STAFF COACHING The Pathway to Successful Outcomes OJACC 2012 Jennifer Kisela & Kelli Held

OBJECTIVES Provide overview of research and literature in regard to coaching staff Learn strategies and techniques to effectively coach staff Challenges in the coaching process and how to overcome

Changing what we do…

“Leadership Is About Going Somewhere- If You And Your People Don’t Know Where You Are Going, Your Leadership Doesn’t Matter” Lead with LUV Ken Blanchard and Colleen Barrett

Organizational Change Literature Higher levels of implementation fidelity were achieved when those responsible for monitoring it where enthusiastic about it. Supervisors need to master the skills if they are going to successfully monitor their staff.

How is change typically implemented???

Integrating Training into the Workplace Joyce and Showers (2002)  Training consisting of theory and discussion coupled with demonstration, opportunities for practice, and feedback resulted in …..

…only 5% of teachers using new skill

By adding on-the-job training…

…95% used the skill

Why Coaching??? Newly learned behavior is fragile and needs to be supported in the face of reactions from clients.  Initial reactions may be positive or negative  Negative reactions may cause the behavior to desist  Stress or discomfort may cause the behavior to desist Difficult to extinguish old habits. Organizational characteristics do not support new behavior.

THE CLAPPING CONTEST

Bandura and Cervone (1983) 1. Group A Were given goals for performance improvement 2. Group B No goals for performance, but received feedback 3. Group C Received both goals for performance and feedback 4. Group D Received neither goals for performance nor feedback

Bandura & Cervone (1983)

4 Main Roles of a Coach Supervision Teaching while engaged in practiced activities Assessment and Feedback Provision of emotional support

How do we respond to change? The Ancient Chinese Symbol for Change Danger Opportunity

Stages of Grief Denial Resistance Exploration Commitment Staff move at different rates through the stages based on their:  Skills  Attitude  Knowledge  Motivation  Experiences  Personality Elisabeth Kubler-Ross, “On Death and Dying”

COACHING/FEEDBACK Create safety Ask staff member what they did well first. Tell the staff member what you observed that they did well. Ask staff member what they think they might improve. Tell the staff member how their behavior departed from the skill steps. Give concrete examples of what the staff member could have said or done differently. Check for understanding and end on a positive

DEMONSTRATION

Effective Use of Authority 1. Identify a situation where the client is in a decision making position. 2. Present the available choices and attendant consequences of each one. 3. Reward or praise compliance.

TIPS Be specific – Focus on behavior Be immediate Clarify with probing questions Take notes on paper if needed (writing quotes can be helpful) Avoid generalizations “always”, “never”, etc

Challenges of Coaching Organizational culture Staff resistance to change Lack of receptiveness to feedback Establishing role as a coach Administrative/supervisory support Scheduling observations Having knowledgeable coaches  in house experts Implementation process and length of implementation Staff training versus staff performance

Overcoming Obstacles Develop supervisory and organizational support Ensure coaches are adequately trained before staff are trained Supervisors providing clear expectations for both coach and staff Develop staff buy-in Accountability Flexibility Realistic timeframes for skill acquisition

Summary On the job coaching of staff is essential to successful training Without coaching outcomes will be diminished There are many challenges and obstacles when you coach staff Persistence pays off

References Blanchard, K., Barrett, C. (2011). Leading with LUV: A Different Way to Create Real Success. Upper Saddle River, New Jersey: Pearson Education, Inc. Fixsen, D. L., Naoom, S. F., Blase, K. A., Friedman, R. M. & Wallace, F. (2005). Implementation Research: A Synthesis of the Literature. Tampa, FL: University of South Florida, Louis de la Parte Florida Mental Health Institute, The National Implementation Research Network (FMHI Publication #231). NIRN (National Implementation Research Network)