Training Agenda
Introductions Review Materials Overview of Process Forming Collaborative Charter Development Next Steps
Goals for Participants
Promote the idea of forming collaborative alliances to support PLWHA
Become capable to implement a collaborative process
Train others so that they can implement this process
Serve as problem solvers with local collaborative projects
Introductions
Name Organization One quality of partnership that:
– Makes it successful– Gets in the way of success
Review of Training Materials
On-line Alliance trainingshttp://www.mnhivplanningcouncil.org/trainings.htm
TOT slide set
Workbook– Handouts– Exercise instructions– Worksheets for training exercises– Examples/case studies
Overview
We will be covering a portion of a much larger process– Community Assessment– Organizational Assessment– Project Selection– Alliance Formation– Charter Development– Implementation
Steps in Forming an Alliance
Step 1
Clarify the
Purpose
Step 2Identify andRecruit Partners
Step 3Frame the
AllianceStep 4
Formalize theStructure &
Plan
Step 5Implement and Manage
Define Alliance
An alliance is a relationship between partners that is strategically formed to
accomplish goalsbenefit the communitystrengthen the partners
The “Intensity” of Alliances
Cooperation
shorter-term, informal relationships
shared information only
separate goals, resources and structures
Coordinationlonger-term effort
around a project or task
some planning and division of roles
some shared resources, rewards and risk
Collaborationmore durable and
pervasive relationships
new structure with commitment to common goals
all partners contribute resources and share rewards & leadership
Exercise 1: Alliances you have known
Identify some alliances you have experienced
Using the Alliance Continuum identify them, and consider if they were the right level to accomplish goals
Steps in Forming an Alliance
Step 1
Clarify the
Purpose
Step 2Identify andRecruit Partners
Step 3Frame the
AllianceStep 4
Formalize theStructure &
Plan
Step 5Implement and Manage
Case Study Presentation
Community Assessment- Need identified-Potential partners identified
Concept Proposal Developed- Goals and objective defined
Additional Partners Recruited
Charter Meeting Convened with Partners- Partner roles defined-Charter drafted
Charter Signing Meeting
Project Implemented
Diagram of Adama Nutrition Program Process
Step Purpose Who
1.2.3.4.5.
Recruit partnersConvene meetingDraft charterFinalize charterProgram implementation
NASTADNASTAD/ORHBNASTAD/PartnersNASTAD/PartnersPartners
Community and/or Organizational Assessment
Concept paper/Draft proposal
Monitor & Evaluate Follow up
Charter form
ation
Step 1. Clarify the Purpose
Begin by answering the following questions:
1. If we only had ______, we could ________.
2. What do we have to offer a partner?
3. What role do we want to play?
Example of Step 1: Clarifying the Purpose
How concept for Adama Nutrition Program (or other
alliance) was developed.
Exercise 2: Clarify the Purpose
In small groups please complete the Worksheet 2 in your workbook for your organization or for a community organization that you will represent for this training
This process leads to a concept paper
Step 2. Identify and Recruit Partners
Ask yourself the following questions: Who might be interested in the
concept? Who needs what we can offer? Who has the skills, capabilities, or
assets we need to help achieve our goal?
Who should we work with for political or resources reasons? Who is a good fit with our values / working principles?
Example of Step 2: How Partners were identified
How partners for the Adama Nutrition Program (or other alliance) were identified
Exercise 3: Identify Partners
In small groups please complete Worksheet 3 in your workbook to identify other partners in the community that could help achieve your goal to meet the identified need for your community
Recruiting Partners
Concept paper is a critical tool to engage partners
Convener plays a key role in recruiting partners – needs to have the stature to get partners to the table
Example of Step 3: How an Alliance was Framed
Briefly present the Adama Nutrition Program proposal or the African HIV Concept Paper to the group.
