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)

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

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