Presentation is loading. Please wait.

Presentation is loading. Please wait.

Increasing Staff Performance for Recovery A Training for Supervisors and Administrators February 18-19, 2008 Atlanta, Georgia WLT Consulting © 2007 WLT.

Similar presentations


Presentation on theme: "Increasing Staff Performance for Recovery A Training for Supervisors and Administrators February 18-19, 2008 Atlanta, Georgia WLT Consulting © 2007 WLT."— Presentation transcript:

1 Increasing Staff Performance for Recovery A Training for Supervisors and Administrators February 18-19, 2008 Atlanta, Georgia WLT Consulting © 2007 WLT Consulting © 2007

2 WLT Consulting © 2007 Learning Objectives: By the end of the sessions, participants will be able to: define supervision based on exploration of traditional definitions and current job requirements define supervision based on exploration of traditional definitions and current job requirements list characteristics of supervision which increase staff performance for consumer recovery list characteristics of supervision which increase staff performance for consumer recovery define the difference between clinical supervision and supervision for organizational requisites define the difference between clinical supervision and supervision for organizational requisites explain the importance of supervision and coaching to consumer recovery explain the importance of supervision and coaching to consumer recovery demonstrate supervisory and coaching techniques related to Recovery Management Plan steps and issues identified from current practice demonstrate supervisory and coaching techniques related to Recovery Management Plan steps and issues identified from current practice determine environmental, administrative, and supervisory practices and policies that facilitate consumer recovery determine environmental, administrative, and supervisory practices and policies that facilitate consumer recovery develop an action plan for instituting one of these changes develop an action plan for instituting one of these changes

3 WLT Consulting © 2007 AGENDA Day One Defining the meaning and expectations of Supervision Defining the meaning and expectations of Supervision Overview of Recovery Overview of Recovery Roles in Facilitating Consumer Recovery Roles in Facilitating Consumer Recovery Consumer Role in Facilitating Consumer Recovery Consumer Role in Facilitating Consumer Recovery Helper Role in Facilitating Consumer Recovery Helper Role in Facilitating Consumer Recovery Overview of Recovery Model Process Steps Overview of Recovery Model Process Steps Supervisor Role in Facilitating Consumer Recovery Supervisor Role in Facilitating Consumer Recovery

4 WLT Consulting © 2007 AGENDA Day Two Supervisor Competencies for Recovery Supervisor Competencies for Recovery Role Model, Coach, and Mentor Skills Role Model, Coach, and Mentor Skills Supervising in the Facilitating Recovery Mode Supervising in the Facilitating Recovery Mode Community and System Role in Facilitating Consumer Recovery Community and System Role in Facilitating Consumer Recovery CARRS: A Recovery Readiness CARRS: A Recovery Readiness Managing Up; The Partnership between Supervision and Administration Managing Up; The Partnership between Supervision and Administration Review and Certificate Review and Certificate

5 WLT Consulting © 2007 Supervision… to watch over an activity or task being carried out by somebody and ensure that it is performed correctly to watch over an activity or task being carried out by somebody and ensure that it is performed correctly to be in charge of a group of people engaged in an activity or task to be in charge of a group of people engaged in an activity or task to be responsible for the direction and oversight of others and of their performance to be responsible for the direction and oversight of others and of their performance

6 WLT Consulting © 2007 Your Definition…. Personal philosophy or personality Personal philosophy or personality Agency expectation Agency expectation Staff expectation Staff expectation

7 WLT Consulting © 2007 Areas of Supervision Clinical Clinical Staff skills, knowledge Staff skills, knowledge Relationship and interaction with consumers Relationship and interaction with consumers Attainment of Recovery Goals Attainment of Recovery Goals Performance of best practices and methods Performance of best practices and methods OTHERS… OTHERS… Organizational Organizational Performance Eval. Performance Eval. Productivity Productivity Paperwork Paperwork Time Time Financial Financial

8 Discussion Question: How do you start conversation with staff about their role in assisting consumers’ Recovery? How do you start conversation with staff about their role in assisting consumers’ Recovery? How do you begin changing practices in your agency? How do you begin changing practices in your agency? What has worked? What hasn’t? What has worked? What hasn’t? Role play: individual supervision & group supervision situations Role play: individual supervision & group supervision situations WLT Consulting © 2007

