This document summarizes a training session on supporting staff through facilitation and coaching. The agenda includes a presentation on facilitation and coaching tools, practicing facilitation in meetings, and discussing coaching as part of staff development. Participants discuss qualities of effective staff, including communication skills, passion, positivity, and self-reflection. Facilitating youth participation through shared leadership and embracing a paradigm shift from supervisor to partner is emphasized. Coaching involves supervising, setting expectations, providing feedback, and problem-solving as a thinking partner. The next session will cover youth-centered assessment and continuous learning. Participants are asked to facilitate a staff meeting to identify program areas for improvement and brainstorm solutions.

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

5. Citizen SchoolsHow did you let their example inspire you to look at your staffing model in a new way?

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

15. Paradigm Shift DUCK or RABBIT 8

16. 9 Motivation at all Levels Youth Staff YOU Org Leadership

18. Have opportunities to develop and practice leadership

19. Experience a sense of belonging10

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 facilitator11

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

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 learn13

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

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

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