Friday, December 11, 2009
Web-based training
I met with a couple of extremely well qualified people yesterday to learn more about web-based training. I think it may be in our future and am anxious to discuss it with our Administrative Leadership Team. Will keep you posted.
Monday, November 30, 2009
Unusual reunion; unexpected benefit.
In my prior posting I wrote about the success of the Sedgwick County Developmental Disabilities Conference, Nov. 16 & 17 in Wichita, and what it taught me about unexpected benefits. It also provided me, personally, an unexpected benefit; a reunion with a cousin I hadn’t seen in at least 44 years.
During the lunch break on the first day of training a woman asked me a question specific to her work. We had a lovely conversation. Before we separated I wanted to remember her name. The first name on her name tag held no surprise but her last name certainly caught my attention. “Colucci” my mother’s full blooded, immigrant Italian, maiden name was displayed on the lapel of a person whose physical appearance would lead you to believe she was anything but Italian. First there was the surprise about the name and then there was surprise at the person with the name.
I explained my surprise and she quickly told me her husband’s family is from Niagara Falls, my home town. He also works in the field and was present. I excitedly said, “Go get him”. She did and I learned his father James is my age but a year behind me in school. His Dad, Jimmy and my Mom, Big Chris (Jimmy’s sister was Little Chris) were cousins. Both have past away. James remembered my Dad but had a hard time remembering Chris. But when I said, Big Chris, he remembered instantly. Way fun.
I asked James if his Dad was “Jimmy the Mailman”. He was and he was the Jimmy Colucci I worked with for a year or so in a part time job we both had during my freshman year in college. Jimmy and I would deliver the weekend edition of the Niagara Falls Gazette. On Friday evenings we delivered the preprinted section of the paper. Comics, advertising inserts, etc. At midnight on Saturday we would show up to deliver the Sunday news sections. Jimmy drove the truck and I delivered, dropped, tossed and tumbled bundles of papers. We were a team. We worked well. We had fun. We enjoyed each other. We did good work. I learned to respect and like Jimmy. He was a fine teammate and friend.
We all had dinner, told family stories and talked about the Falls.
While I thoroughly enjoyed having some time with this family branch, the most fulfilling benefit was the feelings deep inside that talking about Jimmy brought back. There are people, the briefest mention of whom, makes you smile. I have been blessed to know a few, my wife is one. Jimmy is one. His memory makes me smile and inside I feel a whole lot better. This reunion rekindled a little spirit, makes life a little bit more pleasant and gave me a valued unexpected benefit. How great is that?
During the lunch break on the first day of training a woman asked me a question specific to her work. We had a lovely conversation. Before we separated I wanted to remember her name. The first name on her name tag held no surprise but her last name certainly caught my attention. “Colucci” my mother’s full blooded, immigrant Italian, maiden name was displayed on the lapel of a person whose physical appearance would lead you to believe she was anything but Italian. First there was the surprise about the name and then there was surprise at the person with the name.
I explained my surprise and she quickly told me her husband’s family is from Niagara Falls, my home town. He also works in the field and was present. I excitedly said, “Go get him”. She did and I learned his father James is my age but a year behind me in school. His Dad, Jimmy and my Mom, Big Chris (Jimmy’s sister was Little Chris) were cousins. Both have past away. James remembered my Dad but had a hard time remembering Chris. But when I said, Big Chris, he remembered instantly. Way fun.
I asked James if his Dad was “Jimmy the Mailman”. He was and he was the Jimmy Colucci I worked with for a year or so in a part time job we both had during my freshman year in college. Jimmy and I would deliver the weekend edition of the Niagara Falls Gazette. On Friday evenings we delivered the preprinted section of the paper. Comics, advertising inserts, etc. At midnight on Saturday we would show up to deliver the Sunday news sections. Jimmy drove the truck and I delivered, dropped, tossed and tumbled bundles of papers. We were a team. We worked well. We had fun. We enjoyed each other. We did good work. I learned to respect and like Jimmy. He was a fine teammate and friend.
We all had dinner, told family stories and talked about the Falls.
While I thoroughly enjoyed having some time with this family branch, the most fulfilling benefit was the feelings deep inside that talking about Jimmy brought back. There are people, the briefest mention of whom, makes you smile. I have been blessed to know a few, my wife is one. Jimmy is one. His memory makes me smile and inside I feel a whole lot better. This reunion rekindled a little spirit, makes life a little bit more pleasant and gave me a valued unexpected benefit. How great is that?
Great Training; Unexpected Benefits.
InterHab is a not for profit organization in Kansas which supports the rehabilitation community. I was asked to give the keynote address and a series of breakout sessions on one day of their annual conference in October.
That Shappening proved to be a high impact day, the October day served as a natural promotion for a November Shappening at the Sedgwick County DD Service s Annual Conference in Wichita.
Topic: Shift Happens … Creating a Proactive Organization.
November 16/17, 2009
This was an amazing conference. Following an introduction to the topic at the October InterHab Conference there was a buzz in the Kansas Rehab Community about the November conference. One week beforen the traiing 80 people, about what was projected, were registered. At two days prior 100 people were registered. By the day of the training approximately 180 people showed up. The space would have been comfortable and appropriate for 80.