9 What is Recovery? Recovery refers to the process in which people are able to live, work, learn, and participate fully in their community. Recovery refers to the process in which people are able to live, work, learn, and participate fully in their community. For some individuals, recovery is the ability to live a fulfilling and productive life despite a disability. For some individuals, recovery is the ability to live a fulfilling and productive life despite a disability. For others, recovery implies the reduction or complete remission of symptoms. Science has shown that having hope plays an integral role in an individual’s recovery. For others, recovery implies the reduction or complete remission of symptoms. Science has shown that having hope plays an integral role in an individual’s recovery. (President’s New Freedom Commission on Mental Health, 2003) (President’s New Freedom Commission on Mental Health, 2003)

10 Role of Clinician, Consumer and Community for Recovery Recovery is what the consumer does Recovery is what the consumer does Facilitating recovery is what the helper does Facilitating recovery is what the helper does Facilitating staff competencies is what the supervisor does Facilitating staff competencies is what the supervisor does Supporting recovery is what the community and system does Supporting recovery is what the community and system does WLT Consulting © 2007

11 Recovery is what the consumer does

12 WLT Consulting © 2007 Recovery is about …. Forming relationships with people; not just making diagnosis Forming relationships with people; not just making diagnosis Helping them rebuild their lives; not just treating symptoms Helping them rebuild their lives; not just treating symptoms Working along side someone; not just doing treatment to them Working along side someone; not just doing treatment to them Treating people like they’re capable of self-direction and growth; not like incapacitated patients Treating people like they’re capable of self-direction and growth; not like incapacitated patients Forming real emotional relationships; not artificial treatment relationships Forming real emotional relationships; not artificial treatment relationships Hope, empowerment, self-responsibility, respect, community integration, and fighting stigma. Hope, empowerment, self-responsibility, respect, community integration, and fighting stigma. ITS EXCITING STUFF!!!!! ITS EXCITING STUFF!!!!! Mark Ragins, MD

13 Recovery Environments Need to Offer: Hope Hope Self Determination Self Determination Individualized Approaches Individualized Approaches Focus on Strength Focus on Strength Darlene Karpaski © 2006 WLT Consulting © 2007

14 Strategies that empower: Encouragement Encouragement Mentoring Mentoring Planning Planning Ownership Ownership Wellness Wellness Expectations Expectations Respect Respect Blake & Register-Joyner 2007 WLT Consulting © 2007 WLT Consulting © 2007

15 Recovery: Tying it all together Allowing the consumer flexibility to: Step Up: Step Up: Build bridges to community Step Down Step Down Manage the progression of their recovery process Step Out Step Out Become independent as they are ready WLT Consulting © 2007 Blake & Register-Joyner 2007

16 WLT Consulting © 2007 Core Characteristics and Practices of Recovery For the Person with a Behavioral Health Disorder, Recovery Means: The Reawakening of Hope The Reawakening of Hope Achieving Understanding and Acceptance Achieving Understanding and Acceptance Engagement and Active Participation in Life Engagement and Active Participation in Life Active Coping Active Coping Reclaiming a Positive Sense of Self Reclaiming a Positive Sense of Self Developing a Sense of Meaning and Purpose Developing a Sense of Meaning and Purpose The Journey is Individual and Unique The Journey is Individual and Unique The Journey is Not Accomplished Alone The Journey is Not Accomplished Alone

17 Why? It is the supervisor’s job to get the staff person to learn how to partner with consumers and facilitate the recovery process It is the supervisor’s job to get the staff person to learn how to partner with consumers and facilitate the recovery process Since a person can’t be forced or tricked into recovery, only staff persons who “work with” rather than “do to” consumers can facilitate recovery. Since a person can’t be forced or tricked into recovery, only staff persons who “work with” rather than “do to” consumers can facilitate recovery. A partnership relationship with a consumer allows for differences of opinion while eliminating much of the conflict that often exists when the staff person’s goals are not the same as the consumer goals. A partnership relationship with a consumer allows for differences of opinion while eliminating much of the conflict that often exists when the staff person’s goals are not the same as the consumer goals. WLT Consulting © 2007

