CHILD AND YOUTH CARE LEADERSHIP PROCESS Results of the Edmonton Region Group Care Sector Child and Youth Care Leadership Program

Transcription

1 CHILD AND YOUTH CARE LEADERSHIP PROCESS Results f the Edmntn Regin Grup Care Sectr Child and Yuth Care Leadership Prgram Leading fr tday, learning fr tmrrw! Prepared by- Allen Balser and Tracey Buryska n behalf f the Edmntn Regin Grup Care Sectr Prepared fr- Rick Semel, CEO Edmntn Regin May 23 rd 2008

2 CONTENTS OF REPORT PREFACING INFORMATION Page 3 -ACKNOWLEDGEMENTS -PREAMBLE -PURPOSE OF THE CYC LEADERSHIP PROCESS -THE PROGRAM -GETTING INVOLVED PARTICIPANT PRE-TEST/POST-TEST SUMMARY RESULTS Page 5 FEEDBACK AND INSIGHTS FROM PARTICIPANTS Page 11 CONCLUDING STATEMENT Page 31 PROGRAM ATTACHMENTS Page 32 -PROGRAM OVERVIEW -COURSE OUTLINE -COURSE REGISTRATION PROCESS 2

3 ACKNOWLEDGEMENTS The Stages f Interventin Wrking Grup- (Allen Balser-Alta Care Resurces, Antn Smith-Oakhills Bys Ranch, Berry Gble/Tracey Buryska-Yellwhead Yuth Centre- Pauline Smale, Mnica Metzler-Family Centre, Rick Berube, Gisele Ferland-Cathlic Scial Services). Fr their cmmitment t best practice and a never-ending sense f ptimism in a climate f almst verwhelming adversity The Edmntn Grup Care Sectr- Fr their nging supprt and trust in the wrking grup s ambitius plans Rick Semel, CEO Edmntn Regin- Fr his cmmitment t the prcess and sme much needed financial supprt Jack Phelan, Instructr, MacEwan Cllege- Fr his abundant enthusiasm fr the practice f child and yuth care and cmmitment t the betterment f care fr children and yuth PREAMBLE In the fall f 2006 the Edmntn Grup Care Sectr develped a subgrup entitled the Stages f Interventin cmmittee. This grup was tasked with identifying the training needs that wuld supprt the trends f mre challenging yuth cming int grup care prgrams. The fcus was n the changes in the Family Enhancement Act that had reduced the interventinal capacity f wrkers t tw ratinales fr a physically-directed interventin- Danger t Self and/r Danger t Others. Additinal t this change, there was a significant amunt f vilent and ptentially dangerus yung ffender clients alng with mre dual and triple diagnsis clients arriving t ur prgrams. The final analysis f these challenges was that, alng with the accelerating client needs, there was a rapidly changing landscape in the grup care staffing resurce. The changes reflected a mass exdus f lng term, experienced and trained child and yuth care staff frm grup care t ther psitins that were mre desirable. (e. g. better pay, less shift wrk, easier client grup etc.) The cmmittee recgnized that within ur wn rganizatins the pprtunities f the bm had decimated a resurce that had been years in develpment. Furthermre, there was a sense that if we fcused ur energies nly n reactive training prcesses we might nt have anyne left t train. This sentiment became the catalyst fr the Child and Yuth Care Leadership Prgram which lead t ur mst recent training prgram. Our main mtivatin fr this training was t retain and rebuild what was left f the sectr s experience base and the fcus became that f develping the capacity f leadership alng with strengthening their understanding f the child and yuth care practice. This reprt prvides yu with an verall view f ur prcess frm the beginning stages right thrugh t the pre-test/pst-test results. The anecdtal evidence tells a stry f a very successful venture and the pre-test/pst-test results ech this stry. Our hpe is that this prcess be engaged as a prvincial initiative and that the participant s feedback be cnsidered when decisins are being made arund training and supprt systems fr the sectr. 3

4 PURPOSE OF THE CYC LEADERSHIP PROCESS The purpse f The Child and Yuth Care Leadership prcess was t supprt retentin f Child and Yuth Care (CYC) staff, practicing within grup care psitins in the Edmntn Grup Care Sectr and t build a mtivated and supprtive grup f practitiners wh enhance their Child and Yuth Care practice and cntinue their wrk tgether t lead prgram develpment and supprt knwledge building within their hme agency. THE PROGRAM The prgram; Building Leadership in Grup Care Child and Yuth Care Interventins, was delivered as a training prgram designed t enhance frntline interventin. The training targeted grup care staff that have develped enugh experience t understand the challenges and subtleties f child and yuth care practice. An emphasis was placed n develping hands-n tls that staff culd practice immediately within their wrking envirnments. Additinally, the prfessinal bdy f Child and Yuth Care was bth described and investigated alng with the applied aspects f the relatinal cntext. Finally the curse was framed within a leadership prcess t supprt the replicatin f the teachings in their hst wrk-sites. An rientatin sessin was held in February 2008 t explain the prgram t ptential candidates and Managers/Supervisrs. At that sessin the training expectatins were utlined by the curse instructr Jack Phelan. Starting in March 2008 there were weekly meetings f the grup frm 10 am- 2 pm invlve seven sessins, which ended in late April. The sessins were held at the Jasper Place Grant MacEwan campus, with a lunch prvided. The hurs allwed the grup care staff wh had early mrning r late evening schedules, t participate. Agencies were encuraged t select frnt-line staff with leadership ability and at least 6 mnths experience in CYC wrk t participate in the training. There will be fllw-up meetings, perhaps n a mnthly basis, t supprt the participants in their effrts t influence CYC practice in each agency. GETTING INVOLVED Each agency affiliated with the grup care sectr was prvided with an alltment f tw spaces fr the training prgram. At the January 8 th Grup Care Sectr meeting the agencies were briefed regarding the registratin prcess and a participant rientatin sessin was held in February. Supervisrs and managers were encuraged t begin viewing their staff retentin and prgram experience frm the critical lens f, wh wuld best fit the leadership criteria? alng with a view f, hw wuld my prgram knwledge base be best served? Finally, they were asked t select staff mtivated t make a cmmitment t their persnal grwth and prfessinal practice!! 4

