Presented by Lori Ashcraft PhD 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 ID: 481227
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Slide1
Supporting Peer Specialists: What Types of Supervision and Management Works?
Presented by: Lori Ashcraft, PhDSlide2
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
Learning Objectives
Address fears in adding Peer Support Workers
to the teamSlide3
Add Peer Support Workers to the Workforce? Why?
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 personalexperience and thus enhance the team’s serviceswith 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” Slide4
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
Integrating Peers into a traditional workforce
Can Be Challenging Slide5
An Out-of-Tune Attempt to Integrate Peers into a workforce
Can sound Like This:
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?
Slide6
Advanced Peer Practices
& Advanced Recovery Training
Professional Development Plan
Stepping Up
Staying Connected
Pages 21-22Slide7
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?
An out of Tune Attempt to Integrate peers into a traditional workforce
sounds like this:
Pages 6-7Slide8
Drafting a Vision Statement
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?Slide9
Recovery Coaching
1: Clearing
2: Connecting
3: Empowerment
5: What Can Get In the Way?
4: Planning
6: Building Resilience
7: Accountability
3Slide10
Using Performance Evaluations
to Make a Positive impact on performance
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 partnershipSlide11
Using Performance Evaluations
to Make a Positive impact
On Performance
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 makeTo 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?Slide12
What if this doesn’t work
Arrange meeting with
plenty
of time
Review strengthsTalk 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 accountabilityAgree on what will happen if this doesn't workSlide13
Thinking Points
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 _________________________Slide14
Coaching for Excellence
Step One: Getting Clear about the Job
Step Two: Agreeing How the Job Will Be Done
Step Three: Maintaining a Quality PerformanceSlide15
The Recovery Coaching Circle
Having the Performance Evaluation ConversationSlide16
Having the Performance Evaluation Conversation
Let’s talk
about your
paperworkSlide17
Having the Performance Evaluation Conversation
(About 80 %)Slide18
Let’s talk
about how
you engage
others…
Having the Performance Evaluation ConversationSlide19
Having the Performance Evaluation Conversation
(About 60 %)Slide20
Let’s talk
about your
teamwork…
Having the Performance Evaluation ConversationSlide21
Having the Performance Evaluation Conversation
(About 90 %)Slide22
Let’s talk
about your
outreach to
customers…
Having the Performance Evaluation ConversationSlide23
(About 70 %)Slide24
Let’s talk
about how you
do on special
projects…
Having the Performance Evaluation ConversationSlide25
Having the Performance Evaluation Conversation
(Right at 100 %)Slide26
Now Let's Practice
Having the Performance Evaluation ConversationSlide27
Your Action Plan
Page 40Slide28
Special thanks to the
Office of Mental Health and Substance Abuse Services
for funding this webinar