18 Discussion What Empowering Strategies or activities are being implemented in your agency? What Empowering Strategies or activities are being implemented in your agency? Encouragement Encouragement Mentoring Mentoring Planning Planning Ownership Ownership Wellness Wellness Expectations Expectations Respect Respect WLT Consulting © 2007

19 Three “C's" of outstanding supervision Courage Courage Character Character Conviction Conviction WLT Consulting © 2007

20 Courage comes from an inner strength which drives an individual to do what must be done. comes from an inner strength which drives an individual to do what must be done. It does not mean fear is ignored; on the contrary fear is plainly seen and acknowledged by the leader as a force to be dealt with. It does not mean fear is ignored; on the contrary fear is plainly seen and acknowledged by the leader as a force to be dealt with. WLT Consulting © 2007

21 Examples of courage exhibited by the outstanding supervisor are: Resisting efforts made by your boss to issue unwarranted discipline to one of your workers when you know it is undeserved Resisting efforts made by your boss to issue unwarranted discipline to one of your workers when you know it is undeserved Taking a risk based on your faith in your workers to deliver the desired results. Taking a risk based on your faith in your workers to deliver the desired results. WLT Consulting © 2007

22 Examples: Standing with a long-term employee who is experiencing personal problems and resisting the efforts by others to terminate him. Standing with a long-term employee who is experiencing personal problems and resisting the efforts by others to terminate him. Taking individual responsibility for an unpopular decision and not pass the responsibility for the decision onto others. Taking individual responsibility for an unpopular decision and not pass the responsibility for the decision onto others. Taking the blame for failures and giving the credit for success to your team. Taking the blame for failures and giving the credit for success to your team. WLT Consulting © 2007

23 Character "how" the tough decision is carried out. "how" the tough decision is carried out. the moral and ethical fiber to ensure such decisions are carried out in a fair, objective manner. the moral and ethical fiber to ensure such decisions are carried out in a fair, objective manner. Character describes the person themself and is the most crucial and important of the three C's. Character describes the person themself and is the most crucial and important of the three C's. WLT Consulting © 2007

24 Conviction Courage and character determine how your decision is made and your willingness to make it. Courage and character determine how your decision is made and your willingness to make it. Conviction is the ability to see it through. Conviction is the ability to see it through. The true test of any leader is how they behave when the going gets rough The true test of any leader is how they behave when the going gets rough WLT Consulting © 2007

25 Discussion Give examples of situations when you or your supervisor have demonstrated the three “c’s”. What was the impact on you or your staff? WLT Consulting © 2007

26 Facilitating recovery is what the helper does

27 WLT Consulting © 2007 Overview Of Recovery Model Process Steps

28 Components That Aid Recovery Clinical Care Peer Support and Relationships Family Support Work/Meaningful Activities Spirituality Access to Resources Elimination of Stigma/Discrimination Power & Control Community Involvement Education WLT Consulting © 2007

29 Review Process Steps of Facilitating Consumer Recovery Through Best Practice (Consumer focused) 1. Ranking the Components 2. Selecting where you are in your Recovery 3. Deciding whether to strengthen your current skills or develop new skills 4. Selecting your best practice (What do you want to improve about your life) Put the best practice in your own language Put the best practice in your own language THIS IS EQUAL TO THE PERSONS GOAL!!

30 WLT Consulting © What are the skills and knowledge you will need to make this improvement? What are the action steps you will need to do to achieve this improvement? THIS IS EQUAL TO OBJECTIVES!! 6. How will Community Supports be involved 7. What are the Best Practices that the clinician is going to use to help me (facilitate) in accomplishing these action steps Review Process Steps of Facilitating Consumer Recovery Through Best Practices

31 WLT Consulting © Complete the Recovery Management Plan 9. Did you accomplish what you set out to do? How will we know? These Are Personal Outcomes Review Process Steps of Facilitating Consumer Recovery Through Best Practices

32 WLT Consulting © 2007 Core Characteristics and Practices of Recovery For the Provider of Behavioral Health Services, Recovery Means: For the Provider of Behavioral Health Services, Recovery Means: Changing Provider Attitudes Changing Provider Attitudes Changing the Approach to service Planning Changing the Approach to service Planning Changing Service Design Changing Service Design Changing Language Changing Language Changing Physical Environment Changing Physical Environment

