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Täsmävalmennus-palvelukonsepti: Luotsi Joensuun valmennus- ja rekrytointipalvelu
(2022)
Tämä opinnäytetyö kuvaa palvelumuotoilun keinoin toteutettua kehittämisprosessia, jonka lopputuloksena toteutettiin Joensuun työllisyyspalveluiden Luotsi Joensuu- hankkeen Täsmävalmennus-palvelukonseptin suunnittelu ja pilotointi. Palvelumuotoilun...
Valmentava johtajuus itseohjautuvien tiimien voimavarana
(2024)
johtaminen näyttäytyy tiimiläisten ja tiiminvetäjien työssä ja miten tiimit kehittyvät sen avulla. Tutkimuksen tarkoitus oli tuottaa tietoa tiimimallin ja tiimityöskentelyn kehittämiseksi. Tieto on käytettävissä tiimityön voimavarojen vahvistamisessa...
When implemented, coaching leadership can serve as a resource for self-managed teams. The aim of this thesis was to find out how coaching leadership is implemented in the self-managed teams at Karelia University of Applied Sciences, how coaching leadership is seen in the work of team members and team leaders, and how teams develop with it. The purpose of the study was to produce information to develop a team model and teamwork. This information can be used to strengthen teamwork capabilities. The thesis was carried out as a qualitative case study with an open questionnaire as the data acquisition method. The questionnaire was answered by 7 team leaders and 15 team members from administrative and support services. The data was analysed using a data-based content analysis method. The results showed that coaching leadership continues to develop in the self-managed teams at Karelia University of Applied Sciences. Based on the development work, it can be concluded that coaching leadership offers opportunities for team development and increased resources. The implementation of coaching leadership is influenced by a variety of factors that require constant attention and development. This requires support, clear guidance and training, development of team collaboration and communication, open feedback, common ground rules, and open discussion between teams and supervisors. In the future, it will be necessary to look at shared leadership, as it is linked to coaching leadership. Shared leadership will be increasingly needed in the future....
When implemented, coaching leadership can serve as a resource for self-managed teams. The aim of this thesis was to find out how coaching leadership is implemented in the self-managed teams at Karelia University of Applied Sciences, how coaching leadership is seen in the work of team members and team leaders, and how teams develop with it. The purpose of the study was to produce information to develop a team model and teamwork. This information can be used to strengthen teamwork capabilities. The thesis was carried out as a qualitative case study with an open questionnaire as the data acquisition method. The questionnaire was answered by 7 team leaders and 15 team members from administrative and support services. The data was analysed using a data-based content analysis method. The results showed that coaching leadership continues to develop in the self-managed teams at Karelia University of Applied Sciences. Based on the development work, it can be concluded that coaching leadership offers opportunities for team development and increased resources. The implementation of coaching leadership is influenced by a variety of factors that require constant attention and development. This requires support, clear guidance and training, development of team collaboration and communication, open feedback, common ground rules, and open discussion between teams and supervisors. In the future, it will be necessary to look at shared leadership, as it is linked to coaching leadership. Shared leadership will be increasingly needed in the future....

