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You’ve Got What It Takes: You’ve Got What It Takes: Peer Training and Mentoring Peer Training and Mentoring
for Staff Developmentfor Staff Development Instructor:Instructor:
Janet HildebrandJanet [email protected]@ccclib.org
An Infopeople WorkshopAn Infopeople WorkshopWinter 2006Winter 2006
This Workshop Is Brought to You By This Workshop Is Brought to You By the Infopeople Projectthe Infopeople Project
Infopeople is a federally-funded grant project supported by the California State Library. It provides a wide variety of training to California libraries. Infopeople workshops are offered around the state and are open registration on a first-come, first-served basis.
For a complete list of workshops, and for other information about the project, go to the Infopeople website at infopeople.org.
What Is Peer Training?What Is Peer Training?
Staff training other staffStaff training other staff typically in groupstypically in groups
Involves all classification levels Involves all classification levels as trainers as well as learnersas trainers as well as learners
Can be on any topicCan be on any topic
How Is Peer Mentoring Different?How Is Peer Mentoring Different?
One-on-oneOne-on-one non-supervisorynon-supervisory
Extended period of timeExtended period of time
PersonalizedPersonalized focused on individualfocused on individual mutual work planmutual work plan
Based on trustBased on trust Relationship lasts until goal is Relationship lasts until goal is
achievedachieved
Workshop OverviewWorkshop Overview
Why Use Peers?Why Use Peers?
How to BeginHow to Begin
Planning and ImplementingPlanning and Implementing
Meeting ChallengesMeeting Challenges
Designing Your OwnDesigning Your Own
Why Train or Mentor With Peers?Why Train or Mentor With Peers?
Involves staffInvolves staff
uses existing knowledgeuses existing knowledge better training resultsbetter training results
Builds teamsBuilds teams
Creates culture of learningCreates culture of learning investment in the human resourceinvestment in the human resource
Increases nimbleness of organizationIncreases nimbleness of organization shared burdenshared burden preparedness for changepreparedness for change
Creating A Peer Training PlanCreating A Peer Training Plan
Determine training goal and Determine training goal and objectivesobjectives
Assess training needsAssess training needs Identify and recruit trainersIdentify and recruit trainers Prepare trainers and materialPrepare trainers and material
Plan the roll-outPlan the roll-out
What Training Is Needed?What Training Is Needed?
What do learners already know?What do learners already know?
What do they need to learn?What do they need to learn?
What is the range of skills and What is the range of skills and aptitudes in the target audience?aptitudes in the target audience?
Needs Assessment MethodsNeeds Assessment Methods FormalFormal
surveyssurveys pre-test of skillspre-test of skills measures of demandmeasures of demand focus groups with stafffocus groups with staff
InformalInformal peer trainer observation of peerspeer trainer observation of peers supervisor inputsupervisor input listening and noticinglistening and noticing
Identify TrainersIdentify Trainers
What skills are needed?What skills are needed? positive attitude toward learningpositive attitude toward learning aptitude for learning to trainaptitude for learning to train knowledge level beyond learnersknowledge level beyond learners or, ability to learn it quickly or, ability to learn it quickly
How many trainers are needed?How many trainers are needed? From where in organization?From where in organization?
Recruit TrainersRecruit Trainers
Give the big picture and their role in itGive the big picture and their role in it Be specific and personalBe specific and personal
tell what they bringtell what they bring describe what they will getdescribe what they will get
Describe support providedDescribe support provided address their doubtsaddress their doubts ask what they need to say “yes”ask what they need to say “yes”
Design The TrainingDesign The Training
Draft training materialsDraft training materials complementary roles of trainer and complementary roles of trainer and
expertexpert ““leave none behind” designleave none behind” design
Test training materialsTest training materials arrangement builds logicallyarrangement builds logically transitions create relationship transitions create relationship
between topicsbetween topics time schedule workstime schedule works
Support Trainer PracticeSupport Trainer Practice
Offer multiple ways to prepareOffer multiple ways to prepare
Ask what they need to be Ask what they need to be successfulsuccessful
Use trainer teamsUse trainer teams
Allow “baby steps” for a new Allow “baby steps” for a new trainer on the teamtrainer on the team
Plan Roll-OutPlan Roll-Out
Schedule for successSchedule for success maximize participationmaximize participation be creative and committedbe creative and committed recruitment pitchrecruitment pitch
Details countDetails count plan thoroughlyplan thoroughly write up instructions, tip sheetswrite up instructions, tip sheets
Roll-OutRoll-Out
Go! and pay attentionGo! and pay attention details continue to countdetails continue to count
DelegateDelegate
CommunicateCommunicate
To Reinforce LearningTo Reinforce Learning
Follow-up for the learnersFollow-up for the learners how will they practice?how will they practice? how will they know if they got it?how will they know if they got it?
Follow-up for the trainersFollow-up for the trainers what did they learn?what did they learn? what would they do differently next what would they do differently next
time as trainers?time as trainers?