33 WLT Consulting © 2007 Facilitating staff competencies is what the supervisor does

34 Supervision as a Tool for Consumer Recovery To ensure that services are person centered To ensure that services are person centered To monitor progress of consumers (overall) as getting better/positive movements toward recovery To monitor progress of consumers (overall) as getting better/positive movements toward recovery To monitor that staff have a recovery focus toward treatment and not just a maintenance focus To monitor that staff have a recovery focus toward treatment and not just a maintenance focus To ensure that the physical environment is recovery focused To ensure that the physical environment is recovery focused To ensure that staff is using language that is recovery focused To ensure that staff is using language that is recovery focused WLT Consulting © 2007

35 Recovery Steps and Areas of Supervision Selecting Best Practices Selecting Best Practices Supporting Consumer Actions Supporting Consumer Actions Linking to Credible Supports Linking to Credible Supports Formulating the RMP Formulating the RMP

36 WLT Consulting © 2007 Recovery Steps and Areas of Supervision (Supervisor focused) Selecting Best Practices Selecting Best Practices 1. Ranking the Components 2. Selecting where the consumer is in Recovery 3. Deciding whether to strengthen current skills or develop new skills 4. Selecting consumer best practice (What do you want to improve about your life) Put the best practice consumer’s own language Put the best practice consumer’s own language

37 WLT Consulting © 2007 Recovery Steps and Areas of Supervision Supporting Consumer Actions Supporting Consumer Actions 5. What are the skills and knowledge consumer will need to make this improvement? What are the action steps consumer will need to do to achieve this improvement? 7. What are the Best Practices that the clinician is going to use to assist the consumer in accomplishing these action steps

38 WLT Consulting © 2007 Recovery Steps and Areas of Supervision Linking to Credible Supports Linking to Credible Supports 6. How will Community Supports be involved

39 WLT Consulting © 2007 Recovery Steps and Areas of Supervision Formulating the RMP Formulating the RMP 8. Complete the Recovery Management Plan 9. Did consumer and clinician accomplish what they set out to do? How will consumer and clinician know?

40 Exercise What have been positive experiences for staff using the RMP approach? What have been positive experiences for staff using the RMP approach? What have been negative experiences? What have been negative experiences? WLT Consulting © 2007

41 Day Two WLT Consulting © 2007

42 Exercise Exercise Think of your best supervisor Think of your best supervisor What skills/competencies did they possess? What skills/competencies did they possess? Of those things, which ones are you doing for the staff that you supervise? Of those things, which ones are you doing for the staff that you supervise? Make a small commitment—bite sized change Make a small commitment—bite sized change

43 WLT Consulting © 2007 Tools (Competencies of Supervision) Listening and communication Listening and communication Coaching and role modeling Coaching and role modeling Problem-Solving and direction setting Problem-Solving and direction setting Group facilitation Group facilitation Community relations and resources Community relations and resources Flexible Flexible Knowledgeable and competent clinicians Knowledgeable and competent clinicians

44 Tools (Competencies of Supervision) Respect their supervisees as persons and as developing professional Respect their supervisees as persons and as developing professional Sensitive to individual differences (e.g., gender, race, ethnicity) of supervisees Sensitive to individual differences (e.g., gender, race, ethnicity) of supervisees Comfortable with the authority and evaluative functions inherent in the supervisor role Comfortable with the authority and evaluative functions inherent in the supervisor role Enjoy supervision Enjoy supervision WLT Consulting © 2007

45 Tools (Competencies of Supervision) committed to helping the supervisee grow committed to helping the supervisee grow Have a clear sense of their own strengths and limitations as a supervisor Have a clear sense of their own strengths and limitations as a supervisor Can identify how their personal traits and interpersonal style may affect the conduct of supervision. Can identify how their personal traits and interpersonal style may affect the conduct of supervision. WLT Consulting © 2007

46 Tools (Competencies of Supervision) Seek ongoing growth as a clinician and supervisor through continuing education activities, self-evaluation, and feedback from supervisees, clients, other supervisors, and colleagues. Seek ongoing growth as a clinician and supervisor through continuing education activities, self-evaluation, and feedback from supervisees, clients, other supervisors, and colleagues. Have a sense of humor which helps both the supervisor and supervisee get through rough spots in their work together and achieve a healthy perspective on their work. Have a sense of humor which helps both the supervisor and supervisee get through rough spots in their work together and achieve a healthy perspective on their work.

