• Like
Managing For Quality: Hiring and Training Quality Staff
Upcoming SlideShare
Loading in...5
×

Thanks for flagging this SlideShare!

Oops! An error has occurred.

Managing For Quality: Hiring and Training Quality Staff

  • 1,096 views
Published

"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 …

"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.

  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Be the first to comment
No Downloads

Views

Total Views
1,096
On SlideShare
0
From Embeds
0
Number of Embeds
0

Actions

Shares
Downloads
13
Comments
0
Likes
1

Embeds 0

No embeds

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
    No notes for slide
  • Dan Pink – “Drive”

Transcript

  • 1. Managing For QualitySession 3: Hiring and Training Quality Staff
    In Partnership with Redwood City 2020
    Thursday, January 13, 2010
    9am – 12:30 pm
    Facilitator/Trainer: Lynn Johnson | lynn@cnyd.org
  • 2. 2
    New Years’ Resolutions
    • 1 Accomplishment from 2010
    • 3. 1 Unfulfilled Wish
  • 3
    New Years’ Resolutions
    What do these teach you about yourself?
    How does this learning affect who you are as a leader?
    How will you bring these learnings into your work in 2011?
  • 4. 4
    New Years’ Resolutions
    Micromovements
    5 Minutes at a time
  • 5. 5
    Last Session Review
    • Community Asset-Mapping to Build Your MovementDid you engage anyone else back in your org in connecting the dots?
    • 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?
  • 6
    Overview of Training Series
    Session 1 | Nov 4 |Strengthening Vision and Leadership
    Session 2 | Dec 2 | Sustaining Quality through Community Connections
    Session 3 | Jan 13 | Supporting Staff Part 1: Hiring, Supervising, and Training Staff
    Session 4 | Feb 3 | Supporting Staff Part 2: Building Skills through Coaching and Mentoring
    Session 5 | Mar 3 | Youth-centered Assessment and Continuous Learning
    March – May 2011 | 5 hours of Coaching
  • 7. 7
    Agenda for Today’s Session
    Welcome and Review
    Brief Presentation: Staff Motivation in the Context of the YD Framework
    Profile & Discussion: Intro to Citizen Schools as a Model for Hiring and Retaining Quality Staff
    Short Break
    Practice Clinic: Creating A Dynamic Hiring and Training Plan
    Action for the Month and Evaluations
  • 8. Discussion Questions
    8
    What are you looking for in a quality teaching staff?
    What do they need to be able to do?
    How do you get them there?
  • 9. Discussion Questions – Answers from the Room
    9
    What are you looking for in a quality teaching staff?
    What do they need to be able to do?
    • Communication Skills – youth and adults
    • 10. Passion and Ability to share that passion with others
    • 11. Positive Energy (flexibility, resourcefulness)
    • 12. Self-reflective, open to feedback
    • 13. Ability to create emotional and physical safety
    • 14. Ability to manage upwards
    • 15. Creativity
    • 16. Patience
  • Discussion Questions – Answers from the Room
    10
    How do we get them there?
    • Training
    • 17. Trusting them. Empowering them with more challenging opportunities.
    • 18. Modeling what we want in ourselves.
    • 19. Investing them in the big picture.
    • 20. Supporting them in building their empathy
  • Dan Pink and The Science of Motivation
    11
  • 21. 12
    Elements of Motivation
    Autonomy
    Mastery
    Meaning
  • 22. 13
    Christine Carter – “Raising Happiness”
    Turn it into play
    Invent new challenges
    Make it Different
    Tie it to a Greater Purpose
    Give Them Autonomy
  • 23. 14
    Motivation at all Levels
    Youth
    Staff
    YOU
    Org Leadership
  • 24. 15
    Motivation Paradigm Shift
    Don’t Work!
  • 25. Profile: Citizen Schools
    • Middle Schools
    • 26. Community Volunteers
    • 27. Staff of Professional Educators
    www.citizenschools.org
  • 28. Hiring Clinic
    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:
    Recruitment Committee
    Job Description Committee
    Selection Committee
    Training and Orientation Committee
  • 29. Hiring Clinic: Recruitment Ideas
    • Where?
    • 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. Benefits (beyond Money)
    • 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. 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.
  • Hiring Clinic: Job Description Highlights
    • Making it a full-time job (10am – 6pm)
    • 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. Having regular meetings with supervisor be a source of guidance, support, and collaborative brainstorming
    • 36. Regular meetings and site visits
    • 37. Having clear stages of development that are clear to the staff
  • Hiring Clinic: Selection Highlights
    • Having an interview process that includes an extended day interview that allows candidates to present their teaching skills
    • 38. Have students present during the interview process
    • 39. Create an interview process that builds over time so candidates will experience receiving and incorporating feedback, encourages an atmosphere of mastery
    • 40. Ask questions like:
    • 41. Why do you want to work here?
    • 42. What are your top 3 strengths?
    • 43. What do you consider your weaknesses?
    • 44. What has been a conflict in the past and how did you overcome it?
    • 45. Look for candidates who have knowledge about the organization and show interest in the organization
    • 46. Sell yourself to the candidate by showing/modeling your own passion for the work of the organization.
  • Hiring Clinic: Training & Orientation Highlights
    • What happens on the first day of work?
    • 47. Gifts and a welcome sign to help strengthen belonging
    • 48. Share the org. mission
    • 49. Do a scavenger hunt to teach them who is who and where is where – builds autonomy right away
    • 50. During the orientation process:
    • 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. 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. Beyond a weekly check-in process, ask them what works best for them, how often they need to check in
    • 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.
  • Next Month: Part II
    What do you think?
    Facilitating Effective Meetings and Conversations
    Practice On-the-Job Coaching
    What else?
  • 55. Your Logic Model
    • How can you reconsider your next hire?
    • 56. If you are not hiring, what are some things that you can do to reconsider the role of your current staff?
    • 57. How will this work help you reach your goals as outlines in your Logic Model?
    23
  • 58. Action for the Month
    Continue working on a Draft of your Logic Model with colleagues back at your site incorporating today’s ideas
    I’d also recommend you check out Dan Pink’s Drive
    24