l news - kansaslearning.srs.ks.gov/lms/courseware/stratdev/lnn/learn... · 2011-02-07 · strategic...
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Strategic Development
LearnNetEWS
January 2011
Learning promoters connecting to enhance performance through Leadership, coLLaboration, communication and Learning.
VoLume 3 - issue 1
SRS Co a C h i n g Fo R Em p l o y E E DE v E l o p m E n tBy BarBara StreckerGaudreauin thiS iSSuE:
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SRS LeaRning CenteR LibRaRy SpotLight: C h a n g e M a n a g e M e n tB y M i r a n d a n e w e l l
Welcome to another SRS Learning Center Library Spotlight! This month we shine a light on Change Management. More and more how we adapt to change and make change work for us defines how well we are able to do our jobs. Adapting to change is easier said than done in many instances, as change is sometimes frightening and may take us to unfamiliar territory and the unknown. The SRS Learning Center Library has just the tools to help you manage change in the most productive and efficient way possible, in a style that will fit you! Here are just a few examples of what the Library has to offer!
99 Change9Management:99The9People9Side9of9Change99 Change9Management9Master9Class:99A9Step-by-Step9Guide9to9Successful9Change9Management
99 Diagnosing9and9Changing9Organizational9Culture:9Based9on9the9Competing9Values9Framework
99 Leading9in9a9Culture9of9Change
But that’s not all! Search SRS Learning Center Library Catalog to further explore the marvels of the SRS Learning Center Library! Miranda Newell will be happy to answer any and all questions you might have and to fill your requests. Feel free to contact her at: [email protected].
Human Resources and Strategic Development collaborated to provide Coaching for Employee Development “Training of Trainers”, November 3 - 4, 2010. The training was designed to provide supervisors the tools to engage in effective coaching conversations with their staff. The intended result—increased employee engagement and enhanced performance.
A total of 24 trainers from across the regions and hospitals participated in the training. These trainers will now build basic coaching competencies with supervisors in their local areas.
The training supports the Performance Management Process (PMP), SRS policies, and practices. With the second year of PMP implementation underway, the training is a resource for supervisors to ensure coaching sessions are effective and performance focused.
The Coaching for Employee Development training targets 5 essential coaching skills:
1. Establishing partnerships & agreements
2. Deep listening 3. Questioning 4. Acknowledging 5. Designing action and accountability
Participants identified the following as valuable takeaways from the training:
• It inspires and helps keep employees engaged
• Employees become motivated when they are listened to and heard
• Coaching helps supervisors build their employee’s skills
• How to recognize the good to motivate their employees
• How to focus on employees strengths• How all the above help retain
good employees
Learn more about Coaching for Employee Development. Be watching for training dates and opportunities in your area!
“SRS CoaChing FoR empLoyee DeveLopment”
“SRS LeaRning CenteR LibRaRy SpotLight: Change management”
“SRS minDLeaDeRS UpDate:”
“new on the wiki”
“QUaLity oF LiFe”
“what iS the SpF-Sig?”
“inFUSing CULtURaL CompetenCe in SRS – SUCCeSS StoRieS FRom the RoaD!”
“State gRaphiC StanDaRDS UpDate”
“teLL me a StoRy!”Readability FeatuRe
new On the wiki
SRS mi n DlE a D E R S up D a t E:lE a R n i n g pa t h w a y S Co m i n g So o n!
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By Shanna trujillo
Quality of Life By MeliSSa SandMann
Do you have conversations with your customers asking them— What9 outcomes9 are9important9 in9 their9 lives? Are9 customers9 included9 in9Integrated9Service9Team9(IST)9Meetings? What9ways9do9 you9 engage9 the9 customer9 in9 providing9 services9that9 improve9 the9 quality9 of9 their9 lives? If we want to have an impact on improving our customer’s quality of life, we must ask the person receiving service what is important to them. Check out what’s new on the Wiki with regard to Quality of Life in SRS and share your stories of impact…
Quality of Life
Jolynn Foltz, a Working Healthy benefits specialist at the Topeka Service Center, says the Quality of Life approach to customer service has made a big difference. She talked about the differences they have made with IST meetings and involving customers…here is what she had to say:
"Quality of Life… (is) about involving the customer in the conversation about their life and the services they receive. You don't have to wait for the agency to change either. It is something that every individual can start to do on their own. We used to staff cases in our office without the customer involved and create outcomes or goals for them without them ever knowing sometimes. Now we have that conversation with the customer and ask them open-ended questions about the goals they have for their lives."
