Teaming for Supervisors:

1. Teaming for Supervisors: Key Points for Supporting & Coaching CSWs Sharon L. Morrison, Ph.D.

2. TODAY’S TOPICS • DCFS – Our teaming efforts • Teaming – What it is and isn’t, and the Benefits • DCFS – Teaming Facilitation • Facilitation Supports – Skills and Strategies • Conflict Management

3. DCFS TEAMING

4. CURRENT FORMAL TEAMING EFFORTS • TDM/RMP (Evolving) • WRAPAROUND • MCPC • MAT • PPC • T CONFERENCE

5. OUR EXPANDING TEAMING EFFORTS • INFORMAL MEETINGS • AS NEEDED (SHOULD HAPPEN REGULARLY AND AS NEEDED) • BUILT UPON OTHER AND/OR ENHANCED BY OTHER TEAMS • FAMILIES LEARN HOW TO FACILITATE THEIR OWN TEAMS

6. WHAT IS TEAMING?

7. TEAMING DEFINITION “TEAMS GATHER IMPORTANT INFORMATION ABOUT STRENGTHS AND NEEDS THAT CONTRIBUTE TO THE OVERALL ASSESSMENT OF A FAMILY’S SITUATION. NETWORK MEMBERS CAN IDENTIFY THE RISK OF MALTREATMENT BEFORE IT OCCURS, RESPOND TO NEEDS OF SAFETY PROMPTLY, AND PROVIDE A RANGE OF SERVICES AND SUPPORTS FOR THE FAMILY.” DCFS CORE PRACTICE MODEL

8. TEAMING DEFINITION - FOUNDATION A GROUP OF PEOPLE, EACH WITH “EQUAL” VOICE, COMING TOGETHER TO WORK TOWARD A COMMON PURPOSE

9. TEAMING WHAT IT ISN’T TEAM = MAKING A PHONE CALL TEAM = SITTING AT A TABLE WITH OTHER PEOPLE JUST “WATCHING” TEAM = TELLING PEOPLE WHAT TO DO IN GROUP TEAM = WALKING INTO A ROOM WITH THE DECISION ALREADY MADE

10. TEAMING AT ITS BEST OPTIMAL TEAM = All the “right people” are meeting, talking, planning together. Team members collectively function as a unified and consistent team planning services – addressing needs – and evaluating results. The family is fully involved. There is collaborative problem solving that optimally benefits the child and family. Adapted from QSR: Teamwork

11. TEAMING AT ITS BEST MINIMALLY ADEQUATE - POOR = The “right people” are not there or not participating. Important information about the family is missing. The group does not function in a consistent, collaborative manner. Decisions are really made by particular individuals and may not be appropriate to family-centered practice. Adapted from QSR: Teamwork

12. TEAMING AT ITS BEST RIGHT PEOPLE WORKING CONSISTENTLY, COLLECTIVELY AND COLLABORATIVELY PLANNING/EVALUATING THE APPROPRIATE SERVICES FOR THE CHILD & FAMILY FAMILY IS FULLY INVOLVED AND BENEFITING Adapted from QSR: Teamwork

13. POINTS TO COACH TO • REVIEW “WHAT IS TEAMING?” SECTION. • ON WORKSHEET, SELECT THE KEY POINTS YOU THINK ARE MOST IMPORTANT TO REINFORCE FOR YOUR STAFF • WHICH OF THESE WILL NEED ON-GOING COACHING? - CHECK MARK THEM. • LET’S DISCUSS.

14. WHY TEAMING? Benefits

15. BENEFITS • FAMILIES BENEFIT FROM ADDITIONAL SUPPORTS AND MORE COMPREHENSIVE APPROACHES • FAMILIES LEARN TO COORDINATE THEIR OWN TEAMS • FAMILIES HAVE MORE RESOURCES • FAMILIES EXPERIENCE GREATER SUCCESS AND LESS DEPENDENCE ON THE SYSTEM = Better Outcomes

16. BENEFITS • CSWs GAIN MORE RESOURCES AND SUPPORTS (MORE COMPREHENSIVE APPROACHES ARE MORE LIKELY TO MEET FAMILY NEEDS - TRAUMA INFORMED SERVICES) • CSWs HELP FAMILIES EXPERIENCE MORE SUCCESS • CSWs ADD TO THEIR CURRENT “BAG OF TOOLS” • STRATEGY TO HELP PEOPLE GET “UNSTUCK” • CSWs GAIN JOB SKILLS FOR THE FUTURE

17. POINTS TO COACH TO • YOU KNOW YOUR STAFF. RETURN TO YOUR WORKSHEET AND UNDER “BENEFITS,” CIRCLE THE BENEFITS YOU WILL REINFORCE MOST STRONGLY FOR/WITH THEM. • 2. LET’S DISCUSS.