The Conference was a big success. On a scale of 1 (low) and 10 (high) 83 % of the attendees rated the two days a nine or better and an outstanding 53 % rated it a ten.
The audience was absolutely great. Resistance and defensiveness was absent. People were excited to be there and ready to bear an open mind. They were also gracious.
The space was not at all appropriate for the number of people. It was very nice; just too small for this size group. It looked like a packed church supper. Long rows of tables and chairs back to back so tightly one struggled to walk through their isle.
On Monday morning the first thing we tried to do was to find another space for the second day. Unfortunately none of the leads worked out and by 10:00 it was determined we would be in those tight quarters for the duration. It was then, our team of Hope Townsend, Brian Espada and myself decided we would have to make sure to stay on top of our game; keep things moving and fun. Early on we praised the group for dealing with the tight quarters so well. We continued to do so at intervals throughout the two days. At a point during the afternoon of the second day an observation lead to a thought.
I noticed that regardless of the cramped space and in spite of the normal difficulty finding a temperature that satisfies everyone people were focused. They were listening and thinking. They challenged themselves and our team. It was great. Just the kind of people we enjoy working with.
We trusted the impact of fast moving, insightful, creative material and it proved us correct. Those two days taught me that if the material is interesting and the presenters knowledgeable, passionate and fun it can make up for various inadequacies.
In this case, I was amazed at how well people tolerated the cramped conditions. No complaining, no bailing, no irritability. Just focus and learning. After a while I couldn’t help but think about the Shift Happens material and the audience’s hunger for new and better ideas.
I have always known this material is powerful, but those two days in Wichita were striking evidence of just how impressively powerful it was on those two days. If it weren’t for that, those two days would have been something people endured and perhaps resented. Instead the worries we had the first morning never materialized, the time flew, there were lots of aha moments, laughter and learning.
An unexpected and appreciated benefit of great training!
That Shappening proved to be a high impact day, the October day served as a natural promotion for a November Shappening at the Sedgwick County DD Service s Annual Conference in Wichita.
Topic: Shift Happens … Creating a Proactive Organization.
November 16/17, 2009
This was an amazing conference. Following an introduction to the topic at the October InterHab Conference there was a buzz in the Kansas Rehab Community about the November conference. One week beforen the traiing 80 people, about what was projected, were registered. At two days prior 100 people were registered. By the day of the training approximately 180 people showed up. The space would have been comfortable and appropriate for 80.
The Conference was a big success. On a scale of 1 (low) and 10 (high) 83 % of the attendees rated the two days a nine or better and an outstanding 53 % rated it a ten.
The audience was absolutely great. Resistance and defensiveness was absent. People were excited to be there and ready to bear an open mind. They were also gracious.
The space was not at all appropriate for the number of people. It was very nice; just too small for this size group. It looked like a packed church supper. Long rows of tables and chairs back to back so tightly one struggled to walk through their isle.
On Monday morning the first thing we tried to do was to find another space for the second day. Unfortunately none of the leads worked out and by 10:00 it was determined we would be in those tight quarters for the duration. It was then, our team of Hope Townsend, Brian Espada and myself decided we would have to make sure to stay on top of our game; keep things moving and fun. Early on we praised the group for dealing with the tight quarters so well. We continued to do so at intervals throughout the two days. At a point during the afternoon of the second day an observation lead to a thought.
I noticed that regardless of the cramped space and in spite of the normal difficulty finding a temperature that satisfies everyone people were focused. They were listening and thinking. They challenged themselves and our team. It was great. Just the kind of people we enjoy working with.
We trusted the impact of fast moving, insightful, creative material and it proved us correct. Those two days taught me that if the material is interesting and the presenters knowledgeable, passionate and fun it can make up for various inadequacies.
In this case, I was amazed at how well people tolerated the cramped conditions. No complaining, no bailing, no irritability. Just focus and learning. After a while I couldn’t help but think about the Shift Happens material and the audience’s hunger for new and better ideas.
I have always known this material is powerful, but those two days in Wichita were striking evidence of just how impressively powerful it was on those two days. If it weren’t for that, those two days would have been something people endured and perhaps resented. Instead the worries we had the first morning never materialized, the time flew, there were lots of aha moments, laughter and learning.
An unexpected and appreciated benefit of great training!
Friday, October 16, 2009
Style
There are schools of management, theories of management, leadership institutes and good old best practices which often come from the school of hard knocks. But we have recently been discussing leadership styles and more specifically what are the styles we most appreciate.
We are a learning organization and one of the things we want to learn about is how to bring newer recruits up to speed as quickly as possible and, correspondingly, how to we help them avoid the mistakes we all made along the way.
One way we have decided upon is to probe deeply into this thing we call style. Style can be like opinions where everyone thinks theirs is the right one. But that’s not where we want to go. We’re going in two directions.
First, we are asking ourselves 2 questions:
1 Who are the leaders we learn from?
2 What are their styles? And we are trying to be very specific, concrete here.
We are not inexperienced nor are we unaccomplished. But we all know there is more to do and more to learn. So from what leaders do we not only get direction but education or learning? How do they teach us? Some of this is their willingness to share information; some the way they do it. For some it’s the perspective they bring; for others the respect they show.
