Improving Staff Training and Development
1
How would you describe your Action Learning Project and the difference you hope it will make to advance your organization ’ s mission ( or the field ) and benefit the individuals you serve ?
The goal of my Action Learning Project is to develop consistent training within our department that will enhance the on-boarding process while simultaneously developing our entire staff . When there is turnover , new on-board training is currently done using a “ shadow ” process . There is no competency skill testing , but rather training via observation . A new person might be shadowing an employee who recently came onboard . Inherently this impacts the safety of our work environment , and places additional challenges in providing the best possible service to our residents . Using the new training model , my team and I would identify , create and develop certified trainers that undergo preceptor training process . These certified trainers would then train new employees , review in-service material with staff and sign off on competency skills . The certified trainer would be one pathway in which we could develop our high performers while addressing the immediate needs of consistent training of our staff .
2
How have the relationships you ’ ve developed as part of your project ( with mentors , partners , stakeholders , etc .) influenced this direction and you as a leader ?
My project took somewhat of a turn recently as my original idea was also identified as a need by others within the organization and a plan and implementation time line was already in discussion . Along the same lines , I noted that a different training approach would benefit those within my department . This refocused my efforts . Throughout this process , my administration and mentors have been very supportive . I have met great people with varied backgrounds and perspectives throughout my IGNITE journey . Their voices and ideas improved the plan . I have enjoyed getting to know my fellows and their experiences . Sharing our knowledge and expertise with one another can have a larger impact on those we serve . This process reinforced that some of the best ideas come from teammates closest to serving our residents . As a leader my role is to nurture and support that type of idea generation .
3
What have been important turning points for you , in your own learning , as you ’ ve engaged with the action learning process ( you might consider a surprise , insight , setback , or challenge )?
Our staff is our greatest resource and everyone brings something to the table . One thing that resonated with me is the concept that what is perceived as a people problem is often a situation problem . Our department has many moving parts . Without proper in-servicing and training of staff , we have missed opportunities in developing our staff to their fullest potential . Clarification is often required regarding expectations and working safely in a fast paced , high volume , and substantially regulated environment .
4
How do you hope your project might unfold in the months and years ahead and what impact do you hope it will have on the field at large ?
I hope that improved training processes will lead to a safer work environment , increased job satisfaction , higher retention , and improved customer satisfaction . These improvements will motivate the team as they realize the positive results of their efforts . We will be continually challenged with the changing healthcare environment , both on the state and national level . Preparing our employees to succeed and developing them to drive progress within our organization will assist in the flexibility required to adapt to the evolving needs of our environment .
5
Dawn Heuer Assistant Director of Dining Services St . Ann ’ s Community
How has the action learning process in the context of the Leadership Academy experience contributed to your growth as a leader ?
I feel that many of the concepts of the Academy have assisted me in growing as a leader . I have learned that the original path you take will take various forks in the road as you learn from mistakes and work to improve processes and systems . Finding common ground and active listening skills are critical when trying to gain consensus and increase staff engagement . It has enabled me to differentiate between the daily tactics of management and the need for a leader to continue to develop their vision in an ever-changing environment .
IGNITE Leadership Academy Action Learning Project 2016-17 17