5 PARTICIPANT PRE-TEST/POST-TEST SUMMARY RESULTS 5

6 A ttal f 27 peple participated in the curse. A ttal f 24 peple cmpleted the pre test survey. A ttal f 24 peple cmpleted the pst test survey. 3 f 27 peple frm each testing grup did nt cmplete either survey. The surveys were develped with 4 key bjectives: 1. Create better Child & Yuth care practice. 2. Increase staff retentin. 3. Increase satisfactin with wrk perfrmance. 4. Create leadership fr prgram change. A. Understanding f Child & Yuth Care practice: 58% f participants agreed they had a slid understanding befre the curse, 8% reprted a strng understanding. Of the 58%, 75% reprted that their understanding increased a lt, while 12% reprted their understanding increased a little. Of the 33% wh reprted they did nt knw r disagreed with having a slid understanding. All reprted an increase in their awareness in the pst test survey. B. Knwledge and skills t prvide quality care: Initially, 75% f the participants agreed they have the knwledge and skills t prvide quality care. A task f the curse was t raise the quality and level f this knwledge. The pst test survey results shw that all participants had an increase in their awareness t prvide quality care - 75% increased a lt, 25% increased a little. Cnsidering the level f understanding entering the curse, results indicate that learning was enhanced. C. Cnscius applicatin f skills: 87% f participants had the perceptin f cnsciusly applying Child & Yuth Care skills and knwledge everyday befre the curse. Results shw that as a result f the curse 66% f participant s awareness f cnscius applicatin f knwledge and skills increased a lt, while 33% increased a little. Of the three abve survey areas, all relate t the first bjective f creating better Child & Yuth Care practice. Cnsidering that all participants awareness increased t sme degree with n ne reprting that their awareness remained the same reflects a perceptin shift in understanding. 6

7 D. Sense f pride: 54% f participant s strngly agreed befre the curse that they had a sense f pride in the wrk they d. Of this amunt, 69% reprted an increase in the amunt f pride they have in the wrk they d by the end f the curse. E. Jb fulfillment: Befre the curse, 75% f participant s fund their jb fulfilling. As a result f the curse, 91% f participant s awareness f ability t create jb fulfillment increased. Only ne participant did nt shw mvement in their perceptin f jb fulfillment. F. Opprtunities fr prfessinal develpment: 16% f participant s strngly agreed that they had pprtunities fr prfessinal develpment while 75% nly agreed. By the end f the curse 58% believed their awareness f prfessinal develpment pprtunities had increased a lt, while 38% agreed it increased a little. Questins D, E, and F f the pre and pst test surveys attempted t capture the individual s level f persnal jb satisfactin. The results reflect a greater realizatin f participants awareness in the persnal investment jb satisfactin and cmmitment t the field required. G. Peer supprt within rganizatin: 33% f participant s strngly agreed that they felt supprted within their rganizatin. In this grup, 75% recgnized a cnsiderable increase in supprt at the end f the curse. 54% f the grup agreed that they felt supprted by their rganizatin. Of this 54% all recgnized that their awareness f peer supprt within their rganizatin had increased a little. One participant wh disagreed that there was peer supprt within their rganizatin had a turnarund by the end f the curse. H. Peer supprt utside the rganizatin: 67% f the participants felt a level f supprt frm peers in the Child & Yuth Care field utside the rganizatin they wrk fr- 13% strngly agreed and 54% agreed. 33% did nt knw r disagreed with feeling supprted frm external rganizatins. By the end f the curse, 88% reprted an increase in their awareness f feeling supprted by peers utside the rganizatin they wrk fr. 7

8 I. Persnal accmplishment and mtivatin: 30% f participants strngly agreed that they had a sense f persnal accmplishment at wrk. Of this 30%, 85% experienced a cnsiderable increase in their mtivatin t persnally achieve while 15% experienced a little increase in their desire f persnal accmplishment. 42% f participant s agreed that they have a sense f accmplishment at wrk. Of these 42% half reprted a cnsiderable increase in their mtivatin t cntinue persnal achievement. One persn wh did nt believe they had a sense f accmplishment at wrk reprted a tremendus increase in their desire and mtivatin t persnally achieve. J. Wrk Life Balance: 63% f curse participant s believed they were already able t balance wrk and persnal life at the beginning f the curse. After the curse, 40% f the 63% had a shift in their awareness. 37% f participant s surveyed did nt indicate a shift in awareness in this area. There were psitive utcmes in the survey questins G, H, and I. All are directly related t the participant s ability t increase satisfactin with the wrk they d. Wrk life balance did nt appear t play a rle in persnal satisfactin t the degree that feeling supprted within the field did. It appears as thugh the curse prvided an pprtunity fr Child & Yuth Care staff t cme tgether t highlight the imprtance f their rle and t recgnize the already available supprt netwrks. K. Satisfactin with level f invlvement. 16% f curse participant s strngly agreed they were satisfied with their level f invlvement in their rganizatin while 54% nly agreed. 20% did nt feel satisfied. 100% f the participant s reprted an awareness t create pprtunities fr themselves t strengthen their invlvement with their rganizatin t increase their satisfactin level. L. Ability t effect change: 32% f participant s did nt believe they culd effect change within their rganizatin. As a result f the curse all 32% indicated a shift in their mtivatin t effect change - 60% increased a lt, 40% a little. Only 10% strngly agreed they culd effect change while 46% agreed they culd effect change. The peple that believed they culd effect change were mtivated t seek actin. 36% f participant s mtivatin increased a lt and 18% increased a little. 8