18. DCFS TEAMING Facilitation

19. FACILITATION RESPONSIBILITES • BUILDING THE TEAM • GUIDING THE TEAM PROCESS • HONORING THE FAMILY VOICE • ENSURING THAT STRENGTHS AND NEEDS ARE ADDRESSED • REACHING CONSENSUS • RESOLVING DIFFERENCES Vincent, Paul – Child Welfare Policy & Practice Group

20. CSW ROLE • A DEVELOPMENTAL APPROACH • ALLY - NAVIGATING CPS EXPERT (ACCOUNTABLE & “NEUTRAL”) • TDM DISTINGUISHED FROM GENERAL “FACILITATING” • WRAPAROUND FACILITATOR DISTINGUISHED FROM YOUR TEAM GUIDANCE AND COORDINATION

21. SUPERVISOR ROLE • COACH • SUPERVISOR • TEACHER • TRAINER • MENTOR • HELPER • ROLE MODEL

22. STEPS IN THE TEAM PLANNING PROCESS

23. STEPS IN THE PLANNING PROCESS Preparing Forming/Engaging - Team Facilitating Plan Development Tracking Progress Sustaining Change (Walker, 2004; The Child Welfare Policy and Practice Group, 2001)

24. SKILL CHECKLIST • REVIEW “SKILL CHECKLIST.” • 2. LATER – WE’LL ASK YOU TO “RATE” YOURSELF

25. FORMING/ENGAGING TEAM Keys to Team Engagement: 1. Who does family need to help? 2. WIIFM 3. Emphasis on Expertise/ Contribution

26. FORMING/ENGAGING TEAM Keys to Team Engagement: 4. Small steps – See Progress 5. Celebrate Successes 6. Value Perspective & Contribution

27. NATALIE • REVIEW “NATALIE” • AS A TEAM, DISCUSS WHO POTENTIAL TEAM MEMBERS MIGHT BE? (Remember to think “outside the box.”) • HOW WILL YOU PULL THIS TEAM TOGETHER? WHAT STRATEGIES WILL YOU USE?

28. FACILITATION SUPPORT

29. FACILITATION SUPPORT Conditions for Successful Team Outcomes: Team adhere to structure (practice model) 2. Team considers multiple alternatives before making decisions 3. Team helps all members feel their input is valued (Walker, et al. 2003

30. FACILITATION SUPPORT Conditions for Successful Team Outcomes: 4. Team builds agreement despite differing views 5. Team builds appreciation of strengths 6. Team planning reflects cultural competence (Walker, et al. 2003

31. FACILITATION SUPPORT Helpful Facilitation Strategies to Coach to: 1. Addressing Needs – as a facilitator 2. Building Agreement Skills 3. Addressing Conflict Skills

32. Needs

33. 1. Addressing Needs Autonomy Person’s freedom to make decisions for him/herself Appreciation Having actions acknowledged Affiliation Being treated as an “equal” or colleague Status Feeling that others respect one’s standing Activities Having roles & activities that are fulfilling Adapted from Shapiro, 2004

34. 1. Addressing Needs Getting Beyond Negative Reactions to Needs: Step One AWARENESS Step Two “DISTANCE” YOURSELF Compassionate Disengagement Step Three “BRAINSTORM” POSSIBLE NEEDS Compassionate Hunches

35. Building Agreements

36. 2. Building Agreements • Stages of Building Agreement • Process of Agreements • Content of Agreements • Avoiding Polarization • “Conditions for ‘Yes’” Approach. Miles, et al., 2000

37. 2. Building Agreements • Stages of Building Agreement • Present Idea or Series • Check for Understanding “What questions or comments do you have?” • Check for Agreement “Can you agree? What will it take to agree? Can you live with ….?” Miles, et al., 2000

38. 2. Building Agreements • Process of Agreements • Check with participants for agreement on process “We have a long list of ideas. Are we ready to prioritize them?” • Build small agreements throughout the process to keep members invested. Miles, et al., 2000

39. 2. Building Agreements • Content of Agreements • Clarify what is written on paper “Did I capture what you meant correctly? Is there anything I should add?” • Indicate direction or summary of a discussion “So, you’re concerned about the amount of time it will take to complete a plan?” • Combine ideas that are similar “So, is it okay to combine your statements with the other point we listed?” Miles, et al., 2000

40. 2. Building Agreements • Avoiding Polarization • Encourage “out of the box” thinking “If you were the ruler of the world, how would you solve this problem?” • Avoid win-lose situations “There is no ONE right way. I would like to take the best of everyone’s ideas” Miles, et al., 2000

41. 2. Building Agreements • “Conditions for Yes Approach • Ask members who can’t agree what it would take to make them feel better about the idea • Solicit feedback from other members about the conditions for a yes • Combine suggestions to come up with a workable, mutually acceptable approach. Miles, et al., 2000

42. NATALIE • REVISIT NATALIE • IDENTIFY 4 OR 5 POSSIBLE POINTS OF CONTENTION WHERE YOUR WORKERS … • -MIGHT HAVE DIFFICULTY • -MIGHT NEED SUPPORT • -WHERE CONFLICT MIGHT ARISE

43. Conflict

44. STYLES OF CONFLICT RESOLUTION 1. DIRECTING 4. COMPROMISING 2. COLLABORATING 5. AVOIDING 3. ACCOMMODATING

45. DIRECTING “WHAT I SAY GOES!”

46. COLLABORATING “TWO HEADS ARE BETTER THAN ONE – LET’S WORK IT OUT.”

47. ACCOMMODATING “IT DOESN’T MATTER TO ME.” AKA “GIVING IN.”

48. COMPROMISING “SPLIT THE DIFFERENCE; HALF A LOAF IS BETTER THAN NONE.”

49. AVOIDING “THERE IS NOTHING I CAN DO.” AKA “DON’T MAKE WAVES.”

50. YOUR STYLE • COMPLETE • “YOUR CONFLICT STYLE” WORKSHEET