Secondly, we are approaching those people we each admire (and they may very well be different for each of us) to ask them to describe their style. What do they think makes them so effective? What is it they think makes others effectively learn from them?
So, what do you think? Please respond to this entry with the specific characteristics of the styles from which you best learn. Think about your personal guru and what is it about her/him that works for you …. And let us know.
We don’t expect this will be a fast exercise. It will take time, concentration and discussion. We will report back from time on our progress. So stay tuned.
We are a learning organization and one of the things we want to learn about is how to bring newer recruits up to speed as quickly as possible and, correspondingly, how to we help them avoid the mistakes we all made along the way.
One way we have decided upon is to probe deeply into this thing we call style. Style can be like opinions where everyone thinks theirs is the right one. But that’s not where we want to go. We’re going in two directions.
First, we are asking ourselves 2 questions:
1 Who are the leaders we learn from?
2 What are their styles? And we are trying to be very specific, concrete here.
We are not inexperienced nor are we unaccomplished. But we all know there is more to do and more to learn. So from what leaders do we not only get direction but education or learning? How do they teach us? Some of this is their willingness to share information; some the way they do it. For some it’s the perspective they bring; for others the respect they show.
Secondly, we are approaching those people we each admire (and they may very well be different for each of us) to ask them to describe their style. What do they think makes them so effective? What is it they think makes others effectively learn from them?
So, what do you think? Please respond to this entry with the specific characteristics of the styles from which you best learn. Think about your personal guru and what is it about her/him that works for you …. And let us know.
We don’t expect this will be a fast exercise. It will take time, concentration and discussion. We will report back from time on our progress. So stay tuned.
Wednesday, September 30, 2009
What a squad!
I’m like a lot of other folks. I don’t watch golf on TV unless Tiger’s playing. The last couple of times I’ve watched it struck me how the officials insist on absolute quiet when golfers are hitting their shots. Yet, if you turn the channel and watch a basketball championship game you see something quite different.
With one second to go all eyes are on the person taking the last free throw attempt. If he/she makes it, the game is tied and if they make the second shot, they’re the champions. If not they lose. And while on the other channel there is absolute silence, during the whole time the round ball player is getting ready and shooting the fans are screaming, waving anything they can get their hands on and doing their absolute best to distract the shooter.
Just as much riding on either sport; yet, one insists on silence while at the other disruption and commotion rule. Big money and huge prestige riding on both.
These are the kinds of things that capture my attention and make me think about our work. Some times it’s nice and quiet. Moments later it’s distraction and diversion. Yet it doesn’t prevent the Delarc Team from scoring one victory after another for the children and adults we serve and support.
What a squad!
With one second to go all eyes are on the person taking the last free throw attempt. If he/she makes it, the game is tied and if they make the second shot, they’re the champions. If not they lose. And while on the other channel there is absolute silence, during the whole time the round ball player is getting ready and shooting the fans are screaming, waving anything they can get their hands on and doing their absolute best to distract the shooter.
Just as much riding on either sport; yet, one insists on silence while at the other disruption and commotion rule. Big money and huge prestige riding on both.
These are the kinds of things that capture my attention and make me think about our work. Some times it’s nice and quiet. Moments later it’s distraction and diversion. Yet it doesn’t prevent the Delarc Team from scoring one victory after another for the children and adults we serve and support.
What a squad!
Friday, September 25, 2009
Uncluttered Minds
Yesterday afternoon the Leadership Team met to review the first draft of our proposal to introduce the Shift Happens proactive philosophy and positive approach into the NYS OMRDD system (see last post).
What an incredible group of people! After a brief introduction I distributed the draft, broke them into small groups and asked them to do their thing. And what a thing they did. Their observations, comments, criticisms, inputs, changes and questions were all on the money. At the end of the meeting we had a whole new, and needless to say, better document.
Almost 20 years ago, the late Fred McDonald, a consultant, was hired by our Board of Directors to lead a strategic planning process. He worked with us 3 to 5 days a month for over a year and in the process came to know our staff very well. At one point he commented to me about the awe he felt when working with them. He said that no matter how busy they were or what the topic, when he spoke to them individually or as a group he marvelled at their "uncluttered minds".
Quite a few of the members have changed since then; some have remained but to this day when you get these folks together their minds remain uncluttered. This does not mean they are not busy. Nor does it mean they don't live full and abundant lives. Quite the contrary. The abundance of their lives and the importance and busy ness of their jobs is what makes their ability to put everything else aside, listen to the question or examine the issue and focus clearly, thoughtfully and thoroughly on the matter at hand continues to excite and inspire me.
They never fail to impress me and they never, ever fail to accomplish the job. And, in this case, the proposal we are developing has benefited greatly.
What an talented, amazing and fun group of people. How lucky The Arc of Delaware County is to have so many fine people.
What an incredible group of people! After a brief introduction I distributed the draft, broke them into small groups and asked them to do their thing. And what a thing they did. Their observations, comments, criticisms, inputs, changes and questions were all on the money. At the end of the meeting we had a whole new, and needless to say, better document.
