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Instructions:
A Plan For Professional Development
Scenario
It’s time for your weekly check-in with Elena, and you have some new information about her to give. When you’ve given Elena feedback in the past, she’s been irritated, and the conversation has gotten a little stale. You’re determined to take a different approach to this topic.
Elena is an excellent employee in general. She is intelligent, dedicated, and enthusiastic about her work. She has, however, allowed her emotions get the best of her with her coworkers on multiple instances. You’ve seen it happen in a few team meetings, but you’ve also heard from a number of employees who say she loses her cool with them when trying to solve problems.
Elena claims that she becomes irritated with her coworkers because she is overworked and believes that others are putting too much on her plate. This is affecting her mood as well as her visible frustrations in her contacts. Utilizing tools such as self-awareness, social awareness, self-management, relationship management, time management, and metacognition, you and Elena should collaborate to establish acceptable time management and communication strategies for dealing with her coworkers.
Instructions
You completed the pre-simulation scenario at the start of this course. Now it’s time for Elena to do your last scenario simulation (post-simulation). Try again to have a conversation with Elena by exhibiting the abilities you’ve acquired in this course. Document your engagement with Elena and give a coaching plan for her continued professional development after you’ve done the post-simulation.
The sessions must be scheduled at least two weeks in advance. As a result, you’ll need to plan ahead for your simulation sessions.
Part 1: Read over the Post-Simulation Information document. Complete Elena’s final scenario simulation.
Information Sheet for Post-Simulation
Part 2: Keep a record of your interactions with Elena for future reference. The data will be used to build coaching recommendations for Elena’s professional development and advancement. The following information should be included in your documentation:
Give a synopsis of what Elena and you talked about and how she reacted.
Determine Elena’s main concerns.
Elena will execute the coaching recommendations in the next 30 days, including a time management strategy and suggestions for improving her level of awareness in her communication with her coworkers.
Provide examples for each of the following points to show how the six competencies listed below are relevant to your conversation with Elena:
Self-awareness Give an example of how you used the emotional intelligence component of self-awareness in your conversation with Elena as Elena’s manager.
Provide instances of how Elena can use social awareness to improve her interactions with her coworkers.
Provide suggestions for how Elena might better regulate her emotions in her dealings with her coworkers.
Relationship management Give instances of how Elena might improve her relationship-management technique with her coworkers.
Time management Identify Elena’s time-management concerns and describe how they have harmed her personal stress level and her relationships with her coworkers.
Explain the importance of metacognition in your coaching interaction with Elena as a manager. As you decide on Elena’s recommendations and next steps, provide detailed examples of your thought process.
RUBRIC |
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Excellent Quality 95-100%
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Introduction
45-41 points The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned. |
Literature Support 91-84 points The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned. |
Methodology 58-53 points Content is well-organized with headings for each slide and bulleted lists to group related material as needed. Use of font, color, graphics, effects, etc. to enhance readability and presentation content is excellent. Length requirements of 10 slides/pages or less is met. |
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Average Score 50-85% |
40-38 points More depth/detail for the background and significance is needed, or the research detail is not clear. No search history information is provided. |
83-76 points Review of relevant theoretical literature is evident, but there is little integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are included. Summary of information presented is included. Conclusion may not contain a biblical integration. |
52-49 points Content is somewhat organized, but no structure is apparent. The use of font, color, graphics, effects, etc. is occasionally detracting to the presentation content. Length requirements may not be met. |
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Poor Quality 0-45% |
37-1 points The background and/or significance are missing. No search history information is provided. |
75-1 points Review of relevant theoretical literature is evident, but there is no integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are not included in the summary of information presented. Conclusion does not contain a biblical integration. |
48-1 points There is no clear or logical organizational structure. No logical sequence is apparent. The use of font, color, graphics, effects etc. is often detracting to the presentation content. Length requirements may not be met |
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A Plan For Professional Development