DEVELOPING A VISION
As a frontline manager, your vision for the sector is important.
Think about your current situation:
- What are some characteristics of the workforce that could be improved (e.g. level of training, type of employment, general expectations of support work)?
- Can you describe worker behaviours that regularly cause problems?
- Are there participant needs for which there are no ready solutions?
What would a more professional workforce look like?
- What extra benefits would it offer participants? How would it affect levels of:
- participation and control
- How would the worker’s role change? Think about:
- demands and stress levels
- How would the manager’s role change? Think about:
- demands and stress levels
- change in status or perception of role
What do your workers think about greater professionalisation? What does it look like?
What does that mean for your role as a manager? How does their vision work with your vision?
DEVELOPING A PLAN
Consider the strategies offered in this chapter (under WHAT CAN MANAGERS DO?). Some will appeal to you, some won’t. Ask yourself why they don’t appeal:
- Because I don’t have that kind of relationship with staff.
- I can’t have that kind of relationship with workers (structural issues)
- That kind of strategy doesn’t suit my personality or management style.
What are you missing out on by not using those strategies?
What can you do about it?