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Background of the Client
Human beings should always address the challenges affecting their lives. This approach will make it easier for them to succeed in life. The targeted individual for this exercise is my brother. The name of my brother is Richard. My brother is a team leader in his organization. However, Richard’s team has been unable to achieve its goals. The team has been facing several challenges. Some of these obstacles include “increased level of absenteeism, ineffective communication, and high employee turnover” (Western, 2012, p. 19). My brother has been unable to change most of the obstacles affecting his team. Richard has exhausted most of his competencies. This situation explains why a powerful mentoring program is required to support Richard’s needs.
Richard wants his team to focus on targeted goals. He also requires the best incentives to improve his competencies. Richard’s team has also been unable to achieve most of its potentials. Richard also wants to support the needs of his teammates. He also wants to improve his skills to become a good leader. I will use the three stages of the Skilled Helper Model to empower Richard. These three approaches focus on “the current situation, the preferred situation, and the best action plan” (Western, 2012, p. 47). This model will make it easier for Richard to address the needs of his team.
Brainstorming the Best Solutions
The important thing is to come up with creative solutions. Such solutions will address the problems affecting Richard’s team. The first approach is “to establish a powerful mentor-client relationship” (Nash, Sproule, & Horton, 2009, p. 232). This relationship “makes it easier for mentors to understand the issues affecting their clients” (Western, 2012, p. 62). This relationship also establishes a sense of trust between mentors and their clients. Mentors should use the best competencies to produce the best relationship (Western, 2012). This relationship “makes it easier for mentors to acquire the best information from their clients” (Western, 2012, p. 71). The client-mentor relationship made it easier for me to ask several questions. I used the questions to support Richard’s needs. I asked the following questions to understand the obstacles affecting Richard’s team:
- What are the major challenges affecting your team?
- What strategies have you used to support different members of the team?
- What strengths and practices do you think can transform the team?
- What practices do you think can produce the best outcomes?
- What strategies can support your career goals?
These questions made it easier for me to understand the problems affecting Richard’s team. Richard presented quality answers to the above questions. To begin with, Richard mentioned a few challenges that were affecting his team. Some of these challenges included “absenteeism, poor communication, and lack of cooperation” (Nash et al., 2009, p. 234). Richard had tried to use some leadership strategies to address the challenges affecting the team. Richard believed strongly that a proper mentoring strategy would produce the best goals (Nash et al., 2009). He also used a powerful training program to reshape the behaviors of his teammates. The client was ready to use the best evidence-based practices. Such practices would improve his career goals.
Richard believed strongly that a powerful Change Model (CM) could transform the needs of his team. These answers made it easier for me to formulate the best mentoring strategy. The main objective was to ensure Richard achieved the best outcomes. The mentoring program would encourage Richard to support the needs of his team (Connor & Pokora, 2012). This realistic goal would support the client’s goals.
Strategies to Achieve the Targeted Goal
The Skilled Helper Model makes it easier for mentors to address the problems affecting their clients. From the above questions, I observed that Richard was unable to support the needs of his team. He was also unaware of the major issues affecting his team. Such issues were making it impossible for the team to achieve its objectives. The first strategy was to formulate the best client-mentor relationship. I also encouraged Richard to read more books and articles. This practice would equip him with new competencies. I encouraged him to work hard to achieve the best outcomes (Connor & Pokora, 2012). We also analyzed some of the best training campaigns that can Richard’s team. The issue of diversity was a major challenge affecting Richard’s team. The “absence of diversity makes it impossible for different individuals to interact effectively” (Connor & Pokora, 2012, p. 49).
Richard was happy to be part of the mentoring process. We also analyzed the benefits of the internet. I encouraged the client to read many articles to acquire the best skills. Richard was ready to support the issue of diversity. We also created a unique strategic plan to achieve the best outcomes. The first approach was to have an appropriate vision. The objective was to ensure the targeted team succeeded within the shortest time possible (Nash et al., 2009). I encouraged Richard to “embrace the best organizational skills, such as communication competencies, decision-making approach, and problem-solving” (Connor & Pokora, 2012, p. 89). I also encouraged Richard to become a team player. This practice has “the potential to address most of the problems affecting the targeted team” (Connor & Pokora, 2012, p. 65).
Summary: Where Richard Should Go
Richard should use an effective Strategic Plan to achieve the best goals. This plan will make it easier for Richard to redefine his objectives. I also encouraged Richard to embrace the best ethical practices. Such aspects will ensure every person gets the best support from the team. Richard should use a powerful leadership strategy. This leadership strategy will ensure every person focuses on the best outcomes (Western, 2012). A Collaborative Approach (CA) can also produce positive outcomes. I encouraged Richard to interact with his teammates. This practice can make his team profitable.
After completing this mentorship program, Richard should formulate a powerful training strategy for his team. This strategy will ensure every teammate acquires new skills. The targeted mentorship program will ensure every person acquires new competences. A powerful Change Model (CM) will ensure every person embraces new practices. The CM can also tackle the challenges affecting the team’s goals (Connor & Pokora, 2012). It is agreeable that Richard was not facing a major problem. The important thing was to empower every teammate. A powerful CM will make it easier for the team to formulate new goals. These practices will support Richard’s expectations. I also encourage Richard to continue reexamining his competencies after every month. The practice will eventually support his professional and personal goals.
Connor, M., & Pokora, J. (2012). Coaching and Mentoring at Work: Developing Effective Practice. New York, NY: Open University Press.
Nash, C., Sproule, J., & Horton, P. (2009). Excellence in Coaching: The Art and Skill of Elite Practitioners. Research Quarterly for Exercise and Sport, 82(2), 229-238.
Western, S. (2012). Coaching and Mentoring: A Critical Text. New York, NY: Sage.