Common MethodsCommon MethodsFor Evaluating SuccessFor Evaluating Success
Survey participants after training and Survey participants after training and after a period of timeafter a period of time
Ask trainers their experience of Ask trainers their experience of lesson design and performance of lesson design and performance of learnerslearners
Give post-test of skills and compare Give post-test of skills and compare to pre-testto pre-test
Collect supervisor feedbackCollect supervisor feedback
Congratulate!Congratulate!For Future SuccessFor Future Success
Notice the accomplishment, and Notice the accomplishment, and report the resultsreport the results
Acknowledge trainers for their Acknowledge trainers for their contributionscontributions
Celebrate togetherCelebrate together
Determine Your Goal and ObjectiveDetermine Your Goal and Objective
Goal is big pictureGoal is big picture what is the broad, overall purpose?what is the broad, overall purpose? how will staff benefit?how will staff benefit? how will library users benefit?how will library users benefit?
Objective is specificObjective is specific who needs what skills, knowledge, who needs what skills, knowledge,
attitudes?attitudes?
Is peer training the answer?Is peer training the answer?
Sample Goal and ObjectiveSample Goal and Objective
Training Goal: Customers receive Training Goal: Customers receive assistance in the use of library computers assistance in the use of library computers to meet their needs. to meet their needs.
Training Objectives: Training Objectives: • All staff efficiently use basic computer skills All staff efficiently use basic computer skills
and troubleshooting tools in all they do.and troubleshooting tools in all they do.• Staff assists customers to use library Staff assists customers to use library
computers.computers.• Staff provides public training in the use of Staff provides public training in the use of
library computers.library computers.
What Is Peer Mentoring?What Is Peer Mentoring?
One-on-one guidance and consultationOne-on-one guidance and consultation
Focused on individualFocused on individual to develop individual skills, andto develop individual skills, and
to meet needs of the organizationto meet needs of the organization
Specified period of timeSpecified period of time to meet specific objective(s)to meet specific objective(s)
Based on trust and communicationBased on trust and communication
If you were going to be mentored,If you were going to be mentored,
what qualities would you likewhat qualities would you like
in your mentor?in your mentor?
As the mentor, As the mentor, how would you establish how would you establish
trust in the mentoring trust in the mentoring relationship?relationship?
Peer Mentoring SituationsPeer Mentoring Situations
Staff developmentStaff development
Succession planningSuccession planning
Performance improvementPerformance improvement
The Mentor’s RoleThe Mentor’s Role
Respect individual’s learning processRespect individual’s learning process understand how the mentee is different understand how the mentee is different
from youfrom you appreciate and build on strengthsappreciate and build on strengths
Act patientAct patient
Encourage and applaud the menteeEncourage and applaud the mentee
Provide opportunities to build new skillsProvide opportunities to build new skills
The Mentee’s RoleThe Mentee’s Role
Consider the mentor’s points of view, and Consider the mentor’s points of view, and options suggested by the mentoroptions suggested by the mentor demonstrate flexibilitydemonstrate flexibility show willingness to try new thingsshow willingness to try new things
Work to gain knowledge and skillWork to gain knowledge and skill
Take initiativeTake initiative
Creating A Peer Mentoring PlanCreating A Peer Mentoring Plan
Determine mentoring goal and objectiveDetermine mentoring goal and objective
Identify and invite mentor and/or menteeIdentify and invite mentor and/or mentee
Assess learning needs togetherAssess learning needs together
Develop mutual work planDevelop mutual work plan
Finish up togetherFinish up together
Identify and Invite the MenteeIdentify and Invite the Mentee
Let them know what’s in it for themLet them know what’s in it for them
Tell why you need them specificallyTell why you need them specifically
Describe how you will work togetherDescribe how you will work together
Offer up what you will bring as mentorOffer up what you will bring as mentor
Assess Needs TogetherAssess Needs Together
Ask mentee Ask mentee what they need to be successfulwhat they need to be successful what feels easy or hardwhat feels easy or hard how they describe their learning stylehow they describe their learning style
Ask supervisorAsk supervisor Ask co-workers and other Ask co-workers and other
observersobservers
Develop Mutual Work PlanDevelop Mutual Work Plan
Prioritize needsPrioritize needs
Develop timelineDevelop timeline
Personalize approachPersonalize approach
Stay flexibleStay flexible
Finish Up TogetherFinish Up Together
Follow-upFollow-up determine what is left to learndetermine what is left to learn consider next steps in developmentconsider next steps in development
Evaluate and acknowledgeEvaluate and acknowledge provide written commendationprovide written commendation
Congratulate and celebrateCongratulate and celebrate
Determine Your Mentoring Determine Your Mentoring Goal and ObjectiveGoal and Objective
Goal is big pictureGoal is big picture what needs to be accomplished?what needs to be accomplished? who will benefit how?who will benefit how?
Objective is specificObjective is specific what skills, knowledge, attitudes will the mentee what skills, knowledge, attitudes will the mentee
learn?learn? what is the scope?what is the scope? what is the time frame?what is the time frame?
Is peer mentoring the answer?Is peer mentoring the answer?
What challenges or barriers What challenges or barriers do you anticipate in carrying do you anticipate in carrying
out your peer training or out your peer training or mentoring plan?mentoring plan?