Post on 31-Dec-2015
Supporting Peer Specialists: What Types of Supervision
and Management Works?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 evaluations
Develop an action plan for “Monday morning”
Identify the reasons for hiring a peer workforce
Address fears in adding Peer Support Workers to the team
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 staffPeer 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”
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
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?
Staff Say:Peers seems to have too many person
problems to stay focused on the workPeers ask for lots of time off and often
never come backPeers do incomplete workPeers need to learn about boundaries and
ethicsWhat Else?And What Else?
Pages 6-7
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?
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
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?
Arrange meeting with plenty of timeReview 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 work
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 _________________________
Step One: Getting Clear about the Job
Step Two: Agreeing How the Job Will Be Done
Step Three: Maintaining a Quality Performance