Managing For Quality: Hiring and Training Quality Staff

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"Hiring and Training Quality Staff" is the 3rd in a 5 part series called "Managing For Quality." This series, designed and facilitated by Lynn Johnson of Community Network for Youth Development (CNYD) in partnership with Redwood City 2020, supports leaders and managers in youth-serving organizations in Redwood City, CA.

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  • Dan Pink – “Drive”
  • Managing For Quality: Hiring and Training Quality Staff

    1. 1. Managing For QualitySession 3: Hiring and Training Quality Staff<br />In Partnership with Redwood City 2020<br />Thursday, January 13, 2010<br />9am – 12:30 pm<br />Facilitator/Trainer: Lynn Johnson | lynn@cnyd.org<br />
    2. 2. 2<br />New Years’ Resolutions<br /><ul><li>1 Accomplishment from 2010
    3. 3. 1 Unfulfilled Wish</li></li></ul><li>3<br />New Years’ Resolutions<br />What do these teach you about yourself?<br />How does this learning affect who you are as a leader?<br />How will you bring these learnings into your work in 2011?<br />
    4. 4. 4<br />New Years’ Resolutions<br />Micromovements<br />5 Minutes at a time<br />
    5. 5. 5<br />Last Session Review<br /><ul><li>Community Asset-Mapping to Build Your MovementDid you engage anyone else back in your org in connecting the dots?
    6. 6. Guest Speaker, Mike Johnson on Community Building through Social MediaDid you have any opportunities to look at your communications strategies in a new way?</li></li></ul><li>6<br />Overview of Training Series<br />Session 1 | Nov 4 |Strengthening Vision and Leadership<br />Session 2 | Dec 2 | Sustaining Quality through Community Connections<br />Session 3 | Jan 13 | Supporting Staff Part 1: Hiring, Supervising, and Training Staff<br />Session 4 | Feb 3 | Supporting Staff Part 2: Building Skills through Coaching and Mentoring<br />Session 5 | Mar 3 | Youth-centered Assessment and Continuous Learning<br />March – May 2011 | 5 hours of Coaching<br />
    7. 7. 7<br />Agenda for Today’s Session<br />Welcome and Review<br />Brief Presentation: Staff Motivation in the Context of the YD Framework<br />Profile & Discussion: Intro to Citizen Schools as a Model for Hiring and Retaining Quality Staff<br />Short Break<br />Practice Clinic: Creating A Dynamic Hiring and Training Plan<br />Action for the Month and Evaluations<br />
    8. 8. Discussion Questions<br />8<br />What are you looking for in a quality teaching staff?<br />What do they need to be able to do?<br />How do you get them there?<br />
    9. 9. Discussion Questions – Answers from the Room<br />9<br />What are you looking for in a quality teaching staff?<br />What do they need to be able to do?<br /><ul><li>Communication Skills – youth and adults
    10. 10. Passion and Ability to share that passion with others
    11. 11. Positive Energy (flexibility, resourcefulness)
    12. 12. Self-reflective, open to feedback
    13. 13. Ability to create emotional and physical safety
    14. 14. Ability to manage upwards
    15. 15. Creativity
    16. 16. Patience</li></li></ul><li>Discussion Questions – Answers from the Room<br />10<br />How do we get them there?<br /><ul><li>Training
    17. 17. Trusting them. Empowering them with more challenging opportunities.
    18. 18. Modeling what we want in ourselves.
    19. 19. Investing them in the big picture.
    20. 20. Supporting them in building their empathy</li></li></ul><li>Dan Pink and The Science of Motivation<br />11<br />
    21. 21. 12<br />Elements of Motivation<br />Autonomy<br />Mastery<br />Meaning<br />
    22. 22. 13<br />Christine Carter – “Raising Happiness”<br />Turn it into play<br />Invent new challenges<br />Make it Different<br />Tie it to a Greater Purpose<br />Give Them Autonomy<br />
    23. 23. 14<br />Motivation at all Levels<br />Youth<br />Staff<br />YOU<br />Org Leadership<br />
    24. 24. 15<br />Motivation Paradigm Shift<br />Don’t Work!<br />
    25. 25. Profile: Citizen Schools<br /><ul><li>Middle Schools
    26. 26. Community Volunteers
    27. 27. Staff of Professional Educators</li></ul>www.citizenschools.org<br />
    28. 28. Hiring Clinic<br />We participated in an activity where we broke into 4 groups to consider how we might rethink a hiring process for new teaching staff considering what we now know about motivation. The groups were:<br />Recruitment Committee<br />Job Description Committee<br />Selection Committee<br />Training and Orientation Committee<br />
