Friendship Ambassadors Training Program


Published on

Employees and other stakeholders have the opportunity AND the responsibility to serve as our best ambassadors, community representatives and spokespersons. Our Employees are our most precious and largest investment – they are truly our Mission AND our Human Resources. Missy Blankenship

Published in: Business, Education
  • Be the first to comment

  • Be the first to like this

No Downloads
Total Views
On Slideshare
From Embeds
Number of Embeds
Embeds 0
No embeds

No notes for slide

Friendship Ambassadors Training Program

  1. 1. FRIENDSHIP AMBASSADORS TRAINING PROGRAM Friendship Industries’ Employees have the opportunity AND the responsibility to serve as our best ambassadors, community representatives and spokespersons. Our Employees are our most precious and largest investment – they are truly our Mission AND our Human Resources. Friendship Ambassadors Training can serve as the first step in genuinely cultivating the necessary environment that is conducive for team-building, company growth, development, communication and stability. All Staff and Employees should be well-versed in our Mission, our History, our Fund-raising efforts and needs, our Commercial capabilities and our Sales & Marketing strategies in order to convey the messages both inside and outside of Friendship. Friendship Employees are our best, most valuable asset and our best prospecting and networking resource. Who is in a better position to help convey a positive message than our Employees? It is up to us to dispel the myths and reinforce the realities of Friendship’s quality, skills and abilities, not disabilities. Friendship Industries must provide training to help our Employees answer important questions like: • What is our mission statement AND what does it mean? • Are we a sheltered workshop or an Employee Services Organization whose mission is to train and employ people with disabilities? • Are we hiring temporary people because our workload requires the need for extra hands or do our Employees lack the skills and abilities to perform the work? • What are the proper terminologies for the population we serve, for instance “handicapped” or “disabled”? And why? • Are we a manufacturing facility supplying quality services or are we a facility providing busy work? • What do we make here? What do we do here? • What are Friendship’s strengths? • Why support Friendship either through donations, planned giving or work? 1
  2. 2. FRIENDSHIP AMBASSADORS in MODULES: Three Departments that make up Friendship are planning now: • DEVELOPMENT’s presentation would be mission-based and focus on the growth, expansion and fund-raising aspects of Friendship; in addition a “History of Friendship” presentation would focus on how and why there is a Friendship Industries • SALES & MARKETING’s presentation would be commercially- based and focus on the marketable aspects of Friendship’s work; in addition the “Commercial Future of Friendship” would focus on what we see on Friendship’s horizons • HUMAN RESOURCES’s presentation would be Rehab-based and focus on the competitive employment, extended employment and assessment aspects of Friendship, including supported employment outcomes; additionally the “Employment Future of Friendship” would focus on where we see the company progressing PROPOSED TOPICS: The History of and Supporting Friendship: Where Have We Come From? And Where Are We Going? Employment & Training Services at Friendship: Why Are We Here? And What is Expected? Commercial Products & Services at Friendship: What Do We Do? How Will We Get Where We Want to Go? This training would do many things for Friendship Industries: • Would benefit our CARF efforts by striving to make Friendship Industries a better place for clients, raising the level of expectations set for them. • Utilize fully our Employee’s strengths and expertise. • Urge us to work even harder toward our goals as a TEAM EFFORT. • Make us aware of what other staff members have to offer. • Aid in interviewing and training of new Employees. • Share knowledge or information(Knowledge is not worth anything if it is not shared) • Help clients be prepared for the competitive employment market, increasing their chance for success. 2
  3. 3. MODULE II: FRIENDSHIP IDEA ACTIVATION PROGRAM How do we make Our Ideas program work? How do we share solutions and garner fresh perspectives to problems? How do we turn complaints into ideas for improvement? Develop Training Modules that give profound knowledge in areas where Employees’ ideas can most help: Rehabilitation/Human Resources Development/Public Relations Commercial/Sales & Marketing Build Modules around: ♦ Who? ♦ What? ♦ When? ♦ Where? ♦ Why? ♦ How? Provide Networking (it’s not something that only happens outside a company). Use 5 minutes of staff meetings to have each staff member make a prepared presentation of their professional selves in a biographical format, adding something new each time it is their turn again: To interact and make connections To exchange information; learn other’s capabilities To work together, cooperate and collaborate To pool resources and ask for suggestions Sample Plan: Once each week (or per month), every Staff Employee presents one (1) Idea at Staff Meeting; Ideas are written on a green index card for submission and “credit” Everyone presents his/her Idea; the group discusses it and, if possible, improves on it If the group decides the Idea can be used, they decide who will be responsible for implementation (usually the person who came up with it OR an assignee) If the Idea needs further review at a higher level, someone is assigned to follow-through; follow-through should be timely, constructive and informative Post an “Our Ideas” Chart with Employee Name and Numbers of Ideas generated 3
  4. 4. When someone suggests a “bad” Idea, treat it as a learning opportunity; what training or information could be provided to that person? The same simple plan can be implemented for Clients and used at Shop Meetings as well. How to get Employees involved? Just ask Offer lunch (or snack, etc.) as an option When a change occurs in the organization, ask for more specific Ideas Look for the bigger opportunity(-ies) in a small Idea Work on reluctant participants “The greatest source of competitive advantage is not really COST or QUALITY, but CREATIVITY.” 4
  1. A particular slide catching your eye?

    Clipping is a handy way to collect important slides you want to go back to later.