–Jolynn Foltz, Topeka Service Center
1,000 MindLeaders “seats” were renewed in October, allowing select individuals throughout SRS access to over 450 online courses. Seat holders have the opportunity to expand their learning with direct access to these online courses available through the SRS Student Center.
Each quarter, MindLeaders releases new or updated courseware. As these updates be-come available, SRS seat holders are notified
of the releases and the courses are provided through the Student Center.
In addition to the newly released courseware, seat holders can also look forward to “SRS MindLeaders Learning Pathways”. We have heard from seat holders that it can be overwhelming to sift through 450 courses. Therefore, Strategic Development has created targeted learning paths for seat holders to help taper the focus of courses - particularly related
to competencies identified in the Performance Management Process (PMP). Learning Pathways will provide a program of study with courses focused on topics such as communication, customer service, teamwork, and initiative. The Learning Pathways will be loaded into the online SRS Student Center as a “curriculum”. This will allow seat holders to use them for their own development. Supervisors of seat holders may also assign a curriculum for performance improvement purposes, or rec-ommend them to support pro-fessional growth. Be looking for the SRS MindLeaders Learning Pathways in March 2011.
wh a t i S t h E SpF-Sig?(St R a t E g i C pR E v E n t i o n FR a m E w o R k St a t E in C E n t i v E gR a n t)
i M p o r ta n t M i n d l e a d e r S n o t e S …• MindLeaders has a new e-mail
address. Please send all MindLeaders related correspondence to [email protected]. Feel free to use this e-mail address to submit questions, comments, or feedback.
• If you are a new seat holder, view a video tutorial to assist with accessing your seat and navigating courses.
• Be sure to check out the SRS MindLeaders Wiki Page as it continues to grow! Important information for all seat holders is added on a regular basis.
For more information please contact Shanna Trujillo at [email protected] or 785-532-6251.
Accessibility
Coaching for Employee Development
Customer-Centered Business Practice (CCBP)
Discussion Threads
MindLeaders
Strategic Direction
Tell Me a Story!
Quality of LifeRelated: The Strategist Podcast #036 — The Quality of Life Framework
Central Office Supervisors’ Forum
Check out these other important places on the Wiki…
new On the wiki
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By Sarah FiScher
The Strategic Prevention Framework State Incentive Grant or SPF-SIG is a five-year, 10.5 million dollar cooperative agreement awarded to Kansas in 2006 by the U. S. Department of Health and Human Services, Substance Abuse and Mental Health Services Administration (SAMHSA), Center for Substance Abuse Prevention (CSAP).
The Kansas SPF-SIG supports statewide efforts for the implementation and sustainment of effective, culturally competent prevention strategies. This includes coordinated processes for state and local level assessment, capacity building, planning, implementation, and evaluation. Through a comprehensive assessment process, Kansas identified a state priority in early 2007 of reducing underage drinking, as defined by two indicators: binge drinking and past 30-day alcohol consumption by youth.
In 2008, funds for local level community planning were awarded to 14 communities across the State. After completion of a strategic plan to prevent and reduce underage drinking these communities were then awarded funds for implementation.
The 14 SPF-funded communities are implementing a wide array of evidence-based strategies, including school-based programs, parenting programs, and environmental programs designed to produce policy change.
Grantees receive extensive face-to-face and virtual technical assistance from the SPF Project Team.
Virtual supports available to grantees include regular conference calls that utilize Live Meeting, access to an online workstation, and the Online Documentation and Support System (ODSS).
Through a partnership with the Kansas Department of Transportation (KDOT), SRS and the SPF funded communities launched a media campaign and website with messages for parents regarding the consequences associated with underage drinking and social hosting--learn more about “Teen Thinking” at www.teenthinking.org
Overall, the communities funded through this grant program are moving the desired outcomes after two years of implementation. In comparison, the SPF communities have demonstrated reductions in underage alcohol use at a rate that is approximately 2-3% better than other non-funded communities.
Additional information about the KS SPF-SIG can be found by visiting the SPF Workstation where you can also check out the SPF Blog to learn more about current events and activities.