Almost 20 years ago, the late Fred McDonald, a consultant, was hired by our Board of Directors to lead a strategic planning process. He worked with us 3 to 5 days a month for over a year and in the process came to know our staff very well. At one point he commented to me about the awe he felt when working with them. He said that no matter how busy they were or what the topic, when he spoke to them individually or as a group he marvelled at their "uncluttered minds".
Quite a few of the members have changed since then; some have remained but to this day when you get these folks together their minds remain uncluttered. This does not mean they are not busy. Nor does it mean they don't live full and abundant lives. Quite the contrary. The abundance of their lives and the importance and busy ness of their jobs is what makes their ability to put everything else aside, listen to the question or examine the issue and focus clearly, thoughtfully and thoroughly on the matter at hand continues to excite and inspire me.
They never fail to impress me and they never, ever fail to accomplish the job. And, in this case, the proposal we are developing has benefited greatly.
What an talented, amazing and fun group of people. How lucky The Arc of Delaware County is to have so many fine people.
Monday, September 21, 2009
Shifting New York
Over the spring and summer the Executive Directors Association of NYSARC (EDA) sponsored three regional training sessions for Executive Teams. The results were strong and a conference call is scheduled for later this week to discuss possible next steps. While timing may not be right for some and others may have other priorities, it seems very likely several organizations will be interested in more training or consultations.
At the third session, three high level officials from the NYS Office of Mental Retardation and Developmental Disabilities (OMRDD) attended. They felt the material offered serious implications for their organization and today our CFO, Teresa Skinner and I met with them and several other officials along with the EDA Chair. The meeting couldn’t have gone better. All agree the Shift Happens model is worth bringing forward to District offices for further review. A Nov. 4 date was set to introduce them to the model.
At the same time we will be developing a state wide plan/proposal. One of the foundation pieces will be to develop a pilot the model within the Broome District.
While all this is going on we continue to work with Orange County AHRC.
New York may not be Shifting yet, but it looks like it is about to.
At the third session, three high level officials from the NYS Office of Mental Retardation and Developmental Disabilities (OMRDD) attended. They felt the material offered serious implications for their organization and today our CFO, Teresa Skinner and I met with them and several other officials along with the EDA Chair. The meeting couldn’t have gone better. All agree the Shift Happens model is worth bringing forward to District offices for further review. A Nov. 4 date was set to introduce them to the model.
At the same time we will be developing a state wide plan/proposal. One of the foundation pieces will be to develop a pilot the model within the Broome District.
While all this is going on we continue to work with Orange County AHRC.
New York may not be Shifting yet, but it looks like it is about to.
Monday, July 13, 2009
Outcomes for People
I recentlly asked our Leadership Team what they thought Delarc's major accomplishments over the last year have been. In no priority order, here is what they said:
--- Delarc's Person Centered Planning process has significantly evolved and is producing amazing results for people. The additions this year have made it easier for people to understand, particpate and take the lead in the process. More people are running their meetings, asserting themselves and setting ambitious goals.
--- This then has lead to a dramtic increase in meaningful community inclusive activity / participation.
--- The number of adult education classes offered to our folks by community members has increased. The variety of such classes has been very well received and has motivated all involved.
--- The openness of the community and its willingness to include our folks in their activities, businesses and events has increased in numbers and in spirit. The community is beginning to see our folks in a whole new light.
--- The progress we are making in working with local schools and BOCES to improve the transition process has been exciting and offers much promise for the future.
--- More individuals who have never earned any income are now doing so for the first time in their lives.
--- The number and diversity of organizations interested in our proactive philosophy and positive approach has exploded ... all by word of mouth.
I'm sure if I gave them more time this list would be a lot longer. None the less, it is still something of which our entire organization is proud. The cool thing about this group is that this success motivates them to continue learning, try harder and do more for the people they support.
Very exciting!
--- Delarc's Person Centered Planning process has significantly evolved and is producing amazing results for people. The additions this year have made it easier for people to understand, particpate and take the lead in the process. More people are running their meetings, asserting themselves and setting ambitious goals.
--- This then has lead to a dramtic increase in meaningful community inclusive activity / participation.
--- The number of adult education classes offered to our folks by community members has increased. The variety of such classes has been very well received and has motivated all involved.
--- The openness of the community and its willingness to include our folks in their activities, businesses and events has increased in numbers and in spirit. The community is beginning to see our folks in a whole new light.
--- The progress we are making in working with local schools and BOCES to improve the transition process has been exciting and offers much promise for the future.
--- More individuals who have never earned any income are now doing so for the first time in their lives.
--- The number and diversity of organizations interested in our proactive philosophy and positive approach has exploded ... all by word of mouth.
I'm sure if I gave them more time this list would be a lot longer. None the less, it is still something of which our entire organization is proud. The cool thing about this group is that this success motivates them to continue learning, try harder and do more for the people they support.
Very exciting!
Tuesday, June 30, 2009
Communications from Staff
Following are copies of emails I received this week from two of our team members. They show the impact we are having on people; the people we support, our families and the rehab community.
