RBSA Capacity Building through Supervision (3 day)

Also Known As “Capacity Building in Human Services: Using a Relationship Based Strengths Approach through Supervision”

(This Training Has Been Adapted and Provided For the Fields of Child Welfare, Youth Justice, Youth Homelessness, Child and Youth Care and Health Services)

*** Topic Areas Can Be Delivered as Specialized Training Modules***

Three Day Training Curriculum Outline

Themes, Topic Areas, Exercises, Take Aways

DAY 1

  • Introductions and Group Agreements
  • Appreciative Inquiry – Paired Interviews on past “Best” Supervision Qualities
  • Small and Large Group Discussion on “Best” and most Important Supervision Qualities
    • TAKE AWAYS
    • Large List of “Best” qualities for “Best” Supervision
    • Identified list of Priority Qualities and Characteristics for “Best” Supervision
    • Can be used immediately as reference and self appraisal
    • May be used in conjunction with Supervisor Appraisal Form
  • Large Group Exercise – Hoped for and Expected Outcomes, through Supervision, for their staff members and team overall
    • TAKE AWAYS
    • List of Anticipations and Expected Outcomes for Staff and Team
    • List can be used for Supervisors to connect with purpose and goals in context of supervisory decisions and capacity building
  • Overview and Discussion of “What is Supervision”
  • Differentiation between Management and Supervision
  • Discussion on “Great Performers” and the link to Confident, Competent, Focussed, Enthusiastic, and Motivated Staff
  • Overview of Forward Motion and Performance Development Towards Preferred Outcomes
    • TAKE AWAYS
    • A framework for assessing the Forward Motion Quality of Staff, Staff Team and Client Goals
  • Discussion and Review of 10 essential criteria – What else motivates, excites and focuses workers
    • TAKE AWAYS
    • A Beginning Checklist of 10 essential criteria for Staff Capacity Building
    • A Framework that sets the foundation for specific and practical curriculum material of Day, 1, 2 and 3
  • Beginning Section on “Building a Case for RBSA to Capacity Building in Supervision”
    • How do current and persistent Human Service System, Service, Supervisor Training, Supervision, and Performance Development Challenges (Realities) point to the need for this type of Approach
    • What are the Implications of these Current and Persistent Human Services Challenges (Realities) on Workers and Overall Practice Outcomes
  • Research on Effective Supervision and Worker Outcomes in Social Services (Meta-analysis)
  • Discussion of Need of “Supervision Approach” or Capacity Building through Supervision that is responsive to and accommodates Current Human Service Realities and an approach that can “Advance the Best Interests of Clients while simultaneously enhances the personal and professional development of the helpers that support them
  • Overview of RBSA Approach
  • Overview and Discussion of Guiding Values and Principles of RBSA
  • Small Group Exercise – Operationalizing RBSA Values in Supervision
    • TAKE AWAYS
    • Discussion and notes on what other Supervisor/Managers do in Supervision
    • Concrete List of Actions and/or Interactions that endorse or promote an RBSA within the context of Supervision
    • List of Areas for Development to approximate more of an RBSA in the context of Supervision
    • *** Most Areas for Development can be shared with team members back in the office/organization and/or they can be implemented immediately with no cost!
    • Initiates individual plans for operationalizing RBSA Values in context of Supervision and Capacity Building
  • Check Out

 

