Training Platforms - Become a resource to Staff, Parents and Coaches
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Are your staff tired of listening to you talk? Come to this session to gain knowledge and resources on leading from your individual strengths and cultivating training platforms that will result in staff and volunteer empowerment and retention. You will also come away with a toolbox of ideas to communicate more effectively with parents, coaches and staff. We will teach you how to make your trainings fun again!
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Training Platforms - Become a resource to Staff, Parents and Coaches
- 1. TRAINING PLATFORMS: B E C O M I N G A R E S O U R C E T O S T A F F , P A R E N T S & C O A C H E S M I N D Y D O D G E C I T Y O F C H A R L O T T E S V I L L E N R P A 2 0 1 6 A N N U A L C O N F E R E N C E
- 2. A HARD REALIZATION Aquatics Youth Sports
- 3. Bargained with peers to offer trainings Sent them to officials academy Researched online training materials BEG BORROW STEAL
- 4. GAME TIME!
- 5. FINDING PLACES FOR IMPROVEMENT
- 6. TARGET AREAS Who had person to person contact? • Coaches • Referees • Front Desk
- 7. BRIDGING THE GAP Provide Better Resources Create Training Platforms Innovation
- 8. Experiential Learning You Tube Videos Joint Attention Exercises Peer To Peer Learning REACHING BACK TO OUR ORIGINS
- 9. 1
- 10. RAFFLE
- 11. OUR JOURNEY TO INNOVATION Strengths Resource Developme nt Group Intelligence Leadership Styles
- 12. RAFFLE
- 13. STRENGTHS P E O P L E W H O U S E T H E I R S T R E N G T H S E V E R Y D A Y A R E S I X T I M E S M O R E L I K E L Y T O B E E N G A G E D O N T H E J O B . T E A M S T H A T F O C U S O N T H E I R S T R E N G T H S A R E 1 2 . 5 % M O R E P R O D U C T I V E
- 14. 2
- 15. L E A D F R O M Y O U R S T R E N G T H S Do you know your strengths? Do you lead from them? Do you know your leadership style? Does it utilize your strengths?
- 16. F I N D I N G Y O U R S T R E N G T H S Strengths Finder 2.0 by Tom Rath Strength Categories • Executing • Influencing • Relationship Building • Strategic Thinking FIND YOUR STRENGTHS
- 17. E M E R G E N E T I C S Analytical = 27% Structural = 34% Conceptual = 18% Social = 21% Expressiveness = 20 Assertiveness = 17 Flexibility = 32 KNOW WHO YOU ARE
- 19. LEADERSHIP L E A D E R S H I P I S T H E A C T O F C R E AT I N G O U T C O M E S T H AT M AT T E R M O S T .
- 20. R E S O U R C E S http://www.humanmetrics.com/c gi-win/jtypes2.asp http://www.hrpersonality.com/Re sources LEADERSHIP STYLES • Transactional Carrot and the Stick • Transformational Individual Consideration and Capitalization
- 21. D E F I N I N G L E A D E R S H I P The Bass Handbook of Leadership By Bernard M Bass with Ruth Bass Define your Leadership Style on your personality type and the expressiveness of behavioral qualities such as: • Visionary • Power • Resourcefulness • Empathy PERSONALITY ARCHETYPES
- 22. RAFFLE
- 23. GROUP INTELLIGENCE “ T H E R E ’ S B E E N A T E N D E N C Y T O F O C U S O N T H E N E G A T I V E , T H E M O B P S Y C H O L O G Y, T H E I D E A T H A T P E O P L E C A N B R I N G O U T T H E W O R S T I N E A C H O T H E R . T H E R E ’ S J U S T A S M U C H E V I D E N C E T H A T P E O P L E C A N B R I N G O U T T H E B E S T I N E A C H O T H E R . ” ~ R O B E R T G O L D S T O N E
- 24. GROUP INTELLIGENCE • Jung Typology Profiler for the workplace • Based on Carl Jung’s and Isabel Briggs Myers’ typological approach to personality. • Leadership Quarterly • SWOT Analysis • Staff confidence in skills surveys • Learning style questionnaires