47 Exercise Tools I haveTools I needHow to acquire them WLT Consulting © 2007

48 Tools (Competencies of Supervision) In other words…… LEADERSHIP WLT Consulting © 2007

49 Characteristics of Good Leaders Energy. Leaders exude optimism and determination. They show their own commitment by working hard and setting the pace for others. Energy. Leaders exude optimism and determination. They show their own commitment by working hard and setting the pace for others. Ideas. The person with a plan that benefits the group will quickly have followers. Leaders come up with ideas for almost every situation. Ideas. The person with a plan that benefits the group will quickly have followers. Leaders come up with ideas for almost every situation. WLT Consulting © 2007

50 Success. Followers commit themselves to leaders if they have confidence in their plans and/ or their abilities. Success. Followers commit themselves to leaders if they have confidence in their plans and/ or their abilities. Responsiveness. Leaders make sure they know what their followers want and think. Leaders quickly conform their plans to take advantage of the group's direction. Responsiveness. Leaders make sure they know what their followers want and think. Leaders quickly conform their plans to take advantage of the group's direction. Command. Perseverance in promoting a plan and quickness in reacting to challenges are typical leadership traits. Command. Perseverance in promoting a plan and quickness in reacting to challenges are typical leadership traits. WLT Consulting © 2007

51 Leadership Demands Believability People must believe in you before they will accept your plan or try to work with you to complete a project. Leadership Demands Believability People must believe in you before they will accept your plan or try to work with you to complete a project. WLT Consulting © 2007

52 Common fears that deter leadership Failure. A leader who is afraid to fail isn't likely to take the risks that many leadership decisions require. Failure. A leader who is afraid to fail isn't likely to take the risks that many leadership decisions require. Mistakes. if you monitor everything you say and do, you eventually become tired and overworked. Mistakes. if you monitor everything you say and do, you eventually become tired and overworked. WLT Consulting © 2007

53 Responsibility. An anxiety-producing aspect of leadership is being responsible for the outcome of how well your people perform. Responsibility. An anxiety-producing aspect of leadership is being responsible for the outcome of how well your people perform. Winning. If people sense you are afraid to win, then their motivation decreases, too. Winning. If people sense you are afraid to win, then their motivation decreases, too. Overcoming fears is a major step toward getting yourself, and others, to recognize your best leadership style. WLT Consulting © 2007

54 Role Model, Coach, Mentor Role Model refers to a person who fills his or her role as a good or bad example for others. A good example is a positive role model. A bad example is a negative role model. The term role model on its own often means positive role model. A positive role model carries out a role demonstrating values, ways of thinking and acting, which are considered good for Recovery. Others hopefully will follow the example. Role Model refers to a person who fills his or her role as a good or bad example for others. A good example is a positive role model. A bad example is a negative role model. The term role model on its own often means positive role model. A positive role model carries out a role demonstrating values, ways of thinking and acting, which are considered good for Recovery. Others hopefully will follow the example.

55 Coach refers to a person who helps train another in a skill or life area such a job performance or communication. Often specific tasks are assigned by a coach or practice session as a means of “teaching” the new skill. Coach refers to a person who helps train another in a skill or life area such a job performance or communication. Often specific tasks are assigned by a coach or practice session as a means of “teaching” the new skill. WLT Consulting © 2007

56 Mentor refers to a person who has, usually, accepted the role to guide and direct another’s progress and accomplishments throughout the course of one’s Recovery Mentor refers to a person who has, usually, accepted the role to guide and direct another’s progress and accomplishments throughout the course of one’s Recovery WLT Consulting © 2007

57 Simple Coaching Technique: You discuss and instruct a person on what to do and, You discuss and instruct a person on what to do and, if possible, show them how to do it. Then you ask the person to do the activity and, Then you ask the person to do the activity and, as the coach, you observe them. The next step is to have the person critique their own performance and The next step is to have the person critique their own performance and tell you what they did correctly and what they could improve. tell you what they did correctly and what they could improve. You also share your observations of what was done correctly and areas for improvement. You also share your observations of what was done correctly and areas for improvement. Then have the person try the activity again Then have the person try the activity again