To learn more about the Strategic Prevention Framework State Incentive Grant (SPF-SIG) contact:
Sarah Fischer, SPF Project Manager Strategic Development, [email protected]
wh a t i S t h E SpF-Sig?(St R a t E g i C pR E v E n t i o n FR a m E w o R k St a t E in C E n t i v E gR a n t)
What could be more readable than a story? Yet we are often asked for ‘just the facts’. Here’s why stories can help us accomplish far more than facts alone ever can…
“Why stories? Quite simply stories are powerful. Stories are compelling. Stories can teach and inspire. Stories can breathe life into our pool of collective knowledge in ways that raw data, research, facts, and figures often cannot. In this era of search engines, wikis, and databases, we may feel as if we are drowning in information. Stories can energize and renew our efforts to improve the world around us.”
Read the entire blog:
Kansas Strategic Prevention Framework State Incentive Grant (SPF-SIG) Blog 10/18/2010 Shared Learning and Suc-cess through Story Telling
Get the downloadable guide: Tips for Telling Memorable and Remarkable Stories (If you don’t see the downloadable file or get a navigation error message, use the “refresh this page” link.)
Be on the lookout for the next issue of LNN where we will share links to the stories told by the SPF-SIG Grantees!
RE a D a b i l i t y FE a t u R E aR t i C l E By Brenda haverkaMp
Tell Me a Story!
SPF-SIG Funded
Counties
Clay Linn Reno Sumner
Finney Nemaha Russell Woodson
Harper Osage Seward
Kingman Dickinson Shawnee
in F u S i n g Cu l t u R a l Co m p E t E n C E i n SRS – Su C C E S S St o R i E S F R o m t h E Ro a D! Learnnet news
subscriptions
SuSCRibE
l e a r n a n d h e a r M o r e . . .• SRS Cultural Competency Journey
• The Strategist Podcast #031–The Cultural Competency Initiative
• Cultural Competence – SRS Success Stories from the Road!
The term “cultural competency” has been bouncing around the agency for a while now but what9does9it9really9mean? And why9should9we9care?
In The Strategist Podcast #031 by the Cultural Competency Charter Team (CCCT), Libby Tidwell, Publications Writer for KNI and CCCT Lead addressed these questions:
“Cultural competency is just one of the stepping stones on the way to providing customer-centered service. Engaging customers and keeping them involved in feedback regarding the services we provide improves relationships and enhances our customer-centered outcomes, which leads to improved workforce efficiencies. Cultural competency is more than just knowing
how to speak five languages. It is knowing how to communicate with people ‘where they are’. It’s learning how to walk in somebody else’s shoes and treating people with dignity and respect.”
In 2006 the Cultural Competency Team (CCCT) was charged with fostering the development of SRS as a culturally competent organization. Our customers and colleagues are diverse. To meet people where they are, we need to be aware and understand the wide range of differences, including age, ethnicity, language, religion, socio-economic status, education level, gender, lifestyle choices and ability/disability. This will enhance our ability to partner with our customers to more effectively achieve customer-centered outcomes.
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content in the LearnNet News feel free to forward them a copy or share this link:
http://lists.srs.ks.gov/listman/learnnet.htm
lEaRnnEtEWS
LearnNet News is produced by the CDDD (Consult, Design, Develop, Delivery) Unit of the SRS Strategic Development Division.
Natalie Savage,Assistant DirectorLearning & Strategic Change
Team Members:Bernie Doel,Learning Consultant
Brenda Haverkamp,Online Learning Technology
Kristi McVickerInstructional Technology Specialist
Melissa Sandmann,Learning Consultant
Bruce Sergeant,Instructional Media Designer
Barbara StreckerGaudreau,Learning Consultant
Shanna Trujillo,Learning Consultant
By Bernie doel
St a t E gR a p h i C St a n D a R D S up D a t E By Melanie lira
Strategic Development
EvErything bEginS and EndS With lEarning.
-ANoNymous
submit your ideAs, suggestioNs ANd coNtributioNs for future issues of the lEarnnEt nEWS to
Kristi mcVicKer.
Some of you may be aware of the new look of the letterhead. At this time, the new logo applies only to state agency letterhead, business cards and envelopes.
The Governor’s Office is working with the State Printer and the Department of Commerce to revamp the State Agency Graphical Standards. Once that project has been completed and the Communication Office is given the appropriate information and graphics, we will begin the move to the new look and feel. In the meantime, we are to use the star and ribbon logo.
If you have any questions or need assistance with setting up the new letterhead for your division, please contact the Office of Communication staff.
Contact Information:Heather [email protected]
Melanie [email protected]