Received June 23, 2009
Hi George,
I just wanted to take a moment to tell you about a revelation I had recently. When I started working for the agency and learned about Shift Happens I thought it was wonderful. It made such good sense and seemed so easy. Over the years I've seen how it has worked so well with those we serve. I guess I never thought how it would carry over into my personal life until I became a mom. Now that Natalie is two I often find myself using the techniques that I was taught as part of the shift happens approach, whether it is with potty training, teaching her how to get dressed, dealing with her tantrums, or preparing her to be a big sister.
Then last night she started reinforcing me when I was folding laundry. It made me stop and smile and think maybe she's a future Delarc employee?
Amy Anderson
Medicaid Service Coordinator
The Arc of Delaware County
Received June 25, 2009
I was at an ISP meeting today in another county at a different agency, and was shocked to hear how unhappy people were with their jobs, administration etc at their respective agency. I felt bad for them that they are not as happy in their jobs as I am, and without making it sound like I am bragging to them, I said well we do this and we do that at the Delarc and how many of these folks were wowed and wished they could have that and things were run like the Delarc.
Along the same lines, I attend many trainings for Start up Brokerage and MSC training and I seem to get more attention than the trainer because I say at the Delarc we already do..... whatever the topic may be. I have had other trainees come to me for more about what we do and completely bypass the person facilitating the training!
I just am sending this email I guess to say that I am so glad to be where I am and that from what I see out there we are head and shoulders above the rest!
Aza Hoyt
I want to thank Amy and Aza for giving me permission to share their thoughts with you. Most of all, though, I want to thank them for being part of the Delarc Team.
Received June 23, 2009
Hi George,
I just wanted to take a moment to tell you about a revelation I had recently. When I started working for the agency and learned about Shift Happens I thought it was wonderful. It made such good sense and seemed so easy. Over the years I've seen how it has worked so well with those we serve. I guess I never thought how it would carry over into my personal life until I became a mom. Now that Natalie is two I often find myself using the techniques that I was taught as part of the shift happens approach, whether it is with potty training, teaching her how to get dressed, dealing with her tantrums, or preparing her to be a big sister.
Then last night she started reinforcing me when I was folding laundry. It made me stop and smile and think maybe she's a future Delarc employee?
Amy Anderson
Medicaid Service Coordinator
The Arc of Delaware County
Received June 25, 2009
I was at an ISP meeting today in another county at a different agency, and was shocked to hear how unhappy people were with their jobs, administration etc at their respective agency. I felt bad for them that they are not as happy in their jobs as I am, and without making it sound like I am bragging to them, I said well we do this and we do that at the Delarc and how many of these folks were wowed and wished they could have that and things were run like the Delarc.
Along the same lines, I attend many trainings for Start up Brokerage and MSC training and I seem to get more attention than the trainer because I say at the Delarc we already do..... whatever the topic may be. I have had other trainees come to me for more about what we do and completely bypass the person facilitating the training!
I just am sending this email I guess to say that I am so glad to be where I am and that from what I see out there we are head and shoulders above the rest!
Aza Hoyt
I want to thank Amy and Aza for giving me permission to share their thoughts with you. Most of all, though, I want to thank them for being part of the Delarc Team.
Thursday, June 18, 2009
Unanticpated Benefits
Hi there. In our books and when speaking to groups about our proactive philosophy and positive approach we always emphasize that, while our primary concern is and always will be with the children and adults we support, the Shift Happens model also offers many important benefits to us in our private lives.
Today I received the following from one our organizations brightest stars. With her permission I have placed it on the blog as a prime example of that point.
Thanks Arlene.
Good Morning George,
I felt I had to share this with you to show you how my life has changed since working with the Arc.
My daughter called yesterday in tears that her Grandfather had passed away. She told me how terrible she felt that she had not visited him for quite a while and now it was too late. Prior to working for the Arc, I would have gone to her, consoled her and probably enabled her feelings of guilt. A light bulb seemed to come on over my head and since learning of our philosophy and principles I thought to myself, "what a teachable moment"!! I, of course, extended my condolences over her loss and then told her how very important it is to "stop and smell the roses" and that all of us should take the time out of our busy lives to visit or call our loved ones, our friends, the elderly and the sick as we never know what the next day will bring. It is a hard lesson for my daughter to learn, but it certainly is a life lesson that we all should learn that when we have caring relationships, we need to keep them flourishing not only for those we care about but for ourselves.
I truly live the Arc way, not only at work but in my personal life and I am truly grateful that I have found this agency. I wanted to share this with you as little moments such as these should be shared!! Thank you for allowing me to be part of an organization that truly makes a difference in people's lives, no matter how small the difference--it matters!!
Arlene J Goedel
Administrative Assistant
RFI
190 Prospect Avenue
Walton, NY
THOSE WE SERVE COME FIRST
COMMIT TO EXCELLENCE
BE DEDICATED
EMPLOYEE SATISFACTION
COMMUNICATE EFFECTIVELY
BE INNOVATIVE
Today I received the following from one our organizations brightest stars. With her permission I have placed it on the blog as a prime example of that point.
Thanks Arlene.
Good Morning George,
I felt I had to share this with you to show you how my life has changed since working with the Arc.
