Categories
Other / Discussion questions

Directive leadership- leaders assume personal responsibility for making major decisions and then act as a taskmaster to get things done.

Brody explains that individuals may have their own predispositions toward one or more leadership style.
Self-Awareness:
1. Which type(s) of leadership are you most inclined to use or which do you most often use in a current leadership role? You can use work, family, friends, community groups, recreational teams, etc. to respond. If you are not currently in any leadership role, which leadership style do you feel you would be most prone to use?
*Please use the four questions on p. 15 for diagnosing your leadership style as a guide for further reflection of your response.

Leadership Styles (p.4):
Directive leadership- leaders assume personal responsibility for making major decisions and then act as a taskmaster to get things done. Although they may occasionally ask questions or allow limited dialogue, there is no doubt that the decision is essentially and primarily theirs. They prefer to “take charge.” They see themselves functioning as an orchestra conductor, calling on staff to harmoniously achieve a desired result.
Participative leadership- leaders present ideas and invite feedback from staff. They want to retain final decision-making authority, but they also want their employees to suggest alternative solutions.
Delegative leadership- derive considerable satisfaction from giving decision-making responsibilities to their staff. If they participate in the decision-making process, they are comfortable in assuming no more authority than other members of the group.
Diagnosing Your Leadership Style (p. 16):
1. What is my predominant style (directive, participative, or delegative) of leadership? Are there clear benefits from using this style? Are there negative side effects? Thinking back to particular instances, have I matched the right style with the situation at hand? In the future, should I consider testing other styles?
2. Of the possible managerial challenges or flaws, do I see myself manifesting any of them in my own leadership behavior? If so, should I make efforts to modify my attitudes or behavior to increase my effectiveness? Are there times when some of these limitations may actually be useful and necessary?
3. In the review of leadership competencies, which ones do I exhibit? Is it within my capacity to strive for others? If so, can I find some safe ways to test an underdeveloped competency? If not, can I find others who can complement my strengths?
4. Which of the emotional intelligence attributes do I consider to be well developed? Which attributes do I need to develop further?
Only use this textbook –
Brody, R.& Nair, M. (2014). Effectively Managing and Leading Human Service Organizations. Thousand
Oaks, CA: Sage Publications.

Categories
Other / Discussion questions

-vision (3-5 years)

Page 1-
Determining the Mission
Research human services agencies that exist in your community. Discuss a major service gap in your community where there seems to be little or no resources available. Create a mission statement for a new agency that would seek to address this issue in the community. Refer back to text page 23 on how to develop an effective mission statement.
Student Response: Do you agree or disagree with the lack in services reported by your fellow students?
If you agree, please discuss how their mission statement could improve to best meet that community need and what specific services are most needed to serve that population.
If you disagree, please discuss additional resources/information that you found that indicated that their are more or sufficient resources available in our community. If the community need is not due to lack resources, then how can the service delivery system be improved to better use available resources?
Page 2
Using the same mission statement you created for the Determining the Mission discussion, let’s expand on that by looking at goal setting.
On page 29, Brody outlines elements of a publish plan:
-Mission
-Vision (3-5 years)
-Goals (3-5 years)
-Internal strengths and weaknesses and external opportunities and threats (SWOT)
-Critical issues
-Actions for each critical issue
-Accountability and timetable for each critical issue

Please expand on the mission statement you have created by also creating a vision of the organization and goals to be accomplished [in three to five years].
When creating a vision, we ask ourselves one of the four fundamental questions (Brody), which is “What business do we want to be in a few years down the road?” You can find other considerations for creating a vision statement on p. 25 as a reference.
When goal setting, please include two goals for the organization for the first three to five years.
For example, if your organization seeks to provide employment assistance, a goal could be to provide better access to services and streamline the referral process by working directly with the Department of Labor (DOL). A measurable way to know if you have met that goal could be to have a formal memorandum of understanding (MOU) in place to coordinate referrals with the DOL and then track the percentage of program participants that were referred by the DOL.
Many organizations also set goals to increase funding to expand services, serve more community members, hire more staff, etc.. If you use the example of seeking funding opportunities, please be specific about how you will seek funding and what additional services and/or staff you were looking to add.
only use textbook-
Brody, R.& Nair, M. (2014). Effectively Managing and Leading Human Service Organizations. Thousand
Oaks, CA: Sage Publications.

Categories
Other / Discussion questions

Do you agree or disagree with the contrast drawn by brody of a manger versus a leader?

Do you agree or disagree with the contrast drawn by Brody of a manger versus a leader? Please either agree and add or explain why you disagree.
Leader- innovator, has a long-range perspective, challenges the status quo, and “does the right thing.”
Manager- “Does things right,” maintains the status quo, has a short-range perspective, and focuses on structures and systems.
[Chapter 1, Page 3]
Only use this Textbook-
Brody, R.& Nair, M. (2014). Effectively Managing and Leading Human Service Organizations. Thousand
Oaks, CA: Sage Publications.

Categories
Other / Discussion questions

Only use this textbook: nystul, michael.

1. Read the Personal Note story on page 7 in the textbook. Explain what narrative counseling and/or narrative repair is and how it played a benefit for the the client, “Pat.”
2. Review the 14 counselor qualities listed on pages 9-11. Choose one that stands out to you and describe why you think it is an important quality for a counselor to have. There is no right or wrong answer for this part of the assignment.
3. An emerging trend in mental health counseling is referred to as Single Session Therapy (SST) which is similar to brief counseling approaches. Based on the description found on page 26 along with the guidelines found on page 27, what do you think is a benefit of the model and what do you think is a negative attribute of the model?
Remember, you must include and type out a quote(s) with quotation marks and terminology from the textbook in order to receive credit. Your response to the assignment must be 400 word minimum.
Only use this TEXTBOOK: Nystul, Michael. (2019). Introduction to Counseling: An Art and Science Perspective (6th Edition). Cognella Academic Publishing.