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\nKasvunpalvelut Pentinlehdossa työnohjaus on jaettu hienovaraisesti kahteen osaan. Ammatilliseen kehitykseen ja työnhyvinvointiin. Loppujen lopuksi on kovasti makuasia mihin ryhmään mikäkin aihepiiri kuuluu. Esimerkiksi caset ovat mitä suurimmassa määrin myös ammatillista kehitystä. Ohessa kuitenkin muutama esimerkki työhyvinvoinnin aihepiiristä mitä Kasvunpalvelut Pentinlehdossa on valmius käsitellä.
\nCASET
\nMonesti ryhmät itse nostavat esiin esimerkkitapauksen omasta työstään esiin. Lähtökohta työnohjaukselleni on aina asiakaskeskeinen, eli puhutaan siitä mistä tarve on suurin. Toki työnohjaajana arvioin aina sitä, kuinka paljon mihinkin asiaan on hyödyllistä kohdentaa aikaa. Caseja pyritään ratkomaan nimenomaan oivalluttamalla – ratkaisukeskeisesti ja konstruktiivisen oppimisen metodilla. Monesti käytännön ohjaustilanteet menevät sillä lailla, että ohjattavilta löytyy tarve jonkun casen purkuun ja sen jälkeen jatketaan prosessinomaista työskentelyä jostain jo ennalta ja aikaisemmin valitusta aihepiiristä esim. itsetuntemus tai muutostuki. Missään nimessä caset ja joku ennalta sovittu aihe eivät siis sulje toisiaan pois.
\nPERUSTEHTÄVÄN KARTOITUS
\nTämä kuulostaa yksinkertaiselta, mutta kun työhyvinvointia ollaan tutkittu ja tultu siihen tulokseen, että työhyvinvointi riippuu keskeisesti neljästä eri osa-alueesta: perustehtävästä, perustehtävän tavoitteiden selkeydestä ja realistisuudesta, henkilökunnan välisistä henkilösuhteista sekä johtajan ja henkilöstön välisistä suhteista. Tämä siis sillä reunaehdolla, että työn olosuhteet ja rakenteet ovat kunnossa. Tällöin myös näihin seikkoihin on syytä kiinnittää työnohjauksessa huomiota. Asioita konkretisoidaan Kasvunpalvelut Pentinlehdon työnohjauksessa siitä näkökulmasta miten työntekijät johtavat itseään, miten he voivat toimia jotta tukevat johtamista eivätkä heikennä sitä ja miten johtaja tukee työntekijöitä heidän työssään. Tavoitteena on kasvattaa ymmärrystä henkilösuhteissa ja ryhmädynamiikassa.
\nARVOT
\nArvot ovat siksi merkittävä asia, että ettei niistä puhuta liikaa. Arvojen tulisi ohjata meidän ihmisten toimintaa enemmänkin. Todellisuus on vaan monesti hieman toista. Päinvastoin kuin yleisesti luullaan ihmisten toiminta on enemmän irrationaalista kuin rationaalista. Enemmän kuin me itse näemme meitä ohjaavat opitut tavat, halut ja ympäristö. Ja juuri tämä tekee elämästä välillä täysin järjetöntä kun emme toimi omien arvojemme mukaisesti. Ja juuri tämän takia työyhteisöjä on hyvä palauttaa toiminnan alkulähteille, toimimmeko omien arvojemme mukaisesti? Ja kohtaavatko yrityksen ja työntekijöiden arvot henkilökohtaisella tasolla? Kun arvomaailmassa liikutaan samoilla taajuuksilla on työssä mahdollisuus löytää yhteinen sävel myös isojen ristiriitojen äärellä.
\nVOIMAVARAT
\nTyötä tehdessään ihmisten on välillä hyvä pysähtyä miettimään omia voimavarojaan työssään. Mistä minä saan lisää voimaa tehdä tätä työtä? Mitkä tekijät syövät omia voimavaroja työssäni? Varsinkin tämä tieto on ihmisissä itsessään. Tärkeää on se, että löytyy ihminen joka kysyy oikeat kysymykset ja saa ihmiset konkretisoimaan itselleen omat voimavarat. Ratkaisukeskeisen viitekehykset opit pätevät tässäkin: älä riko mitään mikä ei ole rikki, tee sitä lisää mikä tuntuu hyvältä, tee sitä vähän vähemmän tai ei ollenkaan mikä syö voimavaroja.
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