Leadership, Teamwork, and No-Blame Culture in Domiciliary Care

This report delves into the critical aspects of team management within the domiciliary care sector. It explores key features of effective team performance, comparing different team development models like Tuckman and Belbin. The report examines the stages of team development, potential barriers to success, and strategies for overcoming them. It analyzes the impact of group norms, differentiates between beneficial and destructive conflict, and provides methods for establishing trust and accountability. Furthermore, the report discusses promoting a shared vision, encouraging skill-sharing, and evaluating the benefits of a no-blame culture, along with strategies for managing associated risks. Finally, it compares various leadership and management styles, reflecting on their adaptability to diverse circumstances. This comprehensive analysis provides valuable insights into fostering high-performing teams in the domiciliary care setting.

Domiciliary care,
Reflection

Table of Contents
INTRIDUCTION ............................................................................................................................3
MAIN BODY ..................................................................................................................................3
1.1 Key features of effective team performance........................................................................3
1.2 Comparison of model which used to link individual roles and development with team
performance.................................................................................................................................3
2.1 The stage of team development.............................................................................................4
2.2 Barriers to success and how they can be overcome..............................................................4
2.3 The effect group norms may have on team development.....................................................4
2.4 Difference between beneficial conflict and destructive conflict in a team...........................4
2.5 Methods of dealing and establishing trust and accountability within a team.......................5
2.6 Compare method of developing and establishing trust and accountability among a team...5
3.1 Ways of promotion to shared a vision in a team...................................................................6
3.2 Approaches that encourage sharing of skills and knowledge among team members...........6
4.1 Meaning of “no blame culture”.............................................................................................6
4.2 Evaluate benefits of “no blame culture”...............................................................................6
4.3 Evaluate how system and processes can be used to support a no blame culture..................7
4.4 Describe strategies for managing risk associated with a no blame culture...........................7
5.1 Compare different style of leadership and management.......................................................7
5.2 Reflect on adjustment to selected leadership and management style according to diverse
circumstances..............................................................................................................................8
CONCLUSION ...............................................................................................................................8
REFRENCES...................................................................................................................................9

INTRIDUCTION
Domiciliary care services refers to those services which are provided to those peoples
who are living in at their own home but they are required some additional help for several
activities which will include household task, personal care or any other (White and Harris, 2012).
Through these services persons able to leave their life independent as well as with quality. Along
with this these services are given at several issues i.e. dietary needs, household chores,
medication management, personal care and so on. The respective project include several topics
on the basis of reflection which are related to how in respective sector they able to manage a
team in effective manner by resolving the issues. This will include several norms, benefit of
conflict, method of resolving conflict, factors about no blame culture and many more. This report
will also include diverse type of leadership style as well as management which help in dealing
each ans every situation.
MAIN BODY
1.1 Key features of effective team performance
According to me there are several feature which are essential for a team that will help me
in maintaining it effective and appropriate, some major of them which I can used at Domiciliary
care services are given below:-
 Common Goal: It is necessary for me as a coordinator to share a common goal i.e. to
serve peoples so that they leave independently and quality life.
 Collaboration: It is essential for me at Domiciliary care services to work in a
collaboration so that they we able to serve more peoples in specific time duration.
1.2 Comparison of model which used to link individual roles and development with team
performance
In order to develop effective team I can use two major team develop model i.e. tuckman
team development model and belbin model because both of them will help me in developing
proper team which provide appropriate Domiciliary care services. But for analysing which is
more effective I need to compare it according to which I can use tuckman theory for develop a
team which will conduct a particular work related to Domiciliary care services. Whereas belbin
team model is used in order to identity which members are more appropriate for a me who will
conduct proper Domiciliary care services to clients (Glendinning, 2013).

