1. Presented by: Lori Ashcraft, PhD

2. Determine how to move beyond “push back” Assess and build recovery skills for leading and coaching Put together a Professional Development Plan Use a tool to communicate performance evaluations Develop an action plan for “Monday morning” Identify the reasons for hiring a peer workforce Address fears in adding Peer Support Workers to the team

3. Peer Support Workers reach out and engage people exploring the possibility of recovery Peer Support Workers are coworkers who provide living proof that recovery is possible Peer Support Workers extend the capacity of the clinical team by adding their expertise Peer Support Workers have latitude for creating healing relationships that can be emulated by clinical staff Peer Support Workers know things from their personal experience and thus enhance the team’s services with hope and determination Pages 6-7 Peer Support Workers are living examples of hope to people being served- “If I can do it, so can you”

4. When an integrated workforce “hums” the results are amazing, with all professions contributing their Own special expertise, including Peer Support Specialists When the “force” doesn’t hum, it’s quite a different story – not a pleasant tune

5. Peers say: I’m not treated with respect I’m not allowed to look at files that I need to see to do my work I’m relegated to “gofer” work and not allowed contribute what I’m best at What else? And what else?

6. Professional Development Plan Stepping Up Staying Connected Pages 21-22

7. Staff Say: Peers seems to have too many person problems to stay focused on the work Peers ask for lots of time off and often never come back Peers do incomplete work Peers need to learn about boundaries and ethics What Else? And What Else? Pages 6-7

8. Pages 18-19 What would you like to achieve professionally in 5-10 years? How do you want your life work to impact the people you supervise and serve? What can you do to really make a positive difference in the lives and the work of those you supervise?

9. 3

10. Page 8 Needs to be used creatively; can set an example for treatment plan Needs to reflect the organization’s values (Such as self-determination Needs to be self-directed and promoter ownership Needs to build on relationship and partnership

11. Begin by reviewing strengths and skills How will the strengths and skills be put into action to Promote the recovery goals of the organization? How will further skills be developed and What is Needed from you to accomplish this? What changes will the employee need to make To increase effectiveness? What are the employee’s plans for making improvements and by when? Ask how the employee wants to Receive feedback from you as the coach?

12. Arrange meeting with plenty of time Review strengths Talk about performance in exact terms – what’s expected and what's missing What are the barriers? What’s the plan of correction? What’s the coaches role? Agree on plan and on points of accountability Agree on what will happen if this doesn't work

13. Page 30 When I realize that my way of being conveys the strongest message as a leader, I think _____________ This realization causes me to __________________ ______________________________________ Which results in ______________________ When I do the above, this will allow us to_______ In order to become a more effective leader, I’m going to _________________________

14. Step One: Getting Clear about the Job Step Two: Agreeing How the Job Will Be Done Step Three: Maintaining a Quality Performance

15. Having the Performance Evaluation Conversation

16. Let’s talk about your paperwork

17. Having the Performance Evaluation Conversation (About 80 %)

18. Let’s talk about how you engage others… Having the Performance Evaluation Conversation

19. (About 60 %)

20. Let’s talk about your teamwork… Having the Performance Evaluation Conversation

21. (About 90 %)

22. Let’s talk about your outreach to customers… Having the Performance Evaluation Conversation

23. (About 70 %)

24. Let’s talk about how you do on special projects… Having the Performance Evaluation Conversation

25. (Right at 100 %)

26. Having the Performance Evaluation Conversation

27. Page 40

28. Special thanks to the Office of Mental Health and Substance Abuse Services for funding this webinar