Step 3. Frame the Alliance
Begin the conversation with partners in these areas: History of the idea and possible mission
or purpose Two or three key outcomes First steps or strategies Resources
Exercise 4: Framing the Alliance
In small groups please complete the Alliance Worksheet for the project that you will use as an example
Report out
Step 4. Formalize the Structure
Formalize the structure with your partners through discussion on:
Objectives Timeframe Decision making Communications Stakeholders Develop charter
Charter Development
Mission/Purpose Vision – What will be different in 3-5 years Values Timeline & Milestones - workplan Members, Roles and Contributions Norms – decision making, communication,
conflict Conflict of Interest Ground rules – attendance expectations,
how meetings are conducted, policies
Exercise 5: Formalizing the Structure: Charter Development
Using the model charter handout craft a charter for the sample project developed by each small group
Tips For Facilitating a Charter Meeting
Need to have something to start with but lots of room for participants to fill in spaces
Partners self-identify their role and contributions
Partners determine how decisions will be made
Discuss the definition of consensus
Clarity and consensus on purpose, vision and values
Group decides on next steps
Step 5. Implement and Manage
Develop a work plan Schedule regular partner meetings Evaluate outcomes periodically Listen to and act on community
input Celebrate successes!
Training Concepts and Skills
Why are these topics important? They help trainers deliver the training about
treatment adherence and community planning They help participants to learn how to effectively
facilitate meetings and build a strong alliance/charter
Understanding Community Planning and Treatment Adherence
Ideally, trainers will have participated in the Community Planning training
Successful trainers fully understand the content of the training materials
How Adults Learn
For adults to successfully learn: Build a good relationship between the instructor and adult
learner. Help adults connect the new things they learn with something
they already know or have experienced. Engage adult students in activities rather than just lecturing. Allow adults to have some say in how the training is to be
conducted. Demonstrate “unconditional positive regard” and empathy for
learners (both adults and children).
General Training Techniques
Some basic techniques: Learn the names of your participants. Repeat key points. Ask participants questions as you deliver the
material. Involve the learners in active work as much as
possible. Encourage discussions among learners in which
students are viewed as participating as equals.
Approaches for Managing Participation in Training Activities
Irrelevant topics: “That is a great idea, but I think it needs more work. Why don’t
you pull together a small group over tea break and bring your recommendation to the larger group this afternoon?”
“That is a really important topic, but right now we are discussing X. Why don’t we put this issue in our “parking lot” and come back to it at the end of the meeting?
“That is a very good question – but we are going to have a conversation about that topic this afternoon – can you hold that thought until then?”
Approaches for Managing Participation in Training Activities
When an individual is dominating the conversation: “This has been a wonderful discussion – but we
really need to move on with our agenda. I encourage you to continue this conversation amongst yourselves at tea break, or lunch”
“That is a good idea – does anyone else have a similar experience (or a different experience)?.”
Approaches for Managing Participation
in Training Activities
You can also use this method to draw out a quiet person:
To one participant: That is a good idea – To the quiet participant – What do you think about that comment?
You can ensure that everyone contributes by asking everyone the same question in turn.
Approaches for Managing Conflict During a Training
Disagreement between participant and trainer: Ask the participant to continue the discussion
outside class.
Conflicts arise between participants: The trainer needs to intervene: “Clearly there are
several ways to look at this issue – but we need to move on to the next topic.
Approaches for Managing Conflict During a Training
Anger about a topic: Acknowledge the person’s comments – “Yes, I
understand and appreciate your concern- may we move on?”
“I understand that you are upset – can we discuss your concerns at lunch?”
Criticism of the trainer: Respond humbly and honestly, be willing to make
mistakes, apologize, and move on.
Success
Open-ended questions Paraphrasing Listening to and acknowledging every
participant’s contribution Speaking in a loud and clear voice Asking participants to speak for themselves and
not for the group
Using language the participant can understand
Training Styles and Tips for Success
Appropriate facial expression (e.g., smiling) Appropriate tone of voice (projecting enthusiasm) Appropriate eye contact Appropriate body language (e.g., leaning towards the
person who is speaking)
Exercise 6: Concluding Assignments
1. Presentation of Steps in Forming and Alliance - One group develops and delivers 10 minute
presentation on steps in forming alliance.
2. Charter Meeting Agenda- Second group develops agenda for a charter
meeting based on a concept developed in small group. Group presents agenda for feedback.
Next Steps
What else is needed for trainers to conduct training?
Are there other critical issues that need to be discussed?
How should any needs/issues be addressed?
What are the next steps for rolling out the process?