2.1 The stage of team development
Stage of team development which can be developed by me at Domiciliary care services
provider is based on five stage i.e. forming, storming, norming, performing and adjourning.
According to this at forming stage I will develop a team and make other understand about the
whole project which we have to execute. Then at storming stage team member will understand
each other and their behaviours which may also arise conflict. Then at norming stage there is
development of consensus are done which also clarify about individual role and then at
performing stage we will execute the plan of project which we develop (Hebson, Rubery and
Grimshaw, 2015). At the last stage i.e. adjourning we all will disperse after completion of
project.
2.2 Barriers to success and how they can be overcome
There are various barrier which can be face by me at Domiciliary care when I was
working on a specific project or activity such as lack of resources due to which they not able to
accomplish work according to standard. Lack of time and guidance or training due to this
member not do work properly which impact on result.
In order to overcome these issues, it is essential for me to provide proper training to my
group members so that they accomplish their work properly which at effective time and
minimum resources.
2.3 The effect group norms may have on team development
Group norms refers to the unspoken as well as unwritten combination of rules which are
informal and that will govern behaviours of an individual at a group. According to me this will
positively impact on team development at Domiciliary care service (Lewis and West, 2014). This
is so because during adopting this I feel various benefits such as my team members able to
communicate with each other properly and it also help in avoiding politics at a place of
Domiciliary care service. Along with this we will also able to developing high performance team
who will conduct their work properly as well as it also develop sense of ownership among staffs
of Domiciliary care service.
2.4 Difference between beneficial conflict and destructive conflict in a team
According to me there are two type of conflict i.e. beneficial and destructive, which
difference are given below:-

Beneficial conflict Destructive conflict
 In this type of conflict at Domiciliary
care service it will leads to situation of
win win.
 In this situation one person has to give
up at Domiciliary care service.
 Through this type of conflict
Domiciliary care service able to
develop effective relationship which
help in enhancing communication.
 Where as this type of disputes at
Domiciliary care service will impact
badly on relationship (Rubery,
Grimshaw and Hebson, 2013).
 Due to this conflict people able to come
up with new idea.
 But due to respective type of conflict
there is no reach to agreement at
Domiciliary care service.
2.5 Methods of dealing and establishing trust and accountability within a team
According to me there are various ways which I can use in order to deal, establishing
trust and accountability within my team. Some of them which may essential for me are given
below:-
 Provide proper feedbacks: In respect of me if I provide proper feedback to my team
members they understand their effectiveness and responsivity at a team. This will help
me in improving their trust and accountability for a team.
 Communicate properly: According to me if I communicate properly with my team
member they will feel connected and accountable to their work. Along with this it will
also develop trust among my team members.
2.6 Compare method of developing and establishing trust and accountability among a team
In order to identify most effective method that I can use at Domiciliary care service
centre, I conduct comparison among them which is given below:-
Feedbacks Communication
 In this I will provide feedback to my
team members so that they can improve
their mistakes. But it is a chance that
sometime few employees feel bad of
 According to this method I will conduct
interaction among members so that they
feel connected and accountable for their
work. This will motivate and encourage

feedback. my employees.
3.1 Ways of promotion to shared a vision in a team
In order to promote shared vision in a team at Domiciliary care service I need to conduct
various ways some of them are which I can adopt are given below:-
 I must need to develop vision which is simple, effective and sweet so that they it can be
easily understand by my team members in effective manner and this will leads to
situation in which all members will provide effective Domiciliary care services to their
clients.
 Along with this I also need to involve suggestion and ideas for both employees as well as
our clients which communicate with us for Domiciliary care service. Through which they
fell connected.
3.2 Approaches that encourage sharing of skills and knowledge among team members
There are several approaches which I can use for developing culture of sharing
knowledge and skills within team members so that they able to provide proper Domiciliary care
service. For example I can adopt communication approach in which will conduct meeting on
regular basis for discussing on a particular topic related to Domiciliary care service through
which every member above to share their knowledge as well as skills. Along with this I can also
conduct on the job training so that every members able to learn or enhance their skills and ability
through others.
4.1 Meaning of “no blame culture”
No blame culture which I understand that it is a situation which was introduce in order to
enhance quality of care services by learning thorough own mistakes and adopting safeguard at
respective place which will insure that the mistake will not conduct again in future. Along with
this by adopting no blame culture I am able to develop as well as maintain win win situation for
all of my team members in order to provide Domiciliary care service. So it is essential for me to
maintain respective situation so that me and my team member proper Domiciliary care service to
our clients.
4.2 Evaluate benefits of “no blame culture”
There are various benefits of no blame culture which I feel when I adopt it for my team
so that they provide proper Domiciliary care service. For example through this I able to develop