My daughter called yesterday in tears that her Grandfather had passed away. She told me how terrible she felt that she had not visited him for quite a while and now it was too late. Prior to working for the Arc, I would have gone to her, consoled her and probably enabled her feelings of guilt. A light bulb seemed to come on over my head and since learning of our philosophy and principles I thought to myself, "what a teachable moment"!! I, of course, extended my condolences over her loss and then told her how very important it is to "stop and smell the roses" and that all of us should take the time out of our busy lives to visit or call our loved ones, our friends, the elderly and the sick as we never know what the next day will bring. It is a hard lesson for my daughter to learn, but it certainly is a life lesson that we all should learn that when we have caring relationships, we need to keep them flourishing not only for those we care about but for ourselves.
I truly live the Arc way, not only at work but in my personal life and I am truly grateful that I have found this agency. I wanted to share this with you as little moments such as these should be shared!! Thank you for allowing me to be part of an organization that truly makes a difference in people's lives, no matter how small the difference--it matters!!
Arlene J Goedel
Administrative Assistant
RFI
190 Prospect Avenue
Walton, NY
THOSE WE SERVE COME FIRST
COMMIT TO EXCELLENCE
BE DEDICATED
EMPLOYEE SATISFACTION
COMMUNICATE EFFECTIVELY
BE INNOVATIVE
Sunday, June 14, 2009
News update.
Update:
1 Delarc celebrated its annual meeting / dinner / award ceremony on Friday June 12. It was a huge success. Over 225 people in attendance, an all time high, and, to over whelming delight, all of them lit a figurative “fire cracker” at the conclusion of the meeting.
2 On June 30 we will conduct our last conference call with the Action Tems in Georgia. Our contract expires that day. It has been an extraordinary success. All six participating agencies report making significant improvements in their culture and performance. They all are very grateful to the Georgia Department of Human Resources (DHR) for providing this service. All wish to continue making the Shift and for the contract to be renewed in the next fiscal year.
DHR has informed us their budget is very uncertain. Based on the results they have expressed high interest in developing a year 3 contract. The very poor fiscal climate is a significant obstacle. The reorganization which the State legislature very recently approved presents a different issue. How long will it take to create the new structure; for the new Director to set his vision; and to determine if this project fits within the any possible new priorities are all important questions.
3 In mid August the EDA (Executive Directors, Association) will sponsor its third 2 day Shift Happens Executive Team conference. The purpose will be to present a detailed overview of the Shift Happens Model. So far 12 different teams have participated in sessions conducted in NYC and Geneva.
The EDA has taken a bold step with this training and is in a position to take a national leadership role in reducing and eliminating the use of physical intervention and restraint with people with developmental disabilities.
4 The rate of growth the children and adults Delarc supports has always been high but it seems to me the rate has significantly increased over the last two years.
Why?
I think there are a few answers:
- Our leadership team is more focused on learning and growth than it has ever been. It has worked diligently to standardize operations and to make those standards extraordinary.
- Our recruitment, orientation and training practices are continually fine tuned.
- A large number of new curricula have been created. Methods are also improving.
- Respectful, empowering, supportive monitoring at all levels assures accountability.
- The fire for continual improvement shines bright in both our newest and most veteran team members. People in this organization, like no other, embrace change.
Lots of people would add many other things to this list, but these are the things that grab me, at the moment.
5 We have learned President Obama has created a Social Innovation Fund the purpose of which, as we understand it, is to find pockets of excellence in the not for profit sector and to study and bring their success to scale.
This is new and information is sketchy. However we are tracking it and have had a preliminary conversation with one of NYS Sen. Gillenbrand’s representatives. We asked for the Senators assistance and advocacy in accessing this fund. We firmly believe the Shift Happens Model is exactly the type of success they are looking for.
Wish us luck.
1 Delarc celebrated its annual meeting / dinner / award ceremony on Friday June 12. It was a huge success. Over 225 people in attendance, an all time high, and, to over whelming delight, all of them lit a figurative “fire cracker” at the conclusion of the meeting.
2 On June 30 we will conduct our last conference call with the Action Tems in Georgia. Our contract expires that day. It has been an extraordinary success. All six participating agencies report making significant improvements in their culture and performance. They all are very grateful to the Georgia Department of Human Resources (DHR) for providing this service. All wish to continue making the Shift and for the contract to be renewed in the next fiscal year.
DHR has informed us their budget is very uncertain. Based on the results they have expressed high interest in developing a year 3 contract. The very poor fiscal climate is a significant obstacle. The reorganization which the State legislature very recently approved presents a different issue. How long will it take to create the new structure; for the new Director to set his vision; and to determine if this project fits within the any possible new priorities are all important questions.
3 In mid August the EDA (Executive Directors, Association) will sponsor its third 2 day Shift Happens Executive Team conference. The purpose will be to present a detailed overview of the Shift Happens Model. So far 12 different teams have participated in sessions conducted in NYC and Geneva.
The EDA has taken a bold step with this training and is in a position to take a national leadership role in reducing and eliminating the use of physical intervention and restraint with people with developmental disabilities.
4 The rate of growth the children and adults Delarc supports has always been high but it seems to me the rate has significantly increased over the last two years.
Why?
