without effecting people’s psychology to effect change. I initially felt that supervision would be fundamental to addressing and identify issues to allow reflection to plan a way forward to address issues, such as, performance management, productivity, effectiveness and understanding the views of the individuals to effect and improve individuals and team goals, and linking this to the business plan. This approach I felt would assist in establishing the individual’s goals to reaching and exceeding key performance indicators, such as completing assessments within timescales, as communication would be flowing in respect of planning and execution, as change can only be effectively implemented through proper planning and communication (Peter, 2006)
“For supervision to be effective it needs to combine a performance management approach with a dynamic, empowering and enabling supervisory relationship. Supervision should improve the quality of practice, support the development of integrated working and ensuring continuing professional development” (pg 141, Tilmouth &Quallington, 2012).
An example of this is ensuring workers understand why performance targets are in place. For example if a worker is told they have to have a assessment completed within a specific time but are given no reason for this then their motivation to complete the requested assessment does not occur. However, if you explain that delay in assessments create delays in services that are provided for children, and this could have a detrimental impact. This therefore gives reason and creditability to a worker which gives meaning and this can result in the work being completed