58 Exercise I want to throw this ball into the waste basket Coach me on how to do it WLT Consulting © 2007

59 Exercise A case manager is having difficulty getting consumers to identify their own goals and state them in the consumers’ own words. A case manager is having difficulty getting consumers to identify their own goals and state them in the consumers’ own words. As their supervisor, Coach them in this approach As their supervisor, Coach them in this approach WLT Consulting © 2007

60 Managing Consumer Problems vs. Facilitating Consumer Recovery Managing ProblemsFacilitating Recovery Focus on consumer’s assessed, observed, or verbalized obstacles/barriers Supervisor has the answers Dependent on Supervisor to drive the process Focus on Consumer’s past success/future vision Team, including consumer, develops answers Group process belongs to group: Supervisor facilitates WLT Consulting © 2007

61 Supervisors in the Managing Consumers Problems Mode Staff talk about their problem areas with consumers Staff talk about their problem areas with consumers Presumes that staff need supervisors to solve the problem Presumes that staff need supervisors to solve the problem Supervisors provide answers, ideas, suggestions, and validation Supervisors provide answers, ideas, suggestions, and validation The ground hog day experience The ground hog day experience Breaking free of being the one who has the answers Breaking free of being the one who has the answers WLT Consulting © 2007

62 Supervisors in the Facilitating Recovery Mode Presumes staff is competent and already has the skills to solve their problem Presumes staff is competent and already has the skills to solve their problem Facilitates staff person to identify past successes with this and other consumers Facilitates staff person to identify past successes with this and other consumers Coaches staff person to use these same skills in particularly difficult situation Coaches staff person to use these same skills in particularly difficult situation Empowering for staff, consumers, supervisors and organization Empowering for staff, consumers, supervisors and organization WLT Consulting © 2007

63 Treatment Plan Exercise; Read the treatment plan Read the treatment plan With partner, discuss: With partner, discuss: When working with staff on this tx plan; what questions would you ask and how would you coach staff in assisting person to attempt to accomplish their goals. When working with staff on this tx plan; what questions would you ask and how would you coach staff in assisting person to attempt to accomplish their goals. Role play: Role play: One assume supervisor; one staff and role play supervision session One assume supervisor; one staff and role play supervision session WLT Consulting © 2007

64 How to restructure your supervisory sessions Discuss with staff one consumer who has improved even slightly Discuss with staff one consumer who has improved even slightly How did you work with this person to facilitate this process? How did you work with this person to facilitate this process? What makes you most effective with this person? What makes you most effective with this person? What do you think, say and do? What do you think, say and do? Discuss one consumer who has been a little tougher to work with. Discuss one consumer who has been a little tougher to work with. WLT Consulting © 2007

65 (continued) Coach the staff person to apply the skills from the successful encounter Coach the staff person to apply the skills from the successful encounter How well did the staff person do in applying these skills? How well did the staff person do in applying these skills? Acknowledge even small successes Acknowledge even small successes Build a staff success section into team meetings Build a staff success section into team meetings WLT Consulting © 2007

66 80-20 Focus of Supervision Too often we spend 80% of time focused on “failures, problems, barriers” of staff Too often we spend 80% of time focused on “failures, problems, barriers” of staff Only 20% of time focused on successes, skills, recovery-related accomplishments Only 20% of time focused on successes, skills, recovery-related accomplishments Need to reverse these percentages Need to reverse these percentages WLT Consulting © 2007

67 Changing Supervision to 80% focus on Recovery When does the staff person perform above average? When does the staff person perform above average? Which tasks does he/she enjoy? Which tasks does he/she enjoy? What new knowledge does he/she acquire quickly? What new knowledge does he/she acquire quickly? Find past successful behavior Find past successful behavior How does he/she manage to do this? How does he/she manage to do this? What is the smallest step he/she could take? What is the smallest step he/she could take? WLT Consulting © 2007