9 M. Share ideas and pinins: 100% f the curse participant s believe they are able t share their ideas and pinins with thers. 30% strngly agreed, 70% agreed. As a result f the curse, 67% f participant s feel a lt mre cnfident in their ability t share ideas and pinins, 29% had a little rise in cnfidence. One persn s cnfidence level remained the same. N. Set prfessinal gals fr self: 25% strngly agreed 46% agreed } that they set gals fr themselves. 13% disagreed A result f the curse is that all participants awareness t set gals increased. 56% increased a lt. This last sectin f survey questins addresses the area f creating leadership fr prgram change. The results reflect a sense f empwerment and mtivatin t further enhance prgrams and rganizatins. The curse appears t have prvided clarity and drive fr the participants t initiate prgram change. The fllwing were additinal areas that the pst test survey lked at: O. Service Delivery: 54% f the participant s identified a cnsiderable increase in their awareness t strengthen service delivery. 42% f the participant s indicated a slight increase 4% indicated n change. P. Prfessinal supprts and resurces: 75% f the participant s indicated a cnsiderable increase as t their awareness f prfessinal supprts and resurces available t them in the Child & Yuth Care field. 21% indicated a slight increase in awareness. 4% indicated n change. Q. Cnnectin t the Child & Yuth Care field: Participant s verall cnnectin t the field increased cnsiderably by 75%. 21% has a slight increase in cnnectin t the field. 4% indicated n change as a result f attending this curse. The results indicate that this curse was a valuable tl fr Child & Yuth Care wrkers in the field. It shuld be nted that the abve 4% is identified as three separate participants fr each questin area. It is nt ne individual s perceptin that all three areas remained the same. 9

10 Additinal cmments frm participants in the curse include: This curse shuld be ffered t all wrkers as it really answers a lt f questins abut CYC especially when yur persnal backgrund is nt in CYC (ie. B.Ed) This curse has pushed me t finish ff my degree within the rehabilitatin field. And als helped me frm cnnectins with different agencies that wuld be beneficial fr the hme I wrk at. Very useful and refreshing t learn the intricate field f CYC. Gd t learn abut stages, applicatin is still a bit fuzzy.. didn t address the mental needs/prblems we face (ie. FASD).. valuable student interactins This curse was interesting and beneficial; hwever I believe it wuld be mre effective if prgram managers and supervisrs were in this class. All I have learned is dismissed by my supervisr as they dn t have these skills and knwledge. I think fr ur practice t mve frward and develp nt nly fr itself, but the wrkers as well, this curse needs t be mandatry fr all emplyees in every agency t take. This curse has generated an interest f 64% f wrkers becming certified in the Child & Yuth Care field. 27% are pssibly cnsidering certificatin and nly 9% reprted nt being interested. In rder t determine results ver a lnger term and re-evaluate retentin rates it will be useful t send ut a third questinnaire in fur mnths. At this stage the summary f results indicates that the curse was beneficial t the twenty seven participants that attended frm acrss the grup care sectr. 10

11 FEEDBACK AND INSIGHTS FROM PARTICIPANTS 11

12 QUESTION ONE (What key learning have I develped in this prcess?) The stages f wrker develpment Supervisry strategies that supprt wrker s differentiated develpment Applicatin and integratin f develpmental theries and prcesses fr creating curisity in the wrker Applicable and available resurces t further supprt develpment That the prgram that I currently wrk within is run by a level ne supervisr Knwledge abut the level prcess f child and yuth care level I level II and level III Allwed me t see the what directin t g in and what I chse and need t wrk twards rather than just shwing up fr a shift and being a bdy. Helped me fcus and find directin I learned abut what makes up an effective team that wrks tgether t finds steps t desired changes and success rather than fcusing n the negatives and t just stp certain undesired behaviurs New and innvative techniques that will enhance prductivity with clients and fellw staff The sharing f ideas back and frth frm different agencies and perspectives was helpful The training helped me develp a strnger knwledge and backgrund int the Child and Yuth Care prfessin I have knwledge f supprting resurces such as the CYC website and the certificatin prcess That I a have the ability t be a psitive and prductive wrker fr the clients and a mentr t my c-wrkers That I can be a singular frce fr psitive change Child and yuth care supervisin prcesses fr examining the grwth in myself and c-wrkers Develpmental cnsideratins with child/yuth issues frm develpmental therists such as; Eriksn, Piaget Khlberg Varius treatment ideas and interventin strategies The ability t see what level my c-wrker and myself are currently at in their prfessinal develpment and wrk abilities Awareness f my wn strengths and weaknesses Knwledge that I have the capacity t make changes in my wn life that will impact change in staff and children Understanding the develpmental prcesses in children in care The amunt f grwth t becme a level tw certified wrker 12

13 Learned t adapt t what I can d utside f external cntrls ver a child and have develped a small knwledge base t begin addressing this questin The fcus and mandate f treatment hmes Creative ways t lk at the same prblem Develpmental stages and classificatins f age grups The kinds f training and educatin that I culd engage t make my wrk with yuth mre rewarding and mre effective in the lnger term Hw t put varius theries int practice Stages f CYC wrker s develpment The staff level thery Residential issues such as; justice versus treatment Internal and external cntrls The grup/team learning Develpmental thery and hw it applies t the children new serve Develpmental levels in the CYC wrker s career and hw ne s career stage impacts service Child and yuth care resurces and hw t access them Develping a ratinale arund hw t integrate a change int a prgram and getting the team n-bard with yur ideas Relaxing external cntrls when they are nt necessary and being able t recgnize that inside myself The level system f wrkers within the certificatin prcess and the learning required at each stage Where I persnally stand n the level system fr certificatin Resurces fr learning mre abut the CYC practice Different stages f wrker develpment Required steps fr mvement in these levels Relaxing f external cntrls t supprt client develping internals Develpmental stages in children and yuth CYC levels Cntrlling versus managing behaviur Shifting frm external t internal cntrls Relatinal cnnectin as a key stepping stne t meeting the client at their individual place 13

