PCCYFS 2012 Annual Spring Conference Discipline without Punishment: A Strength-based Approach to...

PCCYFS 2012 Annual Spring Conference

Discipline without Punishment:

A Strength-based Approach to Holding Employees

Accountable

Presented By:John Amato

PCCYFS 2012 Annual Spring

Conference

2

Objectives:

• Develop skills in identifying performance problems.

• Understand the value of a ‘counseling’ approach.

• Learn how to be an effective ‘Performance Coach.’


Conference

3

Performance Problem?

• Performance problems occur• when someone who has the

to do the job, loses their

to do the job.

skillskillwillwill


Conference

4

Wanted: Performance ProblemsActivity


Conference

5

Progressive Discipline

• Works from the premise That the worse you treat Someone, the better they’ll Perform.

• Primary goal is to build a “case.”


Conference

6

Think of a time you were Punished…

What did you feel?

What did you do?


Conference

7

Traditional Discipline

Objective Compliance

Focus On Employee

Responsibility Supervisor’s

Time Frame Past

Communication At Employee

Mode Parent to Child

Process Punishment

Climate Authoritarian

Punishment


Conference

8

Action

Response

Short-Term Outcome

Long-Term Outcome

Undesired Employee Behavior

Consequences of Punishment


Conference

9

Bottom Line

Punishing a problem employee

leaves you with. .a punished problem

employee!


Conference

10

Positive Discipline

• Works from the premise that employees are adults who will assume responsibility for their own behavior. They have the capacity to make choices and resolve problems.


Conference

11

Positive Discipline

• Training that develops self-control, character, or orderliness and efficiency.

• Remember:– You are not a

watchdog but a coach.


Conference

12

Core concepts of Positive Discipline

• While discipline must be maintained in an organization, the use of punishment tends to be counterproductive and frequently creates more problems than it solves.


Conference

13


• Handling disciplinary problems is one of the most difficult parts of a leader’s job, and it is an area where the organization faces the greatest risks and liabilities if not handled properly.


Conference

14


• The responsibility for solving the performance problem and maintaining appropriate behavior is the employee’s rather than the supervisor.


Conference

15


• By treating employees as adults who have problems to solve instead of children who must be punished for misbehavior, the supervisor is more likely to encourage adult responses and true solutions to problems.


Conference

16

Punishment Discipline

Objective Compliance Commitment

Focus On Employee On Performance

Responsibility Supervisor’s Employee’s

Time Frame Past Future

Communication At Employee With Employee

Mode Parent to Child Adult to Adult

Process Punishment Problem Solving

Climate Authoritarian Collaborative

Discipline vs. Punishment


Conference

17

When Does Discipline Begin?• At Hiring!

– Explain the purpose of the program?

– How it fits in to the Mission, Values of the Organization?

– Comprehensively Review Job Description?

– Thoroughly explain relevant policies & procedures?

– Explain the Performance Evaluation process?

– Set up SMART goals for my first 90 days?


Conference

18

SMART Goals

• Specific

• Measurable / Motivating

• Attainable

• Relevant

• Timebound & Trackable


Conference

19

‘Smart’ Supervision

• Supervisions should be documented and signed by manager and employee.

• Copy given to employee.• Why??

– Clarifies:•what was discussed•Assignments / Tasks•Who is responsible for what


Conference

20

Remember:

• You are focusing on the Behavior… not the Person.


Conference

21

Catch It Early!

• Pull employee aside.

• Provide explanation of Behavior.

• Explain impact it has on program.

• Wait…

• Provide Encouragement.


Conference

22

Skill or Will?

• Competence is a measure of task relevant knowledge and skills gained through education, on the job training and experience. (Skill)

• Commitment is a measure of motivation and confidence. (Will)– Motivation is the interest an employee

has to the task. It is their enthusiasm and desire to succeed.

– Confidence is the extent to which the employee trusts in their ability to get the task done independently and well.


