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A critical element of program and/or organizational success lies in the quality and capacity of the leadership within that organization.

There is a direct and inextricable link that exists between quality leadership, good practice decisions and preferred outcomes for clients.

Therefore, organizational capacities and preferred outcomes can only be fully achieved when the capacities of the leaders and the employees they support within that organization are realized and optimized, to the greatest extent possible.

The following represent the guiding priorities of a Responsive Leadership Approach to supervision and management. In order to achieve optimal leadership quality and effectiveness, to positively impact employee motivation, engagement, commitment, and overall performance, a responsive approach to leadership must:

  • Focus on the mechanism of supervision and management (the dyadic interface) as the primary area for leadership development,

  • Make quality leader-member relationships an essential focus,

  • Promote the operationalization of Trust, Integrity, Empathy and Respect to enhance the meaning and value of a quality leadership experience,

  • Emphasize interpersonal and communication skills development,

  • Utilize relations-oriented and strengths-based tools/strategies for accessing the employee and the employee story,

  • Encourage the accurate identification and engagement of employee needs, values, goals and strengths through a variety of responsive tools and strategies,

  • Strive for “greatest-fit” between employee and environment in order to optimize worker engagement, motivation and overall performance, and,

  • Work to improve, attain and sustain preferred employee and client outcomes.