- 25. • Help your employees understand and leverage their natural gifts • Improving teamwork, performance and job satisfaction • Conflict management • Assessing employees’ potentials and optimizing their job responsibilities accordingly • Assessing the propensity for, and developing and optimizing the use of, leadership skills of your staff • Improving supervisor-subordinate and peer-to-peer working relationship • Assess candidates for promotion
- 26. RAFFLE
- 27. COMMUNICATION D E V E L O P I N G T E C H N I Q U E S F O R E X P R E S S I N G I D E A S E F F E C T I V E LY
- 28. • Frequency • Varied Approaches • Use of Technology • Consistency PHILOSOPHY
- 29. STAFF COMMUNICATION Knowledge Skills Practice Confidence Clear Expectations Accountability Culture
- 30. VOLUNTEER COMMUNICATION Resources UpdatesKnowledge Willingness to volunteer Coach Retention Community Enrichment
- 31. TOOLKIT Mail Merge Documents Simplify Website Program Newsletters Just for Coaches.com Just for Refs.com Hallway Huddles Pre-game Pep Talks High Five Awards
- 32. RAFFLE
- 33. RESOURCE BUILDING S H A R E A N D S T E A L E V E R Y T H I N G
- 36. R E S O U R C E S W E B U I LT • Tools • Tool Box • Lifeguardsloveyoutube.com • Ref Resource – Just For Refs.com • Coaching Resource – Just For Coaches.com • Monkeys • Kahoot.it • Experiential activities • Strengths finder 2.0 • Games • Have I Ever • Ted Talks • Hoopla • Books Just for Refs.com Just for Coaches.com Weekly Marketing Plan Employee High Five
- 37. RAFFLE
- 38. Trainings Women’s Leadership Forum AOAP/NRPA/State Conferences Resources purposefairy.com Strengths Finder 2.0 by Tom Rath Me 2.0 by Dan Schawbel FINDING OUR STRENGTHS
- 39. KAHOOT
- 40. WEBSITES
- 41. QUESTIONS? M I N D Y D O D G E D o d g e M @ c h a r l o t t e s v i l l e . o r g
Editor's Notes
- 5 min My background is in Aquatics – started as a lifeguard when I was 15 and I have worked in Parks and Rec Ever Since. After a few years as an Aquatics Program Coordinator and I wanted to try something new. I took a transfer and took a split profile with aquatics and sports. Redwood – Adult and Competitive Youth with Certified Officials and established teams with coaches Manga – Youth Sports with Volunteer Parent coaches and Temporary/Seasonal Staff Official that I had to train Today we are going to look at the journey I went through in transitioning to a Sports Coordinator and the training platforms that I used to develop a great program. At the end of today, you will leave with a number of different training materials that you may take back to help improve you staff and volunteer trainings.
- 2 min Started in 2014 – Transferred – 1st Jr Jazz season Our story started in November of 2014 when we found ourselves at Magna Rec Center together with less than 1 month to the start of Jr Jazz. We felt as though we were about to run a maze in the dark and had no a clue how to train basketball staff. We both had such a large aquatics background but no knowledge about youth sports or many land sports for that matter. What we didn't know is that we were in for the roller coaster ride of our career.
- 1 min I begged (Jason)– I looked to my co-workers. I worked for a large entity. I called in a favor. I knew that I had a co-worker that was great at basketball and running a pool. I traded basketball training for lifeguard training. I Borrowed (Angel)– Another co-worker had created an Officials Academy. I sent my staff. I went I brought back the materials and studied them. I Stole – I spent hours online looking for online resources (athletics and aquatics).
- 5 min Play Heads Down Heads up Explain Have I Ever Name Ball Toss ***2 GAME GIVEAWAYS****
- 1 minute Our Season went well, but I saw room for improvement. The season went okay, but okay was not good enough for me. We often got comments about our referees. However, they were doing the best with the resources they were given. After all was send and done. At the end of the season we had good survey results. But again, it simply was not good enough, I was determined to make it better.
