The instruction to follow is in the browse file, please follow the instruction carefully, APA format, and 0 plagiarism.  

In your responses to at least two of your classmates, compare and contrast your respective leadership strategies and offer constructive criticism of the advice and recommendations offered by your peers. Additionally, identify any insights you have gained as a result of reading the responses of others. I need 150 words of response to each peer discussion forum’

Forum 1: The specific leadership strategies associated with positive implementation

of change described in both of this weeks reading are Coordination with other health organizations (Guerrero, E. G., Aarons, G. A., & Palinkas, L. A. (2014), and breathing techniques to remain positive in a busy environment and keeping calm under pressure (McCarthy, D., Kerrisk, M., & Gijbels, H. (2012). When being in leadership it is important to stay calm under pressure and in a busy environment. As a leader, you are making a difference in someone life, and changing the environment. It is not an easy task to do. It takes time, patience, and understanding when dealing with a person or persons with different personalities.  Collaboration is important in leadership. It is exposure to other companies, working together, and building relationships with other people that is in the same filed, and that is in leadership. 

The advise I have to offer to a human service leader in charged with implementing a major change in the way service are delivered is stay focus and understand that you are in leadership to empower life’s, transforming minds to make a difference in people personality and in their life. Stay focus, don’t allow the pressure of other people and other task  get you into believing you cannot complete the work you are in leadership for a reason, you are build for this. 

The recommendation for both the individuals leader and collective organizational level is the article “leadership and organizational change for implementation (LOCI): a randomized mixed method pilot study of a leadership and organization development intervention for evidence-based practice implementation” talks about the style of leadership and the role it gives when collaborating with other. It also gives insight to how to collectively come together to make a change/difference in the community (Aarons, G.A., Ehrhart, M.G., Farahnak, L.R. (2015). 

Aarons, G.A., Ehrhart, M.G., Farahnak, L.R. et al. Leadership and organizational change for implementation (LOCI): a randomized mixed method pilot study of a leadership and organization development intervention for evidence-based practice implementation. Implementation Sci 10, 11 (2015). 

https://doi.org/10.1186/s13012-014-0192-y (Links to an external site.)

McCarthy, D., Kerrisk, M., & Gijbels, H. (2012). Turning recovery principles into practice through leadership. The International Journal of Leadership in Public Services, 8(1), 21-32. http://dx.doi.org/10.1108/17479881211230646

Guerrero, E. G., Aarons, G. A., & Palinkas, L. A. (2014). Organizational capacity for service integration in community-based addiction health services. American Journal of Public Health, 104(4), e40-7. Retrieved from ProQuest database.

FORUM 2: Discuss specific leadership strategies associated with positive implementation of changes described in both of this week’s readings.

In hospitals or any type of organization, you have leadership strategies that everyone follows to make sure what they are doing Is successful. Most employees or any individuals have a hard time coping with changes and feel that they are not necessary if things are working out and they are used to things the way they are. In this week’s reading the leadership strategies that are a big help is the way individuals utilize coordinating the mental health. According to Guerrero, E. G., Aarons, G. A., & Palinkas, L. A. (2014). “Motivational readiness and organizational climate for change were associated with higher odds of coordination with mental health and public health services” Changing things sometimes has great expectations, and other times it can cause friction within the company or organization where everything falls apart in a bad way. Communicating with individuals will show that you care about what they are feeling, and how to handle the changes that are coming. There will have to be a plan or training put together to get the individuals prepared what the changes, and also when there is conflict that could arise due to the changes that will be happening. Being a leader you have to be able to take charge of what is going on around you no matter what it is or the changes that are being made. Trust has to be given in order for the relationships of everyone to work in the hospital or organization so that the tension can be right during the changes that will happen. “can create positive synergies in establishing effective relationships across diverse groups in developing a socially inclusive community mental health service” (McCarthy, D., Kerrisk, M., & Gijbels, H. (2012).

Offer advice to a human services leader charged with implementing a major change in the way services are delivered.

The advice that I would offer to a human service professional leader who is about to coordinate and provide changes would be to communicate, be engaging, stay focused, and be knowledgeable to others because you are the leader they look to for guidance and trust. As a

leader you have to put the differences aside you have to do your job. Another thing is don’t let the stress of the job affect your ability to be a leader to those who work for you.

Include recommendations at both the individual leader and collective organizational levels.

The recommendations for both the individual leader and collective organizational level is to provide accurate information that will benefit different strategies that will work and be successful. “Quantitative and qualitative analyses support the LOCI training and organizational strategy intervention in regard to feasibility, acceptability, and perceived utility” (Aarons, G.A., Ehrhart, M.G., Farahnak, L.R. et al. Recommendations should come from different places or people who want to see a leader be successful with what they are doing to make sure everything is going to be effective with or without the changes.

REFERENCES:

 Aarons, G.A., Ehrhart, M.G., Farahnak, L.R. et al. Leadership and organizational change for implementation (LOCI): a randomized mixed method pilot study of a leadership and organization development intervention for evidence-based practice implementation. Implementation Sci 10, 11 (2015). 

https://doi.org/10.1186/s13012-014-0192-y (Links to an external site.) (Links to an external site.)

McCarthy, D., Kerrisk, M., & Gijbels, H. (2012). Turning recovery principles into practice through leadership. The International Journal of Leadership in Public Services, 8(1), 21-32. http://dx.doi.org/10.1108/17479881211230646
Guerrero, E. G., Aarons, G. A., & Palinkas, L. A. (2014). Organizational capacity for service integration in community-based addiction health services. American Journal of Public Health, 104(4), e40-7. Retrieved from ProQuest database.