Setting/Supporting Goals
Employee satisfaction survey
Feedback taken seriously
Evaluations - performanceMonthly staff observations, written
Buy in
Self evaluations
Agency strategic planning meetings
Follow up on goals
Mission statement
Employees have tools/training to meet goals
Short and long term
Weekly staff meetings
Define roles in meeting the goals
Open door
Effective communication
Personal/team/company goals
Play a part in policy change
Realistic time table
Positive environment
Flexibility, Open to change
Coaching
Mentoring
Building networks
Ask what they want
Give advice, introductions
Identify weakness - provide tools to overcome
Define setting
Wants and needs
Be supportive of ambitions
Emphasizing strength
Mentoring
Be impeccable with your word
Listen to what others are saying
Lead by example
Be open
Be teachable
Be there or readily available
Be helpful
Be trustworthy
Give people your full attention
Admit when we make a mistake and learn from it
Be observant to other language
Be counseling
Be prompt
Be confident
Positive reinforcement
Get feedback also give
Be a good role model
Think out of the box
Individualizing
Attentive listening
Body language
Praise/recognition (and knowing how they like to be compensated)
Encourage them to stop out of comfort zone, then support
Train
Talk over problems/solutions
Encourage them to take the initiative without always fixing the problem
for them
Teaching before doing/enabling
Be open to their ideas
Validate their opinions
Allow mistakes and room to grow and learn
Listening, not just hearing
Being there for them in the weak moments
Counsel/mentor as they grow
Sharing Information
Staff meetings (team meetings, department meetings)
Pictures
Observation (staff or client)
1:1 feedback
Email/newsletters/handouts
Modeling
Phone calls
Texting
Trainings
Reading body language
Policy manuals
Meetings with Voc Rehab etc.
Off-the-clock with others
Humor
Mentoring
Videos (self : )
Conference calls or conferences
Water cooler talk/breaks/fridge
Teaching networking
Support coordination
Tx teams (regular vs. annual) with parents, docs, specialists, school etc.
Whiteboards/corkboards
Community progress notes, client logs
Individual info sheets
Collateral contacts
Share info as needed/confidentiality
Open door approach
What's important?
Inner agency/external partners
Clear format of expectations/concise
Determine appropriateness of info
Stop rumor mill
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Linking
Matching staff responsibilities with personalities (person centered
matching)
Create group activities
Volunteering
Matching services to individuals' needs
Researching available resources i.e. state, federal, municipal
Participating in public activities
Communication with similar agencies
Include individuals in staff meetings
Team meetings (internal and external)
Special interests
Retreats (staff and individual)
Utilize special skills and talents to and from individuals, and identify
them
Publication of resources, directory, database
ISSH has a crisis prevention team, anyone using services can contact.
Empowering
Encourage risks (w/support), change, get out of comfort zone
Compliments
Thank yous
$ for continuing education
"Failing" ok - constructive
Part of decision making
Working as a team
Feel supported
Flexibility of scheduling
Leaders part of team, also self analysis
Get perspective before jumping to conclusions
Asking staff's opinions regularly
Encourage creativity
Provide opportunities for growth, trying new roles
Open communication
Brainstorming
Open to ideas
Be honest and up front
Meeting needs (happiness too)
Listening
Provide support
Sharing similar experiences
Positive environment (notice bad days)
Show appreciation
Make it safe
Let them do it their way
Trust each other - increase responsibility and let them know they have
support
Role reversals (have staff train supervisors)
Encourage personal goals
Provide choices and options
Guiding/prompting
Encourage creativity
Share all relevant information
Knowing why
Feedback
Grid (brainstorming)
Open dialog
Listening/hearing
Supervisor to supervisee and back
Evaluation (anonymous)
Suggestion box
97%+ to 3%-
Pre-written standards
Organizational differences
Appropriate - train supervisor
Delivery type
Self-evaluations
Personal/professional differences
Communication log
Weekly 1:1 meetings
Feedback/compliment sandwich
Reinforcers
Sounding board
Sharing Power
Share info
Delegate
Creating/appointing team leader
Training
Passing info top/down and down/up
Open to 360 degree feedback
Let others know about opportunities
Explain how/procedures from direct source/first hand
Mentoring/hands on
Let make mistakes/learn from mistakes - it's ok
Job exchange
Voice opinions/vote/survey participation
Ownership/buy in
Finding what's important to team
Opportunities for training, conferences
Giving opportunities in leadership groups
Listen to team/group; power in numbers
Share mission
Brainstorm ideas
Include parents and clients in decision making
Seek input from schools - all work together
Make sure there are clear expectations & set procedures for follow
up
Regular meetings to brainstorm, follow-up, touch base
Try both one-on-one & group meetings
Give regular feedback
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