Applying Leadership Theories to Rebirth Counseling and Training Center

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Introduction

Rebirth Counseling and Training Center is a healthcare service provider that works for the local community and is situated at 3915 Cascade Road South West in Atlanta, Georgia, in the United States. It provides adolescent outpatients with such services as the treatment of substance abuse and anger management issues. The Adolescent Treatment Program lasts between 12 and 17 weeks and consists of a total of 12 sessions. In addition, therapy for families and individuals, as well as general treatment for behaviors such as stealing, are also viable options. It has between one and ten members of staff working for it within the organization. It was established in 2009, and its other branches are located at 3120 S Martin St, Ste 100, East Point, Georgia 30344, United States of America. Each year, the firm earns around $5 million in revenue (Zoominfo, n.d.).

The Mission

Prior to individuals and their families agreeing to treatment, the organization’s objective is to ensure that clients have a comprehensive grasp of the services given and the essential processes for providing those services. Additionally, the organization ensures and provides access to high-quality, community-based outpatient services. The mission is to ensure that its services are available to meet the behavioral and mental health needs of children, adolescents, and adults. The agency wants to expand its reach so that the people it works with can have a say in how they are cared for and supported and can take part in forums where decisions are made for the organization.

Goals of the Agency

For individuals who have had significant issues in their lives as a result of their drug use and misuse, level I outpatient treatment attempts to provide an effective and efficient intervention program. This treatment employs a two-pronged approach, stressing teaching about the negative effects of drug use in the first half and delivering a transformational therapeutic experience in the second. Each student will get a better understanding of the mental and physiological intricacies of the addiction process and will be able to use that understanding to inspire good behavioral changes in their own lives. Our objective includes supporting individuals in overcoming drug addiction and locating the treatment they need to heal and once again effectively contribute to society.

The Population the Agency Serves

The population that is served by the agency includes individuals who are struggling to beat drug dependence issues. The agency also renders its services to those people who are struggling with drug misuse and those who care about them get back to full non-drug dependence. The aim is to ensure that persons who obtain the agency’s mandates are able to contribute fully to society. Adults aged 19 and older who qualify for care constitute another part of the population for this agency. As such, people who have passed over into full-fledged chemical dependency are also part of the clientele, and the system does not allow these people to safely handle mood-altering substances in a clinical setting. Lastly, the agency’s population comprises individuals who steal from stores or their families since they may benefit from the program’s general therapy and counseling services.

Organizational Structure of the Agency

The RCTC organization encompasses the Chief Executive offer or the director at the top of the hierarchy. The director delegates the duties to the program coordinator, occupational case managers, and primary therapists at the centers. The program coordinators oversee the implementation of the therapies within the firm. The occupational case managers record the case-by-case scenarios of each client before the primary therapist can act on them. In this case, the primary therapist coordinates the actions to be taken by incorporating the Certified Addition Counselors. All these are further organized by the program staff and the case supervisors. Therefore, the RCTC is a three-tier hierarchy with occupational needs coordination.

What is the Leader-member Exchange Theory (LMX)?

The LMX theory claims that leaders and followers form different connections based on their social interactions and that the quality of these interactions may affect how well workers do their tasks. An idea that analyzes management and staff interactions is the LMX theory. The theory assesses how leader-follower connections are helping or hindering every worker’s development and output. This notion is widely used by businesses today. In this case, if management is still unsure whether they can trust a team member to perform successfully, they may begin by assigning low-risk tasks to the employee to see how they perform. If they are successful, the management may assign them more tasks. Even if they do poorly, the leader may still talk to them about their performance and teach them how to improve for the future.

How LMX is Applied to the Agency

The director delegates duties to Occupational case managers. The occupational case managers institute tasks, which are to be performed by the primary therapist. The manager then sets standards and guidelines, where if failure happens, more trainings are done. Reduction in results output from the assessment of clients means that the Certified Addiction Counselors need to be deployed. In this case, the management team, program coordinators, and program staff must report to the primary therapist to evaluate the progress of a client under SUD therapy. Down the line, the primary therapist obtains feedback from the certified addiction counselor. This creates a team of commands and connections that are integrated through social interactions. The connection is then relayed to the end users who are the clients undergoing the SUD therapy. The worker’s connection is also created during payments, where the employees are rewarded with performance bonuses, thus, morale-boosting to its workers, subsequently resulting in good performance.