Conference

23

Can they do the Job if their life

depended on it?

If “NO” Skill issue.Train them, Show them.

If “YES” Will issue.Coach them, Positive

Discipline

Skill or Will?


Conference

24

GreatJob!

Praisings• Describe the specific behavior.

• Explain why the behavior is important

• Express appreciation,

• Get the person to recognize their own performance.

• Express confidence.


Conference

25

One Minute Reprimand

• Give Immediately.

• Be Specific.

• Describe Impact.

• Express Feelings.

• Wait..

• Affirm.


Conference

26

5 Steps of Positive Discipline

• Focus on specific problem, not some obscure personality trait.


Conference

27

Vague/Judgmental Vs. Specific/Factual

• Your attendance has been totally unacceptable.

• Desired: – You are expected to report to work, each day

as scheduled.

• However...

• Actual: – You had 2 unexcused absences last week,

and yesterday you were 45 minutes late.


Conference

28

5 Steps Of Positive Discipline

• Focus on specific problem , not obscure personality trait.

• Gain agreement that the behavior is a problem and that it is the employees responsibility to change.


Conference

29

Impact And Consequences

• IMPACT is the various ways the performance problem negatively affects your operation, your customers, other members of your team... and YOU. – gives you a better

understanding of the problem. – provides good business reasons

why the problem must be solved.


Conference

30

Impact:Failing To Turn In Daily Reports • Overall department reports will be

incomplete and inaccurate.• Management may make bad

decisions based on incomplete data.• It causes scheduling problems and

creates more work for others.• Customer orders or services may be

delayed.• Additional management time and

paperwork is required to correct resulting problems.


Conference

31


• CONSEQUENCES are the negative outcomes the employee may experience if the problem isn’t satisfactorily resolved.

– Don’t mistake these as threats.– Consequences are logical,

predictable outcomes resulting from an employee’s failure to live up to his or her responsibilities.


Conference

32


• For consequences to be valid and effective, they must be:

– Outcomes that the employee will likely perceive as being undesirable, and

– Actions that you really will take (or recommend) if the problem isn’t fixed.


Conference

33

Consequences:Failing To Turn In Daily Reports • Damage to your [employee’s]

professional reputation.• Damage to your relationships with

fellow team members,• Limited or no merit increases.• Reduced opportunities,

reassignment, demotion• Closer supervision,• More serious formal disciplinary

action up to and including termination of employment.


Conference

34

5 Steps of Positive Discipline• Focus on specific problem, not

obscure personality trait. • Gain agreement that the

behavior is a problem and that it is the employees responsibility to change.

• Identify, with the employee, specific strategies that will lead to concrete change in behavior.


Conference

35

3 Key Questions

• What specifically can you do?

• Will you do that?

• Any Obstacles?


Conference

36

5 Steps of Positive Discipline

• Focus on specific problem , not obscure personality trait.

• Gain agreement that the behavior is a problem and that it is the employees responsibility to change.

• Identify, with the employee, specific strategies that will lead to concrete change in behavior.

• Catch them doing it right! • Follow up to insure the new

behavior is honored and effective discipline is maintained


Conference

37

Final Points• Disciplinary documentation occurs

in ‘real time.’• Regular supervision a key to

minimizing ongoing performance issues.

• When unsure ask, don’t assume.• Remember to be Specific &

Concrete, not Vague & Judgmental.• Avoid blamestorming;

– self-examination – “Have I contributed to this performance issue due to my own behavior?”


Conference

38

Activity

• Getting the Employee to agree that there is a problem.


Conference

39

Thank You for YourAttention & Participation!

[email protected](412) 924-0118

John

Familylinks Training

Institute

Follow us on Twitter

FLTrainingPGH

John Amato

PCCYFS 2012 Annual Spring Conference Discipline without Punishment: A Strength-based Approach to...

Documents

Transcript of PCCYFS 2012 Annual Spring Conference Discipline without Punishment: A Strength-based Approach to...