Frequently, managers attend training with the intent of returning to the office and implementing new ideas learned. However, upon return, reality is that all good intentions to implement these new ideas and practice are overcome by everyday job responsibilities. By incorporating individual coaching as part of leadership development training, participants will have a greater chance of implementing what they learn. Studies have shown that coaching can deliver a high return on investment and can be vital to assisting managers achieve greater levels of success, happiness and fulfillment. The overall goal is to enhance individual capacity through the development of skills and knowledge which will result in enhanced operational effectiveness.
This paper describes a leadership training/coaching model for upper management in the child welfare system that combines leadership core competency content, individual coaching, and evaluation to assist manager’s transfer of learning and make positive change to child welfare operations and families. Individual coaching will assist managers to lead from a strength based management perspective and enhance their individual leadership/management skills. The ultimate goal is that the training/coaching/evaluation model will transfer from Manager to Supervisor, Supervisor to Social Worker and from Social Worker to the families served (Poertner, 2006).
|Keywords:||Coaching and Training, Leadership Training, Management Training, Child Welfare Management Training|
Assistant Professor, Social Work, University of Hawaii, Honolulu, Hawaii, USA
Training Specialist, Social Work, University of Hawaii, Hononlulu, Hawaii, USA
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