Transformational Leadership Approach

The term “transformational leadership” refers to a leadership theory in which a leader helps teams or followers look beyond their own self-interests to identify if there is a need for change. This type of leadership style creates a vision that guides change through influence, inspiration, and the joint effort of dedicated members of the group. When led by a transformational leader, employees are motivated to accomplish goals that would otherwise be considered impossible. After receiving proper training, employees are often given more independence in their work and more decision-making responsibility. As a result, the mindset of the organization’s followers changes for the better. There are four main actions that all transformational leaders take. Some of these actions are providing intellectual stimulation, showing empathy, and being motivated to act.

Reasons for the Transformational Leadership (TL) Approach

There are several ways in which a transformational leader may boost their followers’ enthusiasm, morale, and productivity at work. They consist of timely payments of salaries, which are done every 20th of the month, paid time offs, holidays, and paid leaves of absence. Through transformational leadership, managers link the followers’ sense of identity and self to a project and to the collective identity of the business. Leaders should set an example for their teams to follow, which increases employees’ curiosity and motivates them to do better work. By recognizing their strengths and limitations, leaders may challenge their followers to take more responsibility for their work and match their followers to projects that play to their strengths. A company’s success relies on its leadership, therefore, it is crucial to appreciate the benefits that transformative leaders may provide. Followers’ dedication, participation, loyalty, and output may all benefit workers under the transformational leader.

How TL Results in the Best Outcomes for the Clients Served

The main reasons why substance abuse disorder (SUD) treatment programs suffer are a shortage of staff, inadequate money, and an uncoordinated strategy for rewarding individuals who attend treatment and encourage recovery. Improving the effectiveness of care for individuals with SUD requires taking leadership positions that impact the success of drug therapy. Program directors in the treatment industry may lead their teams through transformational leadership. In other words, board members may collaborate to improve the decision-making process by expressing their values, goals, and vision. Directors who practice transformational leadership may influence the attitudes, acceptance, and use of evidence-based practices (EBPs) for SUD treatment among treatment workers. Specifically, directors may invest more time and energy in fostering the professional growth of staff and converting them to their vision.

Recommendation of Best Practices

Treatment based on the principles of cognitive behavior therapy, in a wide range of research investigations, has been shown to significantly enhance both the functioning and quality of life of SUD individuals. Several studies have shown that cognitive behavioral therapy is just as beneficial, if not more so, than other types of psychological treatment or psychiatric drugs for treating mental health issues. It teaches people how to identify and steer clear of high-risk drug situations, as well as how to deal with those that cannot be avoided. Competence is a key part of ethics, and cognitive behavioral therapy is an area of expertise for improving validity by incorporating information and skills from other fields into cognitive behavioral therapy training. For example, in order to increase and maintain practitioner expertise and knowledge, competence must be assessed. The goal of multidimensional family therapy is to enhance the overall functioning of families with teenage members who are struggling with drug misuse by addressing a wide variety of effects of drug use (Liddle et al., 2018). When a patient is unable to provide consent during SUD treatments, family members might step in.

Conclusion

The mission of the Rebirth Counseling & Training Center is to help those struggling with drug misuse and their loved ones to rehabilitate so that they may once again contribute to society. Adolescents may get anger management and substance abuse treatment as part of the Rebirth Counseling & Training Center’s outpatient programs. The RCTC is led by executives who exhibit transformational leadership, a kind of assertive leadership. LMX theory serves as the foundation for this kind of leadership. The Adolescent Outpatient Program’s primary focus is to help young people overcome their drug misuse problems. Ethical issues with regard to best evidence-based practices are applied in cognitive behavioral therapy and multidimensional family therapy in addressing such issues as autonomy, and competence.

References

American Psychological Association. (2022). What is Cognitive Behavioral Therapy? Web.

Kwan, P. (2020). Is transformational leadership theory passé? Revisiting the integrative effect of instructional leadership and transformational leadership on student outcomes. Educational Administration Quarterly, 56(2), 321-349. Web.

Liddle, H. A., Dakof, G. A., Rowe, C. L., Henderson, C., Greenbaum, P., Wang, W., & Alberga, L. (2018). Multidimensional Family Therapy as a community-based alternative to residential treatment for adolescents with substance use and co-occurring mental health disorders. Journal of Substance Abuse Treatment, 90(1), 47-56. Web.

NIDA. (2019). Treatment approaches for drug addiction DrugFacts. Web.

Zhou, X., Rasool, S. F., Yang, J., & Asghar, M. Z. (2021). Exploring the relationship between despotic leadership and job satisfaction: the role of self efficacy and leader–member exchange. International Journal of Environmental Research and Public Health, 18(10), 1-20. Web.

Zoominfo. (n.d.). Rebirth Counseling and Training Center. Web.

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