Context: Too many allied health business owners use the same performance appraisal process for all speech pathologists (SLPs), every year: Problem: After a few years, they get repetitive! Over time, they: New approach: This year, we revamped our performance appraisal process to: Why? Because: Yes, and: Despite all the challenges, we can show our commitment…
The big picture: Many speech-language pathology (SLP) managers think that it’s their job to have all the answers. But that’s not what leadership is about. Hard work: Managing SLPs in the real world is complex – especially during these uncertain times: Reality check: Good leadership is about showing up, understanding your practice’s mission and constraints,…
Speech pathology mentors and supervisors commit time, attention and resources to develop other speech-language pathologists (SLPs). Mentors and supervisors have the tricky job of simultaneously supporting SLPs while gatekeeping their competence on behalf of the profession and our clients. Most mentors/supervisors are busy with case- and workloads, and family, community, and other commitments outside work. …
Good mentors serve as role models, advisers, teachers, guides, sponsors, and protectors. They help junior professionals forge identities and realise dreams. For senior professionals, mentorship fulfils a deep-seated urge to guide younger generations of professionals. Authentic relationships lie at the heart of good mentoring. But not all mentoring relationships are created equal: some are superficial…
Interpersonal conflicts are common. They can make us worry and react in regrettable ways that make us feel bad about ourselves. Sometimes, we withdraw from relationships, which is also not good for us. Conflict with people can lead to lots of bad outcomes: reduced focus and creativity, worse decision making, and unhappy relationships. None of…
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