68 Then…focusing on Staff Areas that Need Improvement—20% Describe a time when his/her performance already seemed slightly better Describe a time when his/her performance already seemed slightly better What were they doing? Where were they? What were they doing? Where were they? What would it take to recreate this experience? What would it take to recreate this experience? Reinforce strengths Reinforce strengths Discuss what is different next time Discuss what is different next time WLT Consulting © 2007

69 Action Plan Exercise Identify 2-3 staff people to reverse 80%- 20% focus Identify 2-3 staff people to reverse 80%- 20% focus For each, list the positive behaviors they have exhibited with consumers For each, list the positive behaviors they have exhibited with consumers Select date for next supervisory session that will focus on reversing 80%-20% Select date for next supervisory session that will focus on reversing 80%-20% WLT Consulting © 2007

70 Summary: Supervisor should.. Be professional Possess adequate knowledge base Demonstrate relationship skills Be experience clinically Possess certain beliefs about human nature (align with org. vision/philosophy Value and enjoy the role of supervisor

71 Supporting recovery is what the community and system does WLT Consulting © 2007

72 Differences Between Supervision and Administration.. Level of organization Level of organization Focus on policy, procedures, funding, standards Focus on policy, procedures, funding, standards Relationships outside of agency Relationships outside of agency OTHERS… OTHERS…

73 WLT Consulting © 2007 Systems View Toward Recovery OrganizationalClinical/Consumer Outcomes Outcomes Financial

74 System Development Evaluation For Recovery Readiness Board & Administrative Commitments Clinical Direction Staff & Consumer Training Supporting & Supervising Staff Impact On Other Policies & Programs Role Of Consumer Operated Service Relationship With Community Consumer & System Outcomes WLT Consulting © 2007

75 Comprehensive Assessment of Recovery Readiness for Systems (CARRS) CARRS Model Indicators WLT Consulting © 2007

76 Indicator Working Definition Organization Approach Organizational philosophy on recovery and how organizations manifest this philosophy and articulates recovery as an outcome of the system in providing services Community Relations Provider assists community in learning recovery issues and mental health/substance abuse needs of community and how they can assist with needs of consumers Consumer Involvement Allow consumers to articulate their needs and assist in the design of services for them in achievement of their recovery outcomes Funding Resources are allocated in a way that supports good individual and evidence-based recovery outcomes Leadership Individuals in positions that have governance/oversight responsibility for the organization (e.g. Boards, Advisory Councils, Policy Groups, etc.) and individuals in senior management positions that have responsibility for day to day operations of the organization

77 WLT Consulting © 2007 Indicator Working Definition Human Resources HR Policies are friendly to hiring capable consumers, advocates, and professionals for the organization and ensure their ongoing development in and support for consumer recovery outcomes; Effect of these individuals on quality of mental health services) Strategic Planning Planning methodically how you will integrate recovery into your system and build capacity using informed data Cultural Competence Effects of various aspects of culture on service delivery and valuing the diversity of consumers and staff Clinical Treatment and Services Understanding of how clinical treatment and recovery work together in partnership for better consumer outcome achievement; Degree to which treatment and services actually contribute to consumers level of recovery Training The quantity and quality of the training on recovery for all levels within the organization Collaboration The ability of the company to work with internal & external customers.

78 WLT Consulting © 2007 Managing Up… Data concerns Data concerns Physical Environmental Physical Environmental Policies and Procedures Policies and Procedures Styles and Partnerships Styles and Partnerships Financial Implications Financial Implications

79 WLT Consulting © 2007 Administration/Supervisory Partnership Exercise Groups Groups From work that we have done: From work that we have done: What data do you need to collect? What data do you need to collect? How can this be accomplished? How can this be accomplished? What policies or practices will you hope to impact? What policies or practices will you hope to impact?

80 WLT Consulting © 2007 “The five steps in teaching an employee new skills are preparation, explanation, showing, observation and supervision”. - Bruce Barton

81 Contact Information: Wilma Townsend Jeannette Harrison WLT Consulting, LLC 615 Wellington Way Jonesboro, GA


Download ppt "Increasing Staff Performance for Recovery A Training for Supervisors and Administrators February 18-19, 2008 Atlanta, Georgia WLT Consulting © 2007 WLT."

Similar presentations


Ads by Google