Supporting and Retaining Staff: Promoting Consistency in the Lives of Families
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Transcript of Supporting and Retaining Staff: Promoting Consistency in the Lives of Families
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Supporting and Retaining Staff:
Promoting Consistency in the Lives of Families
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Welcome and Overview
Dan McDougall-Treacy, MSW Valley Cities Counseling &
Consultation [email protected]
Who’s Here? Where are we going?
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Creating and Sustaining Relationships: Supporting and
Retaining Staff
The Benefits of Teamwork
How the service model benefits the family
What the team approach can bring
Individual worker - effectiveness
Leadership Practices
Team composition and dynamics
Communication in all directions
Staff Development and Morale
Facing challenges
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Our Clientele
Homeless Family Multiple problems and
barriers Let down by many systems of
care Little reason to trust or hope
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Values in service planning and delivery
Client voice and choice Strengths based Flexibility, persistence and
patience See www.paperboat.com for info
regarding Wraparound methods and practice
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Family benefits from the program design and team approach
Low caseload and high service intensity
Range of personal and professional skills and expertise
Mutual support Close communication Multiple sources of support and
availability
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Individual Staff: Skills Set On paper: training, knowledge and
experience Additional skills, qualities, interests Effectiveness: three ways of dancing
Engagement Cultural competence Advocacy
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Effective Engagement Skills: The Dance Simple, patient,
respectful beginning
Develops only at the clients pace
Must balance client/admin. demands
Depth and quality measured only by client’s actions, not by worker assessment
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Effective Cultural Competence:The Dance
Organizational responsibility At minimum, cultural curiosity. Celebration of differences Acceptance of contradiction Risk taking and sharing Our jargon, the “boundary” thing,
etc.
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Effective Advocacy: The Dance Clients own efforts are exhausted
or met by systems barriers. What can worker bring to bear?
Inside knowledge Professional relationship or reputation Agency affiliation Class advantage Above all, tactfulness toward all.
Worker empowered by supervisor and agency
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Supporting and Retaining Staff:
Management/Leadership
Team composition and dynamics
Communication in all directions Staff Development and Morale Facing challenges
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Team Composition Good hiring: recruiting, networking,
and “the HR thing” Range of skills and interests –
including those not related to work. Chemistry = Diversity
Achieved at multiple levels
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Teamwork: Operations Culture of respect toward clients,
teammates and community partners. Can-do atmosphere Tolerance for ambiguity Collaboration and communication –
you/we can’t do it alone. Boundary-spanning skills (don’t stay in
your box). All team members capable of leadership.
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Teamwork: a culture of wellness Self-care and mutual reliance / support Knowing our limits and honoring the
autonomy of others Patience, flexibility, creativity, humor Make time for ‘team breathing’:
Check-ins, special team events, retreat, impromptu dance parties, down time, personal sharing, etc.
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Supervision Be an example: ethics,excellence, self-
care, personal and professional growth Consistent and clear communications:
up, down, outward: big picture and tiny picture
Comfort in multiple roles Reliable support and oversight of staff
performance and learning High expectations: confidence
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When the team is facing crisis or challenge
Got credibility? Got support?
Team Organization Community Personal
Reprise: Team wellness Clear
communication Zen, flexibility,
humor Always envision
the future