- 3 minutes After making some improvements and taking on training our own sports staff, we really looked at our target on how to improve programming. I had changed what I thought I had control of, but there had to be something more. So we sat down and thought of who was this program for, who was evaluating it. What is going to make a difference of great programming for the participant and their parents. Remember this was a youth basketball league. The parents would be rating this program. We needed to make the better our person to person contact with them. We could work as hard as we could but there is no way together could interact with over 600 participants and there parents. So who did have the person to person contact with throughout games and practices. Volunteer Coaches (non-paid, non-athletic) Referees (high school students) Front Desk (not my employees) The one common factor in these three groups: the turnover rate, it was horrible
- 1 minute After attending AOAP (Association of Aquatics Professionals), my first major conference, in early 2015, I realized that we could easily create better resources for our staff and coaches. This lead to the creation of two training websites and formatted weekly update emails to all coaches and parents and many more resources that we will cover at the end today. By implementing these resources, I found the our retention numbers for coaches and staff went up. I was no longer having to recruit staff. They were coming to me. I had coaches staying sport to sport (even if they didn't know much about it). The staff and coaches had come to trust that I would give them the information would need to be successful.
- 1 minute Delivery types at the beginning When it comes to providing my staff with better resources I try to stick with the 10/20/90 Rule of Retention. You usually retain: 10% of what you read 20% of what you hear 90% of what you say and do With this is mind we used lots of YouTube videos, lots of experiential learning, lots of peer to peer learning and lots of joint attention exercises. This kept them active, engaged and always learning. We had transformed our long winded meetings to something that they wanted to be at.
- RAFFLE MONKEY – Mindy 2 min Bring back the monkey from the person who helped with the Raffle Tickets **REWARD THEM WITH A MONKEY PACKET** Explain the usage of the monkeys and how you can use them for accountability.
- RAFFLE PRIZE #1 High Five Kit 30 seconds
- 1 minute Though this time of redevelopment we attended trainings which helped us become better leaders. This also gave us ideas for growth and development
- RAFFLE PRIZE #2 30 seconds
- 30 seconds I found that by using our strengths of aquatics and staff trainings, our basketball and soccer programs were growing. Amber started looking and found that people who use their strengths every day are six times more likely to be engaged on the job and teams that focus on their strengths are 12.5% more productive. We were living proof of this. We were happier than ever and our program were thriving.
- Mindy 1 min LEADERSHIP GRAPH MONKEY Bring back the monkey from the person who helped with the Leadership Graph **REWARD THEM WITH A MONKEY PACKET**
- Mindy Discuss leading from your strengths Walk through the questions on the right showing where you may end up on the graph. Getting your leadership style and strengths in alignment will make you a stronger leader.
- 2 min Amber read the book Strengths Finder 2.0, It is partnered with a online quiz that tells you what your strengths are. Her top 5 tested strengths in this order are: 1. Achiever – Executing Work hard and possess a great deal of stamina. Take immense satisfaction in being busy and productive. 2. Strategic – Strategic Thinking Create alternative ways to proceed. Faced with any given scenario, they can quickly spot the relevant patterns and issues. 3. Arranger – Executing Can organize, but they also have a flexibility that complements this ability. Like to determine how all of the pieces and resources can be arranged for maximum productivity. 4. Empathy – Relationship Building Can sense other people's feelings by imagining themselves in others' lives or situations 5. Positivity – Relationship Building Have contagious enthusiasm. Are upbeat and can get others excited about what they are going to do
- 2 min I recently took a course called Emergentics. It is all partnered with a online quiz that tells you what kind of thinker you are and how to tend to behave. Analytical = 27% Structural = 34% Conceptual = 18% Social = 21% Expressiveness = 20 Assertiveness = 17 Flexibility = 32
- 1 min Working on your strengths and not weaknesses allows for a higher percentage of improvement because talent is a multiplier The talent in a strength acts as a multiplier giving more potential for greatness. Investment =Knowledge, skills and practice The key is starting with a talent and add in the Investment and Practice. Knowledge, skills and practice are only a little thing without talent and Talent is nothing without Investment and Practice
- Leadership is the act of creating outcomes that matter most. Mindy 30 seconds
- 3 min Transactional – This type of leadership emphasizes the exchange between a leader and a follower. Goals are completed by acting within a set standard of procedures and standards. The leader will give a specific or well defined task and praise is given upon the precise completion of the task. This works well in crisis situations or with first responders where a specific set of duties must be completed in a situation. Corrective actions are more reactive than pro-active as they are closely monitoring the process for deviation. Failure to complete a task will bring either emotional or physical punishment (i.e. – disappointment or disciplinary action) Transformational – This type of leadership focuses on a higher meaning of Leadership. This leader meets goals by inspiring and motivating. This leader focuses less on self-fulfillment and security and more on the well being of the group or organization. They bring inspiration and intellectual stimulation. They address the individual’s self-worth and capitalize on their unique capabilities. Corrective actions for this leader focus more on the emotional reinforcement than the physical punishment. They are more pro-active than reactive and teach the individual to move past their basic needs of security to self-actualization. Transformational leadership goes beyond the monitoring of an individual’s job performance to long term goals of change, self-improvement and learning from one’s mistakes.