and maintain win win situation for my team which motivate them and encourage them in
providing effective Domiciliary care service. Through this I also able to motivate my employees
and make them loyal to our organization that provide Domiciliary care service and by this they
also they able to deliver quality services to our customers.
4.3 Evaluate how system and processes can be used to support a no blame culture
There are several method which can be adopted by me in order develop as well as
maintain no blame situation such as we can provide training to our staffs to team members so
that they can conduct their work in effective manner (Glendinning, 2012). Along with this I will
develop policies and strategies by consulting with my clients so that there is will be less change
that any one blame on our provided Domiciliary care services. Along with this I will provide
task or activities to my staffs by considering their skills as well as abilities so that they conduct
their work properly and attain no blame situation.
4.4 Describe strategies for managing risk associated with a no blame culture
When I was planning to develop no blame situation I face several issues or risk, so in
order to avoid this I able it I develop several strategies and plans. Such as I will provide training
and develop to my staffs or team members so that they conduct their work properly which reduce
the situation which may leads to blame situation. Along with this while I am developing the
strategies I will surely discusses with my clients so that they can share their view regarding
particular service.
5.1 Compare different style of leadership and management
There are several leadership and management style which I can adopt in order to motivate
my employees so that they provide proper Domiciliary care service to our clients, some of them
which help me are given below:-
 Democratic leadership style: It is a leadership style in which I need to involve my
subordinates in decision making process so that they can provide their feedback and
suggestion in effective manner. Through this I able to motivate my team members so that
they provide proper Domiciliary care service.
 Situation leadership style: It is refers to leadership style which I can adopt in order to
develop according to the situation. Through this I able to conduct my work in effective
manner.

5.2 Reflect on adjustment to selected leadership and management style according to diverse
circumstances
According to me most effective leadership style which I can adopt in order to motivate
my team members for providing effective Domiciliary care service is situational leadership style.
In which I can develop strategies and policies according to the situation and condition which
company is currently facing.
CONCLUSION
By analysing above points it can be conclude that Domiciliary care service are those
service which is consider as additional services which are provided to individual so that they
leave independently and with quality. For this they company need to develop a effective team
who will determine and understand requirement of customers. As will as it is also essential for a
coordinator to adopt proper style of leadership as well as management so that they can work
properly which help in providing effective Domiciliary care service.

REFRENCES
Books and journals
Wergeland, J.N., and et.al., 2014. Dementia, neuropsychiatric symptoms, and the use of
psychotropic drugs among older people who receive domiciliary care: a cross-sectional
study. International psychogeriatrics. 26(3). pp.383-391.
Hebson, G., Rubery, J. and Grimshaw, D., 2015. Rethinking job satisfaction in care work:
looking beyond the care debates. Work, employment and society. 29(2). pp.314-330.
Lewis, J. and West, A., 2014. Re-shaping social care services for older people in England: policy
development and the problem of achieving ‘good care’. Journal of Social Policy. 43(1).
pp.1-18.
Care Quality Commission, 2012. The state of health care and adult social care in England in
2011/12 (Vol. 763). The Stationery Office.
Rubery, J., Grimshaw, D. and Hebson, G., 2013. Exploring the limits to local authority social
care commissioning: competing pressures, variable practices, and unresponsive
providers. Public Administration. 91(2). pp.419-437.
Glendinning, C., 2012. Home care in England: markets in the context of under‐funding. Health
& social care in the community. 20(3). pp.292-299.
Karlsson, M., Iversen, T. and Øien, H., 2012. Scandinavian long-term care financing.
In Financing long-term care in Europe (pp. 254-278). Palgrave Macmillan, London.
Harris, J. and White, V., 2018. A dictionary of social work and social care. Oxford University
Press.