14 CYC theries and hw t integrate thery int practice Hw these theries influence what yu actually d New techniques t wrk with yuth Trust versus mistrust That just having cmpliance frm a client is nt the desired utcme Surrender yur cntrl as sn as yu dn t need it T see the yuth in terms f their develpmental stage Mre practive ways t influence thers t change Level system fr wrkers and seeing where I fit in this system Building frm strengths while addressing weaknesses Netwrking with ther prfessinals and the exchange f creative interventinal ideas The pwer f the cnnectin with different agency peple and the practive energy The wrker develpmental levels The nging need fr prfessinal develpment thrughut the career Awareness f my wn prfessinal develpmental level Hw t create and be a catalyst fr change The pwer f the develpmental prcess ver the mre reactive behaviural management appraches Cnfidence and a sense f permissin t bring frward innvatin in my agency HIGHLIGHTS AND SUMMARY OF PARTICIPANT S RESPONSES TO KEY LEARNINGS FROM PROCESS The develpmental stages f a Child and Yuth Care Wrker s career Child and Yuth care theries and the applied areas f ur discipline The distinctin between internal and external cntrls and when t lighted the external cntrl prcess Cnnectedness t a greater prfessinal bdy and the netwrks 14

15 QUESTION TWO (Hw d I integrate key learning int my wrksite?) The pwer f leading by example Share knwledge and strategies Prmte and reinfrce learning and grwth Make staff aware f new knwledge Share readings that we have discussed in class Discuss readings and teachings frm class with the team Make staff aware f the CYC website and hw t utilize it Learned a lt abut the innvative prgrams and ideas frm ther agencies and have already begun t implement them int my prgram My excitement with the innvative and creative ideas has sparked that enthusiasm in my fellw wrkers Each week at staff meetings I have brught frward sme innvative ideas t my c-wrkers and have learned that by asking them fr their feedback bth psitive and negative I invite their participatin int the idea Encurage and teach team t invest in persnal grwth and develpment in rder t prvide yuth with quality care The training gave me the tls t supprt my c-wrkers bth new & ld Tls fr generating new ideas when wrking with the children Integratin int the wrksite with different appraches suited t each client specifically Dealing prperly with the pwer stage and helping them develp internalized self-cntrl in the future Bundary develpment fr and with the client A prpsed presentatin t the directr f the agency Articles which wuld set the stage fr discussin at team meetings Present different and even evcative perspectives whenever pssible t create ut f the bx discussin Seek buy-in frm the administratin Practicing the pwer f rle mdelling Talk abut the impact f rle mdelling at staff meetings By facilitating creative team training pprtunities Begin at staff meeting and by taking the initiative t start a discussin 15

16 Be cmmitted t self-learning in rder t mdel and share yur ideas and infrmatin with the team Integratin f my learning will be facilitated by engaging leadership skills t implement and advcate fr changes Supprtive advcacy t the apprpriate grups r individuals such as; fellw staff, agency management, Children s Services, Strength-based appraches and mtivating thers Being creative and pen t new appraches After each sessin I am sharing the new learning with my team and we are examining ways t implement them Being aware f the individual nature f the clients I serve and respnding accrdingly Develp key strategies arund when ad where I can relax cntrls T talk with my immediate supervisr abut different ideas and get their input in t hw I can implement them Integrate strength based fcus int staff meetings Putting thery t use in cnsultatin with management Share the learning with fster parents t supprt their wrk Will be integrating my prject int the wrksite A greater belief in my abilities and mre strength t take n the peple that I saw as higher ups A strnger esteem in my rle as a prfessinal Cnfidence in my skills which will pave the way fr me being blder in staff meetings and with my c-wrkers and supervisr Meet supervisrs/managers with curse summary and present my learning Suggest r recmmend changes that they culd implement withut t many barrier Wrk with supervisr t engage new ideas in small steps that build success and then prcess the results using the thery as ur cmmn grund HIGHLIGHTS AND SUMMARY OF PARTICIPANT S RESPONSES TO INTEGRATING LEARNING Trust in my persnal strength t be a catalyst fr change in my agency Influence all levels f rganizatin with gd infrmatin and sund ideas Spark a learning culture fr CYC practice (e.g. articles discussin etc.) Build frm strength based appraches that mtivate and inspire Share my learning with thers and make rm fr this at meetings 16

17 QUESTION THREE (What capacities f leadership have yu enhanced?) Ability t differentiate pririties apprpriate t the wrker s skill and develpmental level Integratin f respnsible peple versus respnsible behaviur Awareness f the difficulty in leadership within a grwth resistant wrksite Cnfidence in my abilities as a leader Uncmfrtable with stepping frward int a frmal leadership rle as there is a struggle with having cmpetence with the skills and ther staff resisting the use f them Unfrtunately, I d nt feel cmfrtable with being in a leadership psitin, hwever since taking this curse I d feel cnfident in my ability t be an effective leader. I struggle with putting these skills t use mainly due t resistance frm staff Netwrking with ther Child and Yuth Care practitiners t enhance my abilities as a wrker My leadership and self cnfidence are much strnger and an expectatin that I will expect mre frm myself in the future Seeing my self as a change agent within my rganizatin Learned hw t prvide valuable input twards the when, where and what we need t challenge alng with why we are ding what we d A strnger stance when intrducing new ideas and ding this in amre articulate manner A strnger fundatin t begin with will make my message easier t intrduce It is imprtant fr me t believe in my prcess as this belief will make the message cntagius Mre cnfidence Knwledge f when and hw t use the theries Mtivatin t create better wrk practices Becming mre prfessinally fcused and achieving my level tw certificatin Will build frm and explre the depth f the varius theries that we have tuched n Readings and discussin have enhanced my leadership Drive fr being a creative frce fr change in my wrk Skills, tls and awareness fr making the changes pssible 17

