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Values Action
Values Action
InspireEnable
SupportNurture
StandardsPolicies
PracticesSkills
What’s the PLAN?
R&R Standards
The Work So Far:2012‐13: Informal, collaborative conversations, resource sharing, oral history capturing; Produced draft Standards & Competencies.October 2013: Membership resolves to carry on work toward more formal consensus.January 2014‐present: R&R Standards Work Group
R&R Standards
• Anchored in Family Strengthening values.• Support our unique position as parents’ childcare planning partners.
• Tied to Funding Terms & Conditions & other requirements.
• What should it look like when this requirement is done right?
R&R Standards
Parental Resilience:
“1. Actively listen to and engage the parent in the child care planning process…”
Knowledge of Parenting and Child Development:
“2. …promote informed child care choices…”
R&R Standards
Concrete Support in Times of Need:
“4. …provide information on the range of subsidized care options…”
Social Connections:
“6. Identify existing resources and support systems…”
R&R Standards
Social & Emotional Competence of Children:
“2. Provide information on child care quality indicators…”
“8. Provide Community Care Licensing information… Oliver’s Law… Trustline…”
R&R Standards
Next Steps:April 1, 2015: Parental Guidance & Data Standards documents to membership.September 2015: Funding Terms & Conditions document to membership.2016: Roll‐out of training, resources?
What aspects of Parental Guidance Template…
…can I identify as something my organization does really well?
…do I need more clarification to understand?
…would I need tools and supports to implement? What would they look like?
Models of Management(How the cool management books describe them)
Democratic/Entrepreneurial • Consensus‐Based• Empowering• Nimble• Client‐Centered• Future‐Focused• Liberating• Morally Right• World‐Saving
Hierarchical/Bureaucratic• Top‐Down• Command‐and‐Control• Unresponsive• Out of Touch• Status Quo‐Preserving• Oppressive• Corrupt• Evil
Models of Management(How an exhausted manager might see them)
Idealistic Hoo‐Ha • Distracting• False Hopes• I’ll have to clean up the mess• Chaos• Power vacuum filled by the
loudest
Just Get the #+!@ Work Done!• Reality‐Based • Practical• Results‐Oriented• Accountable• Responsible
Reflective Supervision
It’s not a management “model” or “theory”.
It’s an approach for…• Creating the conditions for learning, growth, and ongoing quality improvement.
• Giving attention to how I “show up” to supervisory and team leadership relationships.
• Consciously improving our services and adapting to change.
Reflective PracticeObservation“What?”
Reflection“So What?”
Planning“Now What”?
Action“What to Do”
Situation/Problem
The “What”
Reflective PracticeObservation“What?”
Reflection“So What?”
Planning“Now What”?
Action“What to Do”
Situation/Problem
The “What”
Reflective Practice
Action“What to Do”
Situation/Problem
The “What”
Reflective PracticeObservation“What?”
Reflection“So What?”
Planning“Now What”?
Action“What to Do”
Situation/Problem
The “What”
Reflective Supervision
• Challenging• Relationship‐based• Responsibility (beyond Accountability)• Vulnerable, uncomfortable• Clarity of priorities, goals, parameters, roles• Learning stance• Time and space for reflection
Reflective SupervisionManagement Task Approach Benefits
Training •Clarifying values, expectations.•Establishing a learning relationship.•Understanding learning style.
•Alignment•Clarity•Adaptability
Supervision •Listening•Thought partner/questions•Space for reflection•Individually tailored
•Internalized solutions/growth•Foundation of trust over time
Evaluation •Continuation of an ongoing conversation.•Growth‐focused.
•Maximizes use of team members’ strengths.
Corrective Action •Set up to succeed.•Document efforts to support (vs. staff failures).
•Clarifies path for improvement+ considerations around job match.•Risk management
What do I have to reflect about?My and my team’s…
•Learning & Feedback•Vision, Values, Mental Models (TOC)•Understandings of Perceptions and Values of Others Involved•Data, Outcomes, Impact•Strengths & Successes•Limits & Boundaries•Needs & Resources•Standards & Priorities•Assumptions, Biases, Motivations
Confirmation Bias
It’s like I always say…
What do I have to reflect about?
Attributional Error
Isn’t that just like him!
What do I have to reflect about?
Appreciative Interview
A successful experience I had in handling an individual supervision or team leadership challenge.
Observation“What?”
Reflection“So What?”
Planning“Now What”?
Action“What to Do”
Situation/Problem
The “What”
Onward!
1 Action I’ll take to try to bring more reflection to my individual supervision and team leadership.
1‐3 Questions, which, if I had the answers, would significantly help my progress toward being confident as a reflective leader and supervisor.
Homework
Follow through on my identified Action.
Reflect with a coach, supervisor, peer, my team about my experience with the Action; see if the experience sheds light on my Questions.
Email Michael any insights I gain: [email protected]
