Karen Grabowski, LPC

Middle Peninsula Northern NeckCommunity Services Board

Introductions

Celebrations

What are you hoping to get out of today’s training?

Ground rules◦ Silence phones

◦ Take care of yourself

◦ Be mindful of others experience

Participants will learn about the importance of incorporating HFW principles, phases, and the theory of change into their regular supervision.

Participants will learn about the coaching circuit and discuss strategies for integrating coaching techniques during group or individual supervision of the HFW workforce.

Participants will then discuss the potential benefits for the workforce and the families served through Intensive Care Coordination when supervision is informed by the coaching skills and the HFW model.

How many supervisors are present in the room?◦ How many of you feel confident in your hiring

skills?

◦ How many of you feel confident in your supervision skills?

◦ How many of you have (or should have) put a supervisee on a “Performance Enhancement Plan” or some other form of disciplinary action because they were not able to meet agency or service requirements?

Do I hire incompetent people?

Do I not know how to supervise appropriately?

What else could be happening?

A growth mindset approach:◦ New employees will have professional development

needs.

◦ Keeps the supervisor and the supervisee on track to addressing the needs.

◦ Making mistakes is to be expected and should be utilized as opportunities to learn and grow.

◦ Relies on a team and being inspired by one another, we each have our own strengths and challenges.

Use of Family Presentations◦ What has you bringing this to supervision?

◦ Let’s look at the model together and tell me where you think you are at.

◦ Should their stress really belong to them? Or are they taking on too much responsibility for the family/team.

Targeted

Professional

Development

Plan with Goals

Coaching on

Topic/Family

Presentation

Modeling

Behavioral

Rehearsal

Live

Coaching

Peer-to-

Peer

Coaching

Engagement Phase with new employees◦ Initial supervision meeting

◦ Assess strengths, needs, learning culture

Engagement Phase with families◦ Orientation meeting

◦ Discovery

Planning Phase with new employees◦ Use information in assessment to guide the

monthly professional development plan

◦ Start with non-negotiables

◦ Family Presentation

◦ Model the skills (do for)

Planning Phase with families◦ Use information from the Discovery to organize first

team meeting

◦ Start with the non-negotiables

Implementation Phase with new employees◦ Continue to check in on action steps developed

from the Professional Development Plan weekly◦ Update the Professional Development Plan once a

month◦ Use measurable data in order to inform the needs

that are being planned around◦ Use of behavioral rehearsals (do with)

Implementation Phase with families◦ Monthly team meetings with regular check-in’s

toward progress. Measurable objectives

Transition Phase with new employees◦ Employees become more comfortable and confident

with HFW skills and follow the model with fidelity needing less intensive supervision over time.

◦ Live coaching and peer to peer activities (cheer on)

Transition Phase with families◦ Families have self-efficacy and can lead the

meetings, problem solve without the support of the formal HFW process.

Circuit based in the understanding of effective adult learning.

No need to re-invent the wheel, with the circuit and the skills rubric most of the work has been done for you

Increases comfort in the skills of HFW◦ The first time they are doing an orientation meeting

will not be with a family but rather a supportive team of co-workers.

Traditional Supervision◦ “Hey Karen, I received a new ICC referral from DSS.

The DSS worker is wondering if I can come to FAPT next week as the family will be discussed then, can I go?”

We forget as supervisors what we once didn’t know◦ This leads to more miscommunications and

misunderstandings.

We put ourselves in the position of being the expert, the problem solver◦ Our employees will continue to need to call or meet

with us regularly

◦ Decreases self-efficacy of our employees

HFW Coaching Inspired Supervision◦ “Hey Karen, I received a new ICC referral from DSS.

The DSS worker is wondering if I can come to FAPT next week as the family will be discussed then, can I go?”

Employee feels well guided and prepared.

Employee reminded to first look back and review the model if a question comes up. This makes it more likely that they will solve problems on their own.

Supervisor only had to spend five minutes on the situation to provide effective and helpful supervision/coaching.

Family feels welcomed, informed, and engaged from the beginning.

Supervisors must be trained in HFW model and feel comfortable with the skills themselves◦ Use of self and vulnerability is a fine solution to this

barrier. Leading by example, taking risks, and not being afraid to fail.

Professional Development Plans and Coaching Circuits can be time consuming.◦ News Flash: Supervisees are time consuming;

however, an ounce of prevention is worth a pound of cure

Participants will learn about the importance of incorporating HFW principles, phases, and the theory of change into their regular supervision.

Participants will learn about the coaching circuit and discuss strategies for integrating coaching techniques during group or individual supervision of the HFW workforce.

Participants will discuss the potential benefits for the workforce and the families served through Intensive Care Coordination when supervision is informed by the coaching skills and the HFW model.

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