Presentation on theme: "Peer Consultation: A Vehicle for Building Capacity and Support"— Presentation transcript:
1Peer Consultation: A Vehicle for Building Capacity and Support Facilitated by Martha Isobel LaskNational Children’s Alliance Leadership Conference 2009“Peer Consultation changed our culture”Participant in a Peer Consultation Program in a large child care agency
2Introduction What we will cover: Overview of Peer Consultation/CoachingKey SkillsPractice and DemoDescription of the ModelApplication to Your Situations
3A Shift in Thinking ~ A Different Way of Helping Slowing down the helping process……to speed up to a great result:Helping to gain clarity about an issue through reflection and questioningMaking sure we consider both facts and feelingsHelping to build capacity to find lasting solutions instead of giving quick answers
4Why Peer Consultation and Coaching? Executive Directors are isolatedOrganizations are undergoing continual change:New regulationsIncreased competitionMore diversityNew technologyScarce fundingComplex problems require gaining problem clarity and non- traditional approaches
5Why Peer Consultation and Coaching? Need forums for continuous improvement and supportPeer Consultation/Coaching:empowers everyone to use skillsprovides continuous improvement and support,Brings many good heads togetherPeer Consultation/Coaching is being used now in many places
7Benefits of Peer Consultation/Coaching Get help on real stuffLearn different approaches & skillsIndividual growthApply learning from previous sessionsBuild interpersonal relationships & trust by working on tasks and challengesBring these methods to other meetings and forums
8Quotes from Participants Inside a child care agency“Once we learned it as a technique and as a strategy, it’s been embedded in what we do regularly.”LEC“Absolutely I like having the LEC peer network… “Our peer consulting group is very supportive. I would feel very comfortable calling anyone to ask for advice and resources. And I can take this peer consultation model intodifferent venues.”
9Quotes from Participants LEC“We’re not just asked to present our issues, but how do we feel about it …to acknowledge our feelings, not just bury them, and then figure out how to get from point A to point B.“
10Key Elements/Skills Witnessing Questioning Activate Compassion Deep ListeningSuspend JudgmentQuestioning
11Witnessing If the goal is: We have to create a trusting environment To help identify the real issue,Examine feelings, andIdentify a next step towards resolution….,We have to create a trusting environment
12Witnessing We do this by: Activating our compassionListening deeplySuspending judgmentThen we ask questions to promote discovery and insight
13Individual ExerciseThink of a time or a few times when, in speaking about an issue of importance to you,You felt accepted and not judgedYou were helped by the person’s perspectiveYou felt that the person really cared, but did not “tell, solve, or interpret”You felt validatedWhat did that person(s) do or say that helped?
14Good questions are critical to help clarify an issue QuestioningIf you’re listening deeply, with compassion, the questions will occur to youGood questions are critical to help clarify an issueWe ask questions to which we cannot possibility know the answer, such as “What are your hopes for that meeting?”
15Questioning Types of Questions Investigative ….WHATDiscovery….SO WHATEmpowering….NOW WHATBegin with 1 or 2 investigative questionsMove to discovery questions to help the person explore the issue more deeplyMove to empowering questions to challenge the person to identify a next step
16Questioning in Pairs Pair up with someone next to you In this quick activity focus is on Discovery Q’sGoal: Help your partner reflect on their experience and learn as much as they can about it.
17Questioning: One round…4 minute interview Speaker: Talk about something you are proud of having accomplishedQuestioner: Ask your partner Discovery Questions to help them learn something about the strengths they bring to their work
18Questioning Debrief Speaker – did you learn something new? What are some good questions that were asked?
19Demonstration - Set UpWould someone volunteer to be consulted to live?Examples of issuesHow do I involve resistant partners?How do I handle a staff person who is not performing?I have a fabulous MDT – how do I continue to engage them?
20Demonstration - Instructions to Group As you are listening…..What compassionate responses occur to you?As you are listening…..What questions occur to you?We’ll stop action for witness response & questions
21Demonstration Consult/Coach (5 min) Stop action for witness response and questions (10 min)Resume Consultation (5 min)
22Demonstration Debrief What did you notice?What questions do you have?
23The Peer Consultation Process In your handouts:PurposeConsultation ProcessIssue presentation TemplateWitness ResponseQuestioningGroup Member RolesStructured AgendaCautions: Do’s and Don’tsApplication to Your Local CommunitySources & Contacts
24Application in Your Local Situation How might you use this in your community?Inside your CAC with staffWith other Executive Directors in your communityWithin your MDTWithin your Board of DirectorsWith other CAC DirectorsOther?
25Ingredients for success Use Witnessing and QuestioningFollow the process; use the structureCreate confidentiality agreementsCommit to the group and the processKeep regularity/consistencyDon’t rush to problem-solve
27Final Thoughts Thank you for attending! Final ThoughtsThank you for attending!For more information about LEC, visit
28SourcesThis Peer Consultation Model was developed by Martha Lask and is based in part on the work of:Carter McNamara, MBA, PhD. “Authenticity Circles.” Authenticity Consulting, Minneapolis, Minnesota.Parker Palmer, “Circles of Trust.” sponsored by the Center for Courage and Renewal, Bainbridge Island, Washington.Perrone-Ambrose Associates, Inc.”Coaching Methodology.” Chicago, Illinois.Martha Lask and Peter Norlin. “The Witness Stance.” Philadelphia, Pennsylvania and Ann Arbor, Michigan. Liz Lerman Dance Exchange. “The Critical Response Process.” Washington DC.