18 Inclusin f fellw wrkers in the prcess f change which will facilitate their wnership f the change The capacity t see the strengths f my team in terms f the varius wrker levels T use the strengths t create better matching f staff t clients as key wrkers Cnfidence in teaching ther staff what I ve learned Desire t create change and reflectin upn current practices and their functin and/r dysfunctin Cnsidering certificatin Being aware f hw ne persn can impact the team The staff develpmental awareness makes me mre effective in knwing where and hw I present change and hw t anticipate their ptential resistance An understanding f where I am in the wrker level system Team building Presenting ideas and prjects Taking the develpmental stage mdel and using this as the way we build and develp treatment plans with the yuth Re-direct wrk cnversatins t a greater strength-based perspective Influence supervisrs and c-wrkers regarding my learning Cnfidence and self-awareness A renewed belief in what I am ding I believe that all f my capacities as a leader have been enhanced The capacities f leadership were nt develped but were enhanced in that we were all able t cmmunicate in the prcess by having cmmn understandings and cmmn areas fr analysis HIGHLIGHTS AND SUMMARY OF PARTICIPANT S RESPONSES TO LEADERSHIP CAPACITY BUILDING Enhanced cnfidence and understanding f what a leader is and what a leader des and a belief in ne s leadership Capacity t see the team s strengths nt just their deficits Understanding f team mate s develpment limitatins 18

19 QUESTION FOUR (What capacities f leadership have yu develped?) Ways t effectively rle mdel and articulate I and t describe what I m ding and why it is effective I have learned that I d have leadership ability that I was reluctant t bring frward in the past I dubted my knwledge base because my degree was nt in Child and Yuth Care and this training has helped me affirm my cnfidence in leading I have becme much mre self aware f my faults and areas f imprvement and what I need t learn t prduce a better and mre knwledgeable team Develping prfessinal grwth as a persn, as a team, and as an agency Cnfidence in my wn leadership A better understanding f develpmental impacts n all parties including client and staff Greater knwledge t assess a child s needs and t select a type f apprach that will be mst effective A brader perspective t apprach tpics with The ability t be alright with nt winning all peple ver t my side Ability t speak up Ability t see beynd the behaviur Realized that by researching and rganizing new ideas and strategies that enhance service delivery and preparing t share them with my team mates, I am leading Greater awareness and insight resulting in mre cnfidence t take n the treatment issues The ability t verbally describe my visin fr change T think utside f the bx T nt just accept statues qu when it cmes t implementing different appraches A general excitement t learn nce again and t cntinue my educatin 19

20 Learning n hw t supprt and nurture grwth within the level ne and tw wrkers Hw t include the develpmental thery int actual practice Facilitating effective team wrk Reaffirmed my cmmitment t CYC wrk Recgnized my wn prfessinal grwth Cnfidence in my ability t influence thers Taking n a mre active and engaged leadership rle Has encuraged me t push my inner leader further HIGHLIGHTS AND SUMMARY OF PARTICIPANT S RESPONSES TO LEADERSHIP ASSET DEVELOPMENT Learned hw t facilitate effective team wrk and engagement f thers Learned hw t put thery int practice and t develp a plan Re-affirmed cmmitment t prfessinal grwth and practice Stimulated a senses f excitement and creativity Learned hw t mtivate and inspire level ne and tw wrkers 20

21 QUESTION FIVE (Hw has this prcess enhanced retentin? Address the learning that supprts retentin and what might be dne differently t meet the bjective f retentin) Greater invlvement in the prcess frm varius levels f leadership The prcess is a great learning tl but difficult t cnnect directly t the retentin bjective I feel this grup was great fr narrwing in n the cmmn issues in agencies. By better educating staff and by having a refresher it helps staff t fcus n what is imprtant and effective rather than seeing nly the negatives and then feeling helpless t change it. I believe that anther way this prcess culd benefit staff is t have entire teams invlved in a similar curse. I feel lst when I try t get my team invlved and ften get resistance. By nt having anther team member t share perspectives and psitives my impact is limited. It wuld be helpful t have this curse ffered n a yearly basis fr wrkers wh have at least ne year in the field The classrm atmsphere was especially helpful and the discussins with peple frm ther agencies sparked creativity The discussins brught ideas that will refresh me and retain me This prcess was a great way t enhance retentin Prvisin f the necessary tls t be able t understand the yuth and t understand themselves in relatinship t the yuth Greater and deeper understanding f the rle and this leading t a greater view f the jb and what level ne is at within this jb Helped me reflect n whether I was really a capable wrker Supprt and tls t d the jb are the mst imprtant factrs in retentin f staff new r ld Backing in tugh situatins frm ne s c-wrkers and supervisrs Articulated a mre purpseful apprach t ur practice Challenged me t take n the challenges f the jb when mtivatin begins t wane The different perspectives n hw t get arund just thinking abut punishments and cnsequences will result in an easier rle due t less pwer struggles additinally it will enhance bth the wrker s and the client s feeling f purpse The prcess f giving cntrl back t the child and supprting the develpment f internalized cntrls 21