DAY 2

  • Check-In – Significant Areas from Previous Day & Participant Anticipations for Day 2
  • The 3 D’s of RBSA to Capacity Building through Supervision
    • Discover
    • Develop
    • Deliver
  • The Silent D – Discipline
  • What is Discipline?
  • Differentiation between Discipline and Punishment
  • Fresh Look at Discipline in Context of Learning and Capacity Building
  • Supervision – Importance of Relationships and Communication
  • Foundational Relationship Ingredients
  • Relationship Building and Communication
    • Active Listening in the context of Supervision
    • Barriers to Communication in the context of Supervision
    • Empathic Responding in the context of Supervision
  • Role Play Exercise – Practice Active Listening and Empathic Responding
  • Large Group Discussion – Importance and Challenges of “Simple” Communication
  • Helpful Questions – “Best” Framework for Staff Discovery and Development and Dealing with “Challenging Behaviours, Resistance and Oppositional” staff or situations
    • TAKE AWAYS
    • Concrete, Practical and Portable Communication Framework
  • Strengths – More than Being Positive
    • Search for Strengths
    • Build on Strengths
    • Mobilize Strengths in Pursuit of Important Goals
  • Conversation Tools for Strengths and Resource Possibilities
    • Validation and Affirmation Responses
    • Appreciative Statements and Questions
    • Intention Questions
    • Exceptions/Strengths Questions
    • BETTER Questions (past and future)
    • Goal Focussed Questions
    • TAKE AWAYS
    • Highly Practical, Tangible and Portable Strategies for discovering and developing staff, by surfacing strengths and REAL concrete resource possibilities
    • A set of strategies that are consistent with the guiding values of RBSA and most Human Service Organizations
  • Relational and Strengths Based Capacity Building Tools
    • Personal Capacity Building Profile
    • Strengths Index A & B
    • Areas for Development Index A & B
    • Performance Goal Sheet
    • Peer Appraisal Form
    • Supervisor Appraisal Form
    • TAKE AWAYS
    • Concrete, Practical and Easy-to-use tools for Individual and Team Capacity Building
    • A set of strategies that are consistent with the guiding values of RBSA and most Human Service Organizations
    • Tools that can fit into any PDP or Supervision Model Framework
    • Tools that can be implemented immediately with little to no prep or cost
  • Check-Out

 

DAY 3

  • Check-In – Significant Areas from Previous Day & Participant Anticipations for Day 3
  • Individual and Group Exercise – Reflections on Staff Poor Performance, Resistance/Opposition
  • Reflexive Exercise – Personal Experience: Individual Challenges with Work
  • Reflective Exercise Report Out
  • Discussion – “Best” Staff to “Worse” Staff – What happened? What was needed?
  • Discussion on Types of Resistance and Oppositional Behavior
  • Discussion/Lecture – Understanding Poor Performance, Resistance and/or Opposition
    • TAKE AWAYS
    • A pseudo-checklist for appraising potential areas leading to Resistance and Opposition
  • Discussion – Resistance and Opposition as INFORMATION
  • Understanding and Approaching Resistance and Opposition – Specific things to Consider
    • TAKE AWAYS
    • A specific and concrete checklist for Supervisors to begin appraising areas, that are within their own control, that may be contributing to Resistance and/or Opposition
  • Discussion – Pro Active Approaches to Decreasing and Eliminating Opposition and/or Resistance
    • TAKE AWAYS
    • A concrete and practical list for appraising personal approaches to proactively decreasing and/or eliminating resistance
  • Discussion – Approaching Poor Performance, Resistance and/or Opposition when it surfaces
  • Foundational Beliefs and Principles for Approaching and Dealing with Resistance and/or Opposition
  • Process Guideline – Effective Response to Approaching and Dealing Resistance and/or Opposition
    • TAKE AWAYS
    • A concrete and practical guideline for approaching a myriad of challenging interactions and/or situations
  • BRINGING IT ALL TOGETHER
  • Approaching and Care-fronting Poor Performance and/or Resistance and Oppositional Behaviours
  • Role Play Exercise –  2 Real Staff Situation – Utilization of all tools and strategies with two difficult  and challenging staff cases (brought forward by participants)
    • TAKE AWAYS
    • For all Participants – an opportunity to witness integration and implementation of all concepts and tools over 3 days
    • Q & A Discussion Period to address individual concerns and comments as pertains to curriculum process and tools
    • For Role Play Participants – an opportunity to work through real challenging staff situation and chance to initiate a plan for dealing the most effectively with staff
  • Where to Next – Planning from Here
  • Appreciative Inquiry Approach to Moving Forward with Implementation of RBSA strategies, tools and process skills in context of Supervision
    • TAKE AWAYS
    • Initiation of thoughts and outline for a concrete plan on moving forward with this approach to capacity building. Focussing on concrete Strengths, (where are we doing this?), Opportunities (where can we begin to implement these ideas and/or tools), Aspirations (what do we hope for with respect to a RBSA to Capacity Building in Supervision?) and Results (what will we see, hear, feel that will tell us we are being successful?) for the purposes of planning “where to from here?”
  • Large Group Discussion – Participants have opportunity to share outline or plan for the future with the larger group
  • Large Group Discussion – Comments or Questions
  • Closing Remarks and TIPS on Successful Introduction of Tools to Staff and Staff Team
  • Feedback/Evaluations