managing for quality: hiring and training quality staff

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Managing For Quality

Session 3: Hiring and Training Quality Staff

In Partnership with Redwood City 2020Thursday, January 13, 20109am – 12:30 pmFacilitator/Trainer: Lynn Johnson | [email protected]


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New Years’ Resolutions

• 1 Accomplishment from 2010

• 1 Unfulfilled Wish


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1. What do these teach you about yourself?

2. How does this learning affect who you are as a leader?

3. How will you bring these learnings into your work in 2011?


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Micromovements

5 Minutes at a time


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Last Session Review

• Community Asset-Mapping to Build Your MovementDid you engage anyone else back in your org in connecting the dots?

• Guest Speaker, Mike Johnson on Community Building through Social MediaDid you have any opportunities to look at your communications strategies in a new way?


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Overview of Training Series

Session 1 | Nov 4 |Strengthening Vision and Leadership

Session 2 | Dec 2 | Sustaining Quality through Community Connections

Session 3 | Jan 13 | Supporting Staff Part 1: Hiring, Supervising, and Training Staff

Session 4 | Feb 3 | Supporting Staff Part 2: Building Skills through Coaching and Mentoring

Session 5 | Mar 3 | Youth-centered Assessment and Continuous Learning

March – May 2011 | 5 hours of Coaching


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Agenda for Today’s Session

1. Welcome and Review2. Brief Presentation: Staff Motivation in the

Context of the YD Framework

3. Profile & Discussion: Intro to Citizen Schools as a Model for Hiring and Retaining Quality Staff

4. Short Break5. Practice Clinic: Creating A Dynamic Hiring

and Training Plan

6. Action for the Month and Evaluations


Discussion Questions

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1.What are you looking for in a quality teaching staff?

2.What do they need to be able to do?

3.How do you get them there?


Discussion Questions – Answers from the Room

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What are you looking for in a quality teaching staff?What do they need to be able to do?

• Communication Skills – youth and adults• Passion and Ability to share that passion with others• Positive Energy (flexibility, resourcefulness)• Self-reflective, open to feedback• Ability to create emotional and physical safety• Ability to manage upwards• Creativity• Patience


Discussion Questions – Answers from the Room

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How do we get them there?

• Training• Trusting them. Empowering them with more

challenging opportunities.• Modeling what we want in ourselves.• Investing them in the big picture.• Supporting them in building their empathy


Dan Pink and The Science of Motivation

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Elements of Motivation

1.Autonomy

2.Mastery

3.Meaning


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Christine Carter – “Raising Happiness”

1. Turn it into play

2. Invent new challenges

3. Make it Different

4. Tie it to a Greater Purpose

5. Give Them Autonomy


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Motivation at all Levels

Youth

YOUOrg

Leadership

Staff


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Motivation Paradigm Shift

Don’t Work!


Profile: Citizen Schools

-Middle Schools-Community Volunteers-Staff of Professional Educators

www.citizenschools.org


Hiring Clinic

We participated in an activity where we broke into 4 groups to consider how we might rethink a hiring process for new teaching staff considering what we now know about motivation. The groups were:

•Recruitment Committee

• Job Description Committee

•Selection Committee

•Training and Orientation Committee


Hiring Clinic: Recruitment Ideas

• Where?

• Local colleges, alumni, staff referrals, incentive programs with our org.,

interns, Facebook, Hulu, Idealist, Twitter, Times, Billboard(s), Craigslist not to

successful, CNYD, Job Fairs, 1-on-1 mentoring• Benefits (beyond Money)

• Experience, exposure, networking, resume building, school loan stipends,

self-esteem, changing the world, health/dental, 401(k), professional

development, travel, character building, paid internships, accomplishment,

fun!• Sample Craigslist Ad:

Get Paid the Change the World!An internationally recognized non-profit seeks energetic, creative, passionate person to work with youth in the community. Obtain the skills to develop professionally. Great benefits include travel, health/dental, etc., networking. Serious inquiries only.


Hiring Clinic: Job Description Highlights

• Making it a full-time job (10am – 6pm)

• Being clear about ALL the real tasks, both essential and non-essential and building those into the job description (planning, organization, time management, facilitating youth activities, admin tasks, leadership, communication, meetings, parent conferences, supporting fundraising efforts, attending organizational functions)

• Having regular meetings with supervisor be a source of guidance, support, and collaborative brainstorming

• Regular meetings and site visits

• Having clear stages of development that are clear to the staff


Hiring Clinic: Selection Highlights

• Having an interview process that includes an extended day interview that allows candidates to present their teaching skills

• Have students present during the interview process• Create an interview process that builds over time so candidates will experience

receiving and incorporating feedback, encourages an atmosphere of mastery• Ask questions like:

• Why do you want to work here?

• What are your top 3 strengths?

• What do you consider your weaknesses?

• What has been a conflict in the past and how did you overcome it?

• Look for candidates who have knowledge about the organization and show interest in the organization

• Sell yourself to the candidate by showing/modeling your own passion for the work of the organization.


Hiring Clinic: Training & Orientation Highlights

• What happens on the first day of work?

• Gifts and a welcome sign to help strengthen belonging

• Share the org. mission

• Do a scavenger hunt to teach them who is who and where is where – builds autonomy right

away

• During the orientation process:

• Get to know the new employees as people. “Is there anything outside your job you want to

learn about?” Help them build this into their work plan.

• Create job shadowing and mentoring program with veteran staff (this is also great for your

veteran staff in that teaching what you know to someone else is one of the best ways to

gain mastery of that skill)

• Beyond a weekly check-in process, ask them what works best for them, how often they

need to check in

• Create a fun staff culture that also integrates staff expectations – “You know you are a

‘real’ staff person when…” Making it clear what the steps are to being fully prepared for

the job.


Next Month: Part II

What do you think?

•Facilitating Effective Meetings and

Conversations

•Practice On-the-Job Coaching

•What else?


Your Logic Model

•How can you reconsider your next hire?

• If you are not hiring, what are some things that you can do to reconsider the role of your current staff?

•How will this work help you reach your goals as outlines in your Logic Model?

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Action for the Month

Continue working on a Draft of your Logic Model with colleagues back at your site incorporating today’s ideas

I’d also recommend you check out Dan Pink’s Drive

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managing for quality: hiring and training quality staff

Documents

redwood city

new years resolutions

lynn johnson

unfulfilled wish