Nonverbal communication issues

When I started my position at Project Renewal within the first few months I noticed the program had some concerning signs. The day I started I was alongside two other new employees in the same position. Within three months I would be the only one left of these two who started that day to remain an employee. Working for a health homes program requires an incredible amount of independence and when staff fell short of meeting the monthly targets management attempted several ways to manage the situation. A lot of this led to people not meeting the goals or feeling the job had become too micromanaged. Turnover increased dramatically and further hindered the programs goals. All of this would just be a story of a failed program but why it resonates with me is because our program was intended to help a particularly vulnerable population, those with chronic illnesses in a lower socioeconomic status. The people in our program were really the ones who suffered the most because of the failure of the organization to successfully create a program to service them. This really sums up what caused me to want to come to this program. I really love the work I do and if I'm fortunate enough to be in a leadership position I never want my program to experience this kind of fate. Already through reading the textbook and additional resources I feel better equipped for how I might accomplish this. Focusing on creating relationships with the staff and facilitating personal investment in the work we do. While I believe the Williams video underplays management, the characteristics he attributes to leaders are certainly needed to instill followership. As for my relationship with leadership I have always enjoyed an excellent relationship with my program manager. This is partly to do with the fact that we are very much cut from the same cloth and built a very good personal relationship as well as a working relationship. This facilitated both my ability to execute goals with independence as well being secure in coming to my program manager with questions and ideas to help the program. Both of us feel very comfortable with the other to say this needs improvement or this is working really well. Additionally the nature of our program centers success on both of our ability giving us both incentive for the programs success. While on paper the program manager is my boss it has always felt much more like a partnership with us both doing all we can to help our clients.