Managing for Quality Session 4: Building Skills through Facilitation and Coaching

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Part 4 of a 5 part series for Youth Development Leaders and Managers in Redwood City, CA led by Lynn Johnson, Director of Community Field Building for Community Network for Youth Development (CNYD)

Part 4 of a 5 part series for Youth Development Leaders and Managers in Redwood City, CA led by Lynn Johnson, Director of Community Field Building for Community Network for Youth Development (CNYD)

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  • 1. Managing For QualitySession 4: Supporting Staff Part 2 | Building Skills through Facilitation and Coaching
    In Partnership with Redwood City 2020
    Thursday, February 3, 2011
    9am – 12:30 pm
    Facilitator/Trainer: Lynn Johnson | lynn@cnyd.org
  • 2. 2
    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
  • 3. 3
    Agenda for Today’s Session
    Welcome and Review
    Brief Presentation: The Tools of Participation | Facilitation and Coaching
    Practice: Facilitating a Meeting
    Short Break
    Practice: Coaching as Part of the Arc of Staff Development
    Action for the Month and Evaluations
  • 4. 4
    Last Session Review
    • Motivation 3.0Did anyone take a look at Daniel Pink’s Drive?
    • 5. Citizen SchoolsHow did you let their example inspire you to look at your staffing model in a new way?
    • 6. Hiring ClinicAny new insights about Recruitment, Job Descriptions, Selection or Training/Orientation?
  • Discussion Questions
    5
    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?
  • 7. Discussion Questions – Answers from the Room
    6
    What are you looking for in a quality teaching staff?
    What do they need to be able to do?
    • Communication Skills – youth and adults
    • 8. Passion and Ability to share that passion with others
    • 9. Positive Energy (flexibility, resourcefulness)
    • 10. Self-reflective, open to feedback
    • 11. Ability to create emotional and physical safety
    • 12. Ability to manage upwards
    • 13. Creativity
    • 14. Patience
  • 7
    Motivation Paradigm Shift
    Don’t Work!
  • 15. Paradigm Shift
    DUCK or RABBIT
    8
  • 16. 9
    Motivation at all Levels
    Youth
    Staff
    YOU
    Org Leadership
  • 17. Youth Development Framework for PracticeYouth Participation
    It means that young people:
    • Have opportunities to participate in decision-making
    • 18. Have opportunities to develop and practice leadership
    • 19. Experience a sense of belonging
    10
  • 20. Youth Participation – what is it?
    It also means that you:
    • Embrace an essential paradigm shift
    • 21. Work on sharing leadership and giving up control
    • 22. Practice patience
    • 23. Are able to move from role of “supervisor” or “teacher” and more of a partner or facilitator
    11
  • 24. Why is it important? What is the impact?
    • Program is more aligned with interests
    • 25. Attendance and interest increase
    • 26. Results in new and exciting ideas and activities
    • 27. Reduces time spent on supervision and discipline
    • 28. Program staff feel their work is more rewarding
    • 29. Maximizes the opportunities for learning and growth
    • 30. Young people feel like they matter
    • 31. Increases youth resiliency!
    12
  • 32. Why is it important? What is the impact?
    Increased Intrinsic Motivation
    • Youth and staff take responsibility for their own learning
    • 33. They are motivated to complete goals because they care about them
    • 34. They are learning that they can solve their problems that come up
    • 35. They are learning how to learn
    13
  • 36. Meetings
    Quick Check-in Meetings
    Problem-Solving or Brainstorming
    Planning
    Status
    Feedback or Follow up
    Combination
  • 37. Meetings
    Who needs to be there?
    How long does it have to be?
    How often do you need to have each type of meeting?
    What kind of involvement do you want?
    What do you and others need to do in advance in preparation for the meeting?
    What is the desired outcome?
  • 38. The Role of the Facilitator
    Create a safe and comfortable environment
    Focus on the youth/participants
    Hold and track the space and experience
    16
  • 39. Facilitation Practice
    • Each Round – Facilitator, Recorder, Time Keeper, Observer, Participants
    • 40. Rotate with your groups – Red, Green, Blue
    • 41. Facilitate in Real Time with Real Topics:
    • 42. Round One: Feedback MeetingGoal: Gather how participants have been using the lessons and learnings back at their sites to bring back to CNYD. What has worked? What hasn’t?
    • 43. Round Two: Brainstorm/Problem Solving MeetingGoal: Come up with as many ideas creative ideas as possible to solve the problem – How do we communicate our successes to gain future funding and donations in this economy?
    • 44. Round Three: Planning MeetingGoal: To present a plan for the rest of the group for how we might use the final session to support the overall strengthening of our programs.
    17
  • 45. The Role of the Coach
    Step 1: SuperviseBe Directive | Demonstrate | Check-In Regularly
    Step 2: Manage
    State Expectations | Clear Goals | Positive & Constructive Feedback
    Step 3: Coach
    Employee Led | Sharing Needs & Ideas | Reflective Questions
    Step 4: Thinking Partner
    Problem Solve Together | Challenge Each Other | Get Feedback
    18
  • 46. Be The Change Consulting Toolswww.bethechangeconsulting.com
    19
  • 47. Next Month: Youth-Centered Assessment and Continuous Learning
    Overview or Review of CNYD’s Organizational Improvement Process
    Relationship of Assessment to Funding Opportunities
    Introduction of Coaching Process
  • 48. Your Logic Model
    • How can you reconsider your next hire?
    • 49. If you are not hiring, what are some things that you can do to reconsider the role of your current staff?
    • 50. How will this work help you reach your goals as outlines in your Logic Model?
    21
  • 51. Action for the Month
    If you have gone through an OIP process or any other Youth Development Assessment, bring in any pertinent work (survey results, focus group notes, etc.).
    Ask yourself:
    What areas of Youth Development (Safety, Relationship Building, Youth Participation, Community Involvement, Skill Building) does my program/organization need to improve on?
    What ideas do I have now to improve these areas?
    What kind of help would I need to make this happen?
    Facilitate a meeting (problem-solving/brainstorming) with staff focused around the above questions
    EXTRA CREDIT– Do one with youth in your program
    22