- 1 min This free test is based on Carl Jung’s and Isabel Briggs Myers’ typological approach to personality. It is an Archetype Personality Quiz There are 16 different personality archetypes that can help you define your strengths and weaknesses to become a more well-rounded leader. It was developed in WW2 to help women entering the workforce as a job placement tool.
- RAFFLE PRIZE #3 30 seconds
- Amber 1 min Studies have shown that a group’s IQ is not dependent on the smartest member or an average IQ of the group. It has more to do with the group’s interactions with each other and how they come to their final goal/outcome. Studies also show that a more diverse group will have a higher group IQ. If one person tends to dominate a group rather than each person taking part in a discussion it radically diminishes the group’s IQ.
- 1 min Self-Actualization is the realization or fulfillment of one's talents and potentialities, especially considered as a drive or need, present in everyone. By identifying your co-workers or employees strengths and weaknesses and leading them to self-actualization; you can increase the GROUP IQ and workplace productivity. Here are some ways to identify strengths:
- 1 min Some side effects of effective creative leadership may include: Help your employees understand and leverage their natural gifts Improving teamwork, performance and job satisfaction Conflict management Assessing employees’ potentials and optimizing their job responsibilities accordingly Assessing the propensity for, and developing and optimizing the use of, leadership skills of your staff Improving supervisor-subordinate and peer-to-peer working relationship Evaluation of candidates for promotion
- RAFFLE PRIZE #4 Mindy 30 seconds
- 30 seconds
- 1 min The must haves of communication
- Mindy 1 min Your workplace will create a culture, but is it the culture you want? By giving your staff Knowledge, Skills and practice, you are giving them the building blocks of success. By creating confidence, clear expectations and accountability, you give them empowerment.
- 1 min This is the result I have seen from increasing my volunteer communication. We have our community grow closer in and out of our recreation.
- 30 seconds Website development Weekly Emails Mail merging
- RAFFLE PRIZE #5 Amber 30 seconds
- 30 seconds NETWORK!!!
- 2 minutes 1 min SWOT – a useful way to get staff to identify and share strengths Trainings – incorporate all of your toolbox ideas and it doesn’t need to be a formal training. Use impromptu visits for on the job learning moments Website – Make your information current and easy to read and access. 1 min Confidence – help your staff to self-actualization through transformational leadership to build confidence and empowerment Trust Building – be available, honest and communicate frequently with your staff to build trust and culture Power Posing – if all else fails, fake it till you make it!
- Amber 2 min Talk about the effect of power posing on increasing endorphins. This is a quick easy way to boost confidence before an interview or refereeing a game.
- 1 min Talk about resources and how we will be sharing these with you after the conference. If you did not fill out a raffle ticket with your email address, please see us after the presentation.
- RAFFLE PRIZE #6 Amber 30 seconds
- 2 min Show some of the training materials for leading from your strengths and talk about the 5 categories of strengths (relationship building, strategic, executive, ….)
- 5 min
- 5 min Go to websites – mull around Show Signals Video (1 min) Awareness Video – Who dunnit. (2 min) Warm Up Video – Basketball (30 seconds) Winners Video (1 min)
- 2 min for questions