I think there are a few answers:
- Our leadership team is more focused on learning and growth than it has ever been. It has worked diligently to standardize operations and to make those standards extraordinary.
- Our recruitment, orientation and training practices are continually fine tuned.
- A large number of new curricula have been created. Methods are also improving.
- Respectful, empowering, supportive monitoring at all levels assures accountability.
- The fire for continual improvement shines bright in both our newest and most veteran team members. People in this organization, like no other, embrace change.
Lots of people would add many other things to this list, but these are the things that grab me, at the moment.
5 We have learned President Obama has created a Social Innovation Fund the purpose of which, as we understand it, is to find pockets of excellence in the not for profit sector and to study and bring their success to scale.
This is new and information is sketchy. However we are tracking it and have had a preliminary conversation with one of NYS Sen. Gillenbrand’s representatives. We asked for the Senators assistance and advocacy in accessing this fund. We firmly believe the Shift Happens Model is exactly the type of success they are looking for.
Wish us luck.
Saturday, March 28, 2009
Off to Georgia ... one more time.
Tomorrow morning Hope, Heidi and I head off to Georgia for a week. Our first stop will be in Bremen where we will work again with an organization we first worked with last year. This will be our fourth visit there and our last this year. This time we will be doing a variety of things from working hand in hand with many of their front line staff, to providing training on how to use the Stages of Development process to measure performance to helping them develop their corporate values to meeting with a group of families. It will be a busy two days.
Bremen is west of Atlanta, about ten miles from the Alabama line. When we finish Tuesday we will drive to Covington, 40 or 50 miles east of Atlanta. Wednesday and Thursday will be devoted to training two new organizations about our People Power leadership model. We’ll explore what it means to be a values based organization and how to build corporate values into one’s recruitment, orientation, training, supervision, performance review and time management processes thereby building and strengthening the corporate culture.
We will come back Friday, exhausted but exhilarated.
Bremen is west of Atlanta, about ten miles from the Alabama line. When we finish Tuesday we will drive to Covington, 40 or 50 miles east of Atlanta. Wednesday and Thursday will be devoted to training two new organizations about our People Power leadership model. We’ll explore what it means to be a values based organization and how to build corporate values into one’s recruitment, orientation, training, supervision, performance review and time management processes thereby building and strengthening the corporate culture.
We will come back Friday, exhausted but exhilarated.
Geat teamwork. It must be luck!
The Delarc Team is amazing. I have never taken it for granted and always expect the best; yet it continues to surprise and delight. It doesn’t matter what the task or situation, they always respond with excellence and they do so with a smile.
Recently they provided a unique experience for a group of local sixth graders, rallied round an individual we support who was going through an extremely stressful home situation and prepared for a Medicaid audit; all while providing top notch service to children and adults in Delaware County and mentoring several other agencies in New York and Georgia. Simply amazing!
The audit will be happening over the new few weeks, so we’ll have to wait to see how that makes out. But the sixth graders were thrilled and the fellow who was having such difficulty is doing fine, the children and adults we support are thriving and the organizations with whom we are working are thrilled.
What makes for such excellence? Sometimes I think we are the luckiest organization ever. And while I’m just superstitious enough not to deny its random power, I have always believed you make your luck.
Inc. magazine, in this month’s issue (April ’09) features an interview with Jim Collins, author of Good to Great and Built to Last. In the interview he says, “I see nothing to contradict the principle that who comes first and what comes second, for a very simple reason: If you cannot predict the what, you have to be able to do a good job with the who, because the what is going to be constantly shifting.”
When he was asked what he meant by doing a good job with the who, he asked the following question. “Do you have a culture of people who A. share a set of values, B. have very clear responsibilities, and C. perform.”
Mr. Collins’ formula has been the one the Delarc Team has been committed to for over 30 years. It was one of the first organizations in the U.S. to put it’s core values, which it calls its Unifying Principles, in writing back in the 80’s. Since then it has methodically built those values into every practice and process and has gone to extravagant lengths to assure all new hires share them.
It transformed all it job descriptions to be outcome not duty oriented. Expectations are further clarified daily through well trained coaches and weekly through individual sit down meetings with their immediate supervisor. Performance is measure through a unique tool it developed called the Stages of Employee Development within the first week of employment, at 30 and 90 days and at least annually thereafter.
Find recruits who share your values, clarify your expectations, provide world class coaching and measure performance objectively and consistently and I guess luck will follow.
Recently they provided a unique experience for a group of local sixth graders, rallied round an individual we support who was going through an extremely stressful home situation and prepared for a Medicaid audit; all while providing top notch service to children and adults in Delaware County and mentoring several other agencies in New York and Georgia. Simply amazing!
The audit will be happening over the new few weeks, so we’ll have to wait to see how that makes out. But the sixth graders were thrilled and the fellow who was having such difficulty is doing fine, the children and adults we support are thriving and the organizations with whom we are working are thrilled.
What makes for such excellence? Sometimes I think we are the luckiest organization ever. And while I’m just superstitious enough not to deny its random power, I have always believed you make your luck.
