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Supporting Peer Specialists: What Types of Supervision and Supporting Peer Specialists: What Types of Supervision and

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

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

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

peer performance conversation evaluation performance peer evaluation conversation support peers workers work plan recovery workforce talk let

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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