Supporting Peer Specialists: What Types of Supervision and PowerPoint Presentation, PPT - DocSlides

Supporting Peer Specialists: What Types of Supervision and PowerPoint Presentation, PPT - DocSlides

2016-10-27 39K 39 0 0

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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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Presentations text content in Supporting Peer Specialists: What Types of Supervision and

Slide1

Supporting Peer Specialists: What Types of Supervision and Management Works?

Presented by: Lori Ashcraft, PhD

Slide2

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 team

Slide3

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 21-22

Slide7

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 6-7

Slide8

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

3

Slide10

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 partnership

Slide11

Using Performance Evaluations to Make a Positive impactOn Performance

Begin by reviewing strengths and skills

How will the strengths and skills be put into action toPromote the recovery goals of the organization?

How will further skills be developed and What isNeeded 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 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

Slide13

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 Performance

Slide15

The Recovery Coaching Circle

Having the Performance Evaluation Conversation

Slide16

Having the Performance Evaluation Conversation

Let’s talk

about your

paperwork

Slide17

Having the Performance Evaluation Conversation

(About 80 %)

Slide18

Let’s talk

about how you engage others…

Having the Performance Evaluation Conversation

Slide19

Having the Performance Evaluation Conversation

(About 60 %)

Slide20

Let’s talk

about your

teamwork…

Having the Performance Evaluation Conversation

Slide21

Having the Performance Evaluation Conversation

(About 90 %)

Slide22

Let’s talk

about your

outreach to

customers…

Having the Performance Evaluation Conversation

Slide23

(About 70 %)

Slide24

Let’s talk

about how you

do on special

projects…

Having the Performance Evaluation Conversation

Slide25

Having the Performance Evaluation Conversation

(Right at 100 %)

Slide26

Now Let's Practice

Having the Performance Evaluation Conversation

Slide27

Your Action Plan

Page 40

Slide28

Special thanks to the

Office of Mental Health and Substance Abuse Services

for funding this webinar


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