Английский язык: Аннотирование и реферирование текста

132 Self-Awareness. This quality is an understanding of yourself as a leader. The more you are aware of your own values, needs, and biases, the less likely you will be to project your feelings onto your employees. Credibility. This quality is achieved through both honesty and consistency between the leaders statements and actions. Credible lead- ers are straightforward with their subordinates and behave in such a manner that subordinates respect and trust their words. Empathy: This quality entails understanding a subordinates situa- tion. Empathetic leaders will be better able to help subordinates iden- tify the situation and develop a plan to improve the situation. The reason for counseling is to help employees develop in order to achieve organizational or individual goals. At times, the counseling is directed by policy, and at other times, leaders should choose to coun- sel to develop employees. Regardless of the nature of the counseling, leaders should demonstrate the qualities of an effective counselor (re- spect, self-awareness, credibility, and empathy) and employ the skills of communication. While the reason for counseling is to develop subordinates, lead- ers often categorize counseling based on the topic of the session. Major categories include performance counseling, problem counseling, and individual growth counseling. While these categories help leaders to organize and focus counseling sessions, they must not be viewed as separate and distinct types of counseling. For example a counseling session which focuses on resolving a problem may also have a great impact on improving job performance, and a counseling session fo- cused on performance may also include a discussion of opportunities for growth. Regardless of the topic of the counseling session, you should follow the same basic format to prepare for and conduct coun- seling. Steps for counseling : Identify the problem. Ensure you really know the problem – the Japanese use a practice called the Five Why's. They ask "why" five