ILM Level 5: High Performance Leadership
A Leadership Log
ILM Level 5 – High Performance Leadership
Table of Contents
1. Introduction 3
2. How we undertook our Action Learning Set 3
3. Personal Learning Objectives 3
3.1. To Increase My Credibility and Trust as a Leader 3
3.2. To create a more honest feedback culture within the services I manage, in-order to hold people more effectively to account 4
3.3. To ensure the team that I manage has “aligned systems” that are meaningful and owned by staff 5
4. Conclusion 6
5. References 7
6. Appendix 1 – [Action Learning Set Contract] 8
7. Appendix 2 – [Action learning Set Record] 9
8. Appendix 3 – LQ2 - Leadership Quotient Document 26
1. Introduction
The following leadership log aims to provide a written reflective account of significant …show more content…
Approach but note ‘what would be better is more detailed email communication and instructions’
Rebutt sparse emails asking for more clarification on instruction trying not to take on their issues so as to keep a level of separation from the issue and providing guidance to help the person who raised the issue with tools to change the outcomes and feedback themselves
Feedback, right time/ right place
Communication ‘insufficiently advising’, sparse direction in leadership. Impact –unsure of goals - clear Terms of Reference required, Operational Leads may need guidance.
What would be even better is –
‘if your e-mails were more than three words!!’. Encourage others to give her the feedback instead of telling me.
Elaine
Year into service review, reactions have been as expected – poor
Anger and demotivation with a select few
Knowing you have a role in that change
Less posts, access point, old model, levels of asylum/systems/navigate and support lead on mainstream – down from 3000 p/a to 500 new …show more content…
Lazarus and Folkman 's interpretation of stress focuses on the transaction between people and their external environment (known as the Transactional Model). The model contends that stress may not be a stressor if the person does not perceive the stressor as a threat but rather as positive or even challenging. Also, if the person possesses or can use adequate coping skills, then stress may not actually be a result or develop because of the stressor. The model proposes that people can be taught to manage their stress and cope with their stressors. They may learn to change their perspective of the stressor and provide them with the ability and confidence to improve their lives and handle all of types of
ILM Level 5 – High Performance Leadership
Table of Contents
1. Introduction 3
2. How we undertook our Action Learning Set 3
3. Personal Learning Objectives 3
3.1. To Increase My Credibility and Trust as a Leader 3
3.2. To create a more honest feedback culture within the services I manage, in-order to hold people more effectively to account 4
3.3. To ensure the team that I manage has “aligned systems” that are meaningful and owned by staff 5
4. Conclusion 6
5. References 7
6. Appendix 1 – [Action Learning Set Contract] 8
7. Appendix 2 – [Action learning Set Record] 9
8. Appendix 3 – LQ2 - Leadership Quotient Document 26
1. Introduction
The following leadership log aims to provide a written reflective account of significant …show more content…
Approach but note ‘what would be better is more detailed email communication and instructions’
Rebutt sparse emails asking for more clarification on instruction trying not to take on their issues so as to keep a level of separation from the issue and providing guidance to help the person who raised the issue with tools to change the outcomes and feedback themselves
Feedback, right time/ right place
Communication ‘insufficiently advising’, sparse direction in leadership. Impact –unsure of goals - clear Terms of Reference required, Operational Leads may need guidance.
What would be even better is –
‘if your e-mails were more than three words!!’. Encourage others to give her the feedback instead of telling me.
Elaine
Year into service review, reactions have been as expected – poor
Anger and demotivation with a select few
Knowing you have a role in that change
Less posts, access point, old model, levels of asylum/systems/navigate and support lead on mainstream – down from 3000 p/a to 500 new …show more content…
Lazarus and Folkman 's interpretation of stress focuses on the transaction between people and their external environment (known as the Transactional Model). The model contends that stress may not be a stressor if the person does not perceive the stressor as a threat but rather as positive or even challenging. Also, if the person possesses or can use adequate coping skills, then stress may not actually be a result or develop because of the stressor. The model proposes that people can be taught to manage their stress and cope with their stressors. They may learn to change their perspective of the stressor and provide them with the ability and confidence to improve their lives and handle all of types of