22 Training fsters learning which in turn fsters grwth persnally and prfessinally and staff that are grwing are retained With training staff are mre prepared and capable in dealing with cmplex situatins Nt everyne cmes int the field with a CYC backgrund and by sharing the stries f the prfessin and the varius therists yu get a bigger picture view f the field and a sense f belnging t smething greater than yur team yur agency etc. Greater valuing f the frnt-line wrker Cntinue t facilitate persnal and prfessinal grwth pprtunities with caregivers Mre pprtunities bth frmal and infrmal with all the layers f the agency t clarify cmmunicatin and disslve cnfusin Prvides an pprtunity fr staff t get excited and bring this passin back t their wrksite Prvides valuable recgnitin and validatin that they are in a very difficult field Stimulates the belief that staff can make a difference in the lives f a child by impacting change within their rganizatin This prcess supprts the revitalizatin f ne s cmmitment t their wrk and prevents burnut The prcess enhances ne s ptimism level and hpe fr the future Treatment dynamics such as; cntrls, utside pressures, develpmental cnsideratins Realistic expectatin arund what external supprts yu can access The class prcess really supprted retentin by; building cnfidence and distilling a sense f pride in ur practice Prvided an pprtunity t meet and discuss ther CYC wrker s successes and strategies The level system f wrker develpment allws yur set gals that are realistic t yur stage Learning fcused grups with ther agencies with staff that are at a similar develpmental level C-creating treatment and interventin plans with mre challenging clients and ding this nt just with the team but utside with ther perspectives and experience Staff team-building retreats and exercises 22

23 The prcess builds determinatin in thers by being expsed t ther s effrts against huge hurdles and challenges The deeper understanding f ur client s challenges guards staff against burnut s that they d nt see their wrk as meaningless r withut impact Having a cmmn grund and base f CYC knwledge allws fr mre seek t understand dialgues with wrkers wh currently dn t have the backgrund Strng fundamentals help staff with a base f understanding t develp their tl bx and the mre the tls the less the burnut Mney shuld nt be the driving frce fr change and that agencies wh invest in this thinking retain staff Curses like this are example f this investment prcess and they validate my imprtance t the agency Brings mre mindfulness and intentin int my day t day wrk and sense f hw the wrk evlves ver time Allw fr mre understanding that makes rm fr patience in my wrk leading t better practice A renewed sense f enthusiasm passin and drive arund my prfessin Retentin is supprted by the nging feeling f prgress and advancement which has a self-reinfrcing capacity after awhile HIGHLIGHTS AND SUMMARY OF PARTICIPANT S RESPONSES TO RETENTION Renewed passin abut the wrk as a chse prfessin Develped a sense f belnging t a larger, intercnnected prfessinal cmmunity Ability t understand and cntextualize the develpmental phases f ne s career which helped prvide a sense f ptimism The imprtance f ne s nging revitalizatin thrugh bth persnal and prfessinal grwth/learning Hw effective tls (understanding and utilizatin) will lessen the impacts f burnut Retentin is a direct result f team wrk and team wrk takes time and expertise t build Supprt that is ffered in multiple ways (e.g. supervisin, retreats, training debriefing etc.) are essential in mitigating burnut and lss f wrkers 23

24 QUESTION SIX (Aside frm the mre bvius cnditins f retentin such as, salaries and better hurs, in what ther ways culd grup care enhance retentin?) Increased cnnectedness and purpse with the bigger picture f the agency/rganizatin Created pprtunities fr respnding t alng with welcming input frm frnt-line staff Onging training pprtunities that encurage staff t take wnership f their persnal develpment and grwth prgress An envirnment f knwledgeable wrkers Mre educatinal pprtunities ffered by agencies fr bth new and experienced staff Classes fr managers and supervisrs t help them deal with issues frm the frnt-line withut taking it persnally Mnthly brainstrming sessins with all staff t seek ut slutins Meeting cnsistently ver the past six weeks I have becme familiar with sme f the things that I truly value at my agency, qualities that my clleagues really wanted in their sites The parts that I value include; pen cmmunicatin with management, team building, weekly cmmunicatin amngst teams, supprt, encuragement, and acknwledgement frm the agency By affirming n a daily basis that the staff and children we serve cunt fr smething Appreciative language that includes lts f praise and cmpliments that are specific and tangible Backing up a wrker s decisins with what they did well befre criticizing what they did wrng Create an envirnment that is mre like a hme than an institutin A strnger cnnectin t ther Child and Yuth Care wrkers and their respective rganizatins A sense that sme f ur hmes culd wrk tgether fr the betterment f kids in care An understanding f a variety f rles in the field that may better suit my skill sets This curse will abslutely increase retentin if presented t CYC wrkers Psitive results and effectiveness will lead t greater jb satisfactin Supprt such as free curses beynd the prgram Access t free mental health care (persnal and/r wrk related) 24

25 Grups and frums t discuss issues with clients with the gal f intrducing fresh perspectives and slutin-fcused behaviur management Excellent benefits plans An pprtunity t teach and pass n this learning t peers that wuld result in mre frward thinking practive practice Prvide yuth/child with mre pprtunities t have a vice in their gals and the actins they need t take t get there Seeing beynd the surface issues t seek and understand the deeper needs Being mre psitive generally and impacting thers with the psitive thinking Educatin prducing better practice results and better results in wrker client interactins with retentin fllwing Greater effectiveness by the staff in their wrk will reduce burn-ut Training and prfessinal develpment Organizatinal willingness t change and reinfrce the change prcess Strength based thinking that is peratinalized in practice Hire knwledgeable peple that actually want t wrk in this field Ensure that peple are aware f what they are getting int s there are n surprises Built a sense f team and unity Reinfrced having a sense f visin and purpse in ur wrk The level prcesses facilitates matching f wrker skills t client needs Greater accessibility t external resurces that supprt learning prcess Greater understanding f yuth issues and perspectives Supervisin that is slutin-fcused and building frm strengths are invaluable Recgnitin frums that are specific t a particular challenge that a team has taken n and have management there Mre hlidays, time ff and mental health days Allws yu t pinpint yur strengths and weaknesses alng with yur pprtunities fr change Yu learn that the greatest threat t yur career is when yu stp learning 25