    29. 29. Hiring Clinic: Recruitment Ideas<br /><ul><li>Where?
    30. 30. Local colleges, alumni, staff referrals, incentive programs with our org., interns, Facebook, Hulu, Idealist, Twitter, Times, Billboard(s), Craigslist not to successful, CNYD, Job Fairs, 1-on-1 mentoring
    31. 31. Benefits (beyond Money)
    32. 32. Experience, exposure, networking, resume building, school loan stipends, self-esteem, changing the world, health/dental, 401(k), professional development, travel, character building, paid internships, accomplishment, fun!
    33. 33. Sample Craigslist Ad:Get Paid the Change the World!An internationally recognized non-profit seeks energetic, creative, passionate person to work with youth in the community. Obtain the skills to develop professionally. Great benefits include travel, health/dental, etc., networking. Serious inquiries only.</li></li></ul><li>Hiring Clinic: Job Description Highlights<br /><ul><li>Making it a full-time job (10am – 6pm)
    34. 34. Being clear about ALL the real tasks, both essential and non-essential and building those into the job description (planning, organization, time management, facilitating youth activities, admin tasks, leadership, communication, meetings, parent conferences, supporting fundraising efforts, attending organizational functions)
    35. 35. Having regular meetings with supervisor be a source of guidance, support, and collaborative brainstorming
    36. 36. Regular meetings and site visits
    37. 37. Having clear stages of development that are clear to the staff</li></li></ul><li>Hiring Clinic: Selection Highlights<br /><ul><li>Having an interview process that includes an extended day interview that allows candidates to present their teaching skills
    38. 38. Have students present during the interview process
    39. 39. Create an interview process that builds over time so candidates will experience receiving and incorporating feedback, encourages an atmosphere of mastery
    40. 40. Ask questions like:
    41. 41. Why do you want to work here?
    42. 42. What are your top 3 strengths?
    43. 43. What do you consider your weaknesses?
    44. 44. What has been a conflict in the past and how did you overcome it?
    45. 45. Look for candidates who have knowledge about the organization and show interest in the organization
    46. 46. Sell yourself to the candidate by showing/modeling your own passion for the work of the organization.</li></li></ul><li>Hiring Clinic: Training & Orientation Highlights<br /><ul><li>What happens on the first day of work?
    47. 47. Gifts and a welcome sign to help strengthen belonging
    48. 48. Share the org. mission
    49. 49. Do a scavenger hunt to teach them who is who and where is where – builds autonomy right away
    50. 50. During the orientation process:
    51. 51. Get to know the new employees as people. “Is there anything outside your job you want to learn about?” Help them build this into their work plan.
    52. 52. Create job shadowing and mentoring program with veteran staff (this is also great for your veteran staff in that teaching what you know to someone else is one of the best ways to gain mastery of that skill)
    53. 53. Beyond a weekly check-in process, ask them what works best for them, how often they need to check in
    54. 54. Create a fun staff culture that also integrates staff expectations – “You know you are a ‘real’ staff person when…” Making it clear what the steps are to being fully prepared for the job.</li></li></ul><li>Next Month: Part II<br />What do you think? <br />Facilitating Effective Meetings and Conversations<br />Practice On-the-Job Coaching<br />What else?<br />
    55. 55. Your Logic Model<br /><ul><li>How can you reconsider your next hire?
    56. 56. If you are not hiring, what are some things that you can do to reconsider the role of your current staff?
    57. 57. How will this work help you reach your goals as outlines in your Logic Model?</li></ul>23<br />
    58. 58. Action for the Month<br />Continue working on a Draft of your Logic Model with colleagues back at your site incorporating today’s ideas<br />I’d also recommend you check out Dan Pink’s Drive<br />24<br />

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