26 Created tremendus awareness abut ur practice and a sense f pride in my prfessin (we are nt babysitters) The sense f hw we cntribute at a larger level within a sciety Public acknwledgement f ur prfessin The nging encuragement frm my agency t better myself thrugh wrkshps and curses This training wuld serve the C.E.O s the E.D s and bard members s that they can get a better understanding f ur wrk challenges and the knwledge base required t d this wrk The engagement f leadership at this level is essential t nt nly hear the successes but t als hear the adversity HIGHLIGHTS AND SUMMARY OF PARTICIPANT S RESPONSES TO ALTERNATIVE WAYS FOR RETAINING STAFF Onging training pprtunities that encurage staff t take wnership f their persnal develpment and grwth prgress The nging encuragement frm my agency t better myself thrugh wrkshps and curses Organizatinal willingness t change and reinfrce the change prcess Strength based thinking that is peratinalized in practice Grups and frums t discuss issues with clients with the gal f intrducing fresh perspectives and slutin-fcused behaviur management This curse will abslutely increase retentin if presented t CYC wrkers Psitive results and effectiveness lead t greater jb satisfactin Supprt such as free curses beynd the prgram Access t free mental health care (persnal and/r wrk related) 26

27 QUESTION SEVEN (What prcesses/training tls etc. frm this training d yu think wuld benefit yur less experienced clleagues?) Intrductry framewrk presented as part f wrker rientatin Matching new staff with a mentr that is at an apprpriate skill and teaching level Create expectatin fr prfessinal grwth and incrprate this expectatin int day t day peratins f the agency Offer this curse t mre wrkers within the agency Have this curse as a mandatry training fr all supervisrs Have the supervisrs bring their learning t the team My clleagues with less experience wuld benefit frm the Child and Yuth Care training series and perhaps registering CYC n-line at the expense f the regin and agency as I believe that all wrkers wuld benefit frm this website Training in the ways different fields/prfessins perate (such as FSCD and Mental Health) Training n certain diagnsis such as ADD ADHD ODD and FASD Balance all crisis management curses such as restraint training with ther training that wuld enhance relatinal interactins and deeper understandings f a child s develpmental prcesses The penness f the prcess alng with research and experience allwed fr me t be less entrenched int the psitins that grip my team smetimes, s this prcess is really imprtant fr newer staff s that they d nt becme t entrenched als Training n the theries in particular the strength-based apprach alng with slutin-fcused appraches Other staff culd benefit frm knwing abut the level systems in terms f prfessinal grwth and develpment Hpe cmes frm knwing that there is career advancement pprtunity utside f the agency such as level 2 and level 3 Newer staff wuld als benefit frm this training as nt all peple can affrd t g back and take CYC related curses Cntinue t supprt the understanding f the CYC prfessin and have new staff learns frm the beginning that there is the whle ther part f the field utside their wrk envirnment that supprts their practice C-create ther training and caching f this nature 27

28 Mre training with and frm ther prfessinals Make a curse like this mandatry fr all frnt-line staff Have level tw wrkers perate as mentrs t demnstrate CYC practice Mre visibility t all staff arund external resurces such as; CYC-net.rg Schling is number ne and in the absence f fcus training then ensure that peple have curses like this t supprt their wrk Mentrship prcesses with experienced CYC wrkers Knwledge f the develpmental stages in the CYC wrker s career The integratin f these theries int knwledge is a fundatinal place and withut this fundatin it is hard t have any prgressive plans s by all means include new staff Critical incident debriefing is als a must in their supprt Mre knwledge based wrkshps fr them The thery part wuld be excellent The wrkers levels I II and III Thery sessin The crss agency building f learning assets and capacities wuld be invaluable t a new staff Pr-active fcus in interventin Prfessinal grwth and develpment prcesses The abslute vital interplay between thery and practice There is always rm fr imprvement in ne s career n matter what stage They culd benefit frm understanding hw the change prcess wrks Hw t mtivate ther than thrugh the use f punishment Hw t evlve as a wrker thrugh the varius levels A mdified and cndensed versin f this training shuld be part f determining whether the persn actually has the right stuff t d this wrk 28

29 HIGHLIGHTS AND SUMMARY OF PARTICIPANT S RESPONSES TO WHAT THEY THOUGHT OTHER WORKER S WOULD BENEFIT FROM Other staff culd benefit frm knwing abut the level systems in terms f prfessinal grwth and develpment Other staff knwing that there is career advancement pprtunity utside f the agency such as level 2 and level 3 wuld prvide hpe Newer staff wuld als benefit frm this training as nt all peple can affrd t g back and take CYC related curses Cntinue t supprt the understanding f the CYC prfessin and have new staff learns frm the beginning that there is the whle ther part f the field utside their wrk envirnment that supprts their practice The c-creatin f ther training and caching f this nature The abslute vital interplay between thery and practice They culd benefit frm understanding hw the change prcess wrks Hw t mtivate ther than thrugh the use f punishment QUESTION EIGHT (In what ways culd we imprve future prcesses?) Have a fllw-up sessin and create a grup that meets less frequently with a specific fcus f discussin Make Child and Yuth Care an imprtant issue fr agencies Help agencies t truly understand that they are nly as successful as their wrkers By investing mre int wrker s training and educatin the greater the retentin Agencies investing in CYC Jurnals as a strategy t stimulate ther s interests in learning abut the prfessin leading t mre prfessinal grwth and develpment The prcesses were a gd learning experience hwever there may have been rm fr mre practice based applicatin with rles plays that culd supprt the thery being put int practice Accessing infrmatin frm the mre experienced wrkers t help deal with sme f the prblems that new wrkers will face Identifying frm the experienced staff what supprts are ut there fr them Mre infrmatin related t cmplex issues such as; sexual abuse trauma, and the impacts upn children cming ut f damaged envirnments Mre realistic and applied training scenaris that culd demnstrate the theries in actin A prcess whereby ther CYC wrkers culd cnnect 29

30 Ensure that this prcess has different and blended agency representatin as this was quite effective in develping creative slutins Having tw peple frm the same team r hme might make it easier t institute change and see this change integrated int practice faster Create a multi-agency fcus grups r frums t keep these discussins ging Create sharing seminars that culd be pen t the whle agency Create a system f inter-agency mentrs fr newer staff Engage management t be nside with resurces like training and self care t enhance retentin Allt mre time fr develpmental theries and their applicatin int the day t day wrk Cntinue t build frm this and create ther frms f this training t facilitate access and ensure that teams g thrugh sme f this as it will cntinue t strengthen the field Imprve future prcesses by emphasizing theries f change as well as teaching prcesses f advcacy, learning cultures etc. Have level tw wrkers buddy up with level ne wrkers t enhance their learning and integratin int practice Ensure that teaching includes the special knwledge required t wrk with kids with disabilities nt just trubled yuth Strategies and ways f becming a better supervisr Can t think f any significant areas f imprvement Curse was safe and well facilitated Perhaps mre life-situatinal examples Knwing what yu want in training and seeking it ut while having agencies supprt the initiative f the staff s they can cme t a mutually agreeable arrangement t supprt the wrker s mtivatin t learn Include newer staff in a similar prcess that is geared t their develpmental prcess Rtate the classes t a different agency each time While at a particular agency see if all staff there culd participate Less discussin mre teaching 30

31 Lnger and mre fcused time perids dedicated t CYC training t ensure thse wh d nt have that backgrund get it Mre breaks as the 4 hurs is a lng time perid t stay put Guest speakers in key areas Mre hands-n exercises Grup wrk was an excellent prcess but a bit t much culd have had sme mre fcused wrk Mre valuing f ur wrk in sme frmal manner N suggested changes it was excellent HIGHLIGHTS AND SUMMARY OF PARTICIPANT S RESPONSES TO HOW WE COULD IMPROVE FUTURE PROCESSES Guest speakers in key areas Mre hands-n exercises Perhaps mre life-situatinal examples Create a multi-agency fcus grups r frums t keep these discussins ging Create sharing seminars that culd be pen t the whle agency Create a system f inter-agency mentrs fr newer staff Having tw peple frm the same team r hme might make it easier t institute change and see this change integrated int practice faster Have level tw wrkers buddy up with level ne wrkers t enhance their learning and integratin int practice Mre infrmatin related t cmplex issues such as; sexual abuse trauma, and the impacts upn children cming ut f damaged envirnments CONCLUDING STATEMENT The use f training as a way f building human resurces is bviusly nt a unique prcess. What is unique is hw the prgram was packaged and presented t the Child and Yuth Care staff. The bvius impact f this prcess was ne f immense appreciatin fr their effrts and validatin f their ften challenging circumstances. As administratrs, supervisrs and managers f grup care prgrams we recgnize that there is nt an verflwing well f resurces t access. These resurce limitatins mean that we must be innvative and resurceful in hw we ptimize the results f training dllars and maximize the impact f these dllars upn retentin. Frm the initial data sets and anecdtal respnses we believe that the Child and Yuth Care Leadership Series had met these gals f ptimizatin and maximizatin in the enhancement f ur staffing asset and the building f ur capacity. Further analysis will be dne t fllw-up this initial perceptin and we believe this investment will reap tremendus rewards ultimately strengthening ur service delivery t children, yuth and families. 31

32 PROGRAM ATTACHMENTS 32

33 Curse Outline and Cntent Building Leadership in Grup Care Child and Yuth Care Interventins Sessin 1 What is Child and Yuth Care Wrk? This sessin will include examining hw residential Child and Yuth Care (CYC) practice is a distinct and pwerful interventin in yuth and family life that has a ratinale and delivery strategies which require cmplex thinking and individualized appraches which are mst effectively applied in the life space, using experiential appraches. The needs and prblems f many children in care are cmplex and difficult t serve apprpriately. Or mre crrectly, their needs are deceptively simple, but delivering the right respnse is deceptively cmplex. The participants will discuss the mtivatin which attracted them t this wrk, and the bigger cmmunity f practitiners which they can identify with natinally and internatinally. Skills, training, knwledge and attitudes f cmpetent CYC practitiners will be explred. Sessin 2 Dealing With Challenging Behavir The behavirs and struggles that cnfrnt CYC practitiners will be explred, frm a perspective that begins with the prfessinal develpmental stage f the individual CYC practitiner. Newer wrkers have different abilities and perspectives n behavir and attitudes than mre experienced wrkers. The cmplexity f behavir and the difference between symptms and causes will be explred. Many specific strategies and appraches will be demnstrated, discussed and debated by the participants. Sessin 3 Develpmental Issues This sessin will have the participants use develpmental thery t frame the ratinale fr behaviral interventins. The gal is t have peple understand that sme f ur attempts t create respnsible behavir actually impede ur ability t create respnsible peple. Tpics like Attachment Ability, Eriksn, Piaget, Khlberg and Stages f Lss will be referenced. Sessin 4 Residential Care Appraches This sessin will have participants lk at several different theretical mdels f ding residential CYC wrk. We will discuss cgnitive-behaviral, relatinal, experiential and develpmental prgram appraches and cmpare these t actual practice. Sessin 5 Owning Yur CYC Practice This sessin will fcus n the prfessinal bligatins and supprts fr the participants, including ethical and legal awareness, netwrking with ther skilled practitiners, cntinuing prfessinal develpment pprtunities, and prfessinal develpmental stages. This will als serve as a place t strategize abut creating change and becming a leader within ne s prfessinal grup. Sessin 6 Creating Change and Mtivatin This sessin will lk at leadership strategies and prgram develpment initiatives that can be undertaken by the members f this grup. There will be prjects assigned r undertaken which will be started and demnstrated befre the end f these sessins. Leadership skills and supprt netwrks will be explred. Sessin 7 In Class Demnstratins and Reprts This sessin will cnsist f participants demnstrating and discussing prgram change strategies, with suggestins and supprt being slicited frm the rest f the grup. A celebratin and recgnitin f their participatin will als be a part f this final sessin. 33