Inc. magazine, in this month’s issue (April ’09) features an interview with Jim Collins, author of Good to Great and Built to Last. In the interview he says, “I see nothing to contradict the principle that who comes first and what comes second, for a very simple reason: If you cannot predict the what, you have to be able to do a good job with the who, because the what is going to be constantly shifting.”
When he was asked what he meant by doing a good job with the who, he asked the following question. “Do you have a culture of people who A. share a set of values, B. have very clear responsibilities, and C. perform.”
Mr. Collins’ formula has been the one the Delarc Team has been committed to for over 30 years. It was one of the first organizations in the U.S. to put it’s core values, which it calls its Unifying Principles, in writing back in the 80’s. Since then it has methodically built those values into every practice and process and has gone to extravagant lengths to assure all new hires share them.
It transformed all it job descriptions to be outcome not duty oriented. Expectations are further clarified daily through well trained coaches and weekly through individual sit down meetings with their immediate supervisor. Performance is measure through a unique tool it developed called the Stages of Employee Development within the first week of employment, at 30 and 90 days and at least annually thereafter.
Find recruits who share your values, clarify your expectations, provide world class coaching and measure performance objectively and consistently and I guess luck will follow.
Wednesday, March 18, 2009
Shout It From The Rooftops!
The Arc of Delaware County is totally committed to a positive, proactive approach in our care and treatment of people with disabilties. Unfortunately there are many agencies across the country that don't share our beliefs; please take a moment to check out the link below and you will see just one more example of such. We frequently hear of physical abuses and even deaths of people with disabilites because of the care and treatment they receive by the people whose care they are entrusted to.
Though the information in the link is very troubling to hear, it's important for us to keep this in front of people - it's time for America to get their heads out of the sand and really know what is happening in this country to people with disabilities. Our agency spends a great deal of time and engergy trying to spread the word that there is a better way; our CEO does trainings for any agency in the country who is willing to listen. We need your help though - together we can raise awareness and help people know there really is a better way. I encourage you to help us spread the word - share this information with everyone you know.
I'll leave you with one thought: "Never doubt that a small group of thoughtful committed citizens can change the world; indeed, it's the only thing that ever has." ~ Margaret Mead
Link: http://www.npr.org/templates/story/story.php?storyId=101937985
Thank you.
Catherine Tweedie,
Delarc Community Relations Director
Though the information in the link is very troubling to hear, it's important for us to keep this in front of people - it's time for America to get their heads out of the sand and really know what is happening in this country to people with disabilities. Our agency spends a great deal of time and engergy trying to spread the word that there is a better way; our CEO does trainings for any agency in the country who is willing to listen. We need your help though - together we can raise awareness and help people know there really is a better way. I encourage you to help us spread the word - share this information with everyone you know.
I'll leave you with one thought: "Never doubt that a small group of thoughtful committed citizens can change the world; indeed, it's the only thing that ever has." ~ Margaret Mead
Link: http://www.npr.org/templates/story/story.php?storyId=101937985
Thank you.
Catherine Tweedie,
Delarc Community Relations Director
Wednesday, February 25, 2009
Positive Behavioral Supports
Two Delarc heroes.
During the week of February 15 to 20, Chief Operating Officer, Barbara Rothenberg and Life Coach 10, Sharon Klinger achieved remarkable results in Delarc’s efforts to find practical ways to assist others committed to supporting people with developmental disabilities.
During our visit to two different agencies, one on Monday and Tuesday the other on Wednesday and Thursday, Barb and Sharon spent their first day shadowing an individual chosen by each agency due to the significant challenge each was presenting. We asked them to pick their toughest case.
In one case this included starting at 6:45 A.M. in the person’s home. At the end of the day and into the evening they then devised the approach they would demonstrate the next day. Lesson plans were written as were behavior plans which included reinforcement types and schedules.
The next morning was spent delivering instruction to the particular individual and teaching layers of staff to do the same. Sharon took the lead with instruction as Barb coached staff.
One of the things that distinguishes Delarc is our belief that Directors, in addition to being good administrators, must be excellent teachers. With this in mind, after they observed Sharon and with Barb’s support, the respective directors then took over for Sharon. They followed the lesson plan and learned how to use lavish reinforcement for and planned ignoring. Next came the next supervisor and the next. Finally, direct support staff took their turn.
By noon the individual’s team was prepared to continue the lesson the next day. During the afternoon debrief questions were answered, further detail provided so what they learned could be generalized to other individuals.
At our next stop Wednesday and Thursday, we followed the same process with a different individual. In both cases the results were remarkable. Behaviors were nearly eliminated and the people actively participated in the lessons Barb and Sharon devised.
Simply amazing.
As part of our project we conduct conference calls with the Action Teams of all the organizations every 6 weeks or so. Yesterday we had one and parties from both of those organizations participated and reported to the rest of the group what had occurred and the results they saw. At one point I asked if we showed up today and asked for their toughest cases, if they would choose these two people and in both cases they answered a resounding NO!
Simply amazing. No wonder Barb and Sharon are my heroes!!
During the week of February 15 to 20, Chief Operating Officer, Barbara Rothenberg and Life Coach 10, Sharon Klinger achieved remarkable results in Delarc’s efforts to find practical ways to assist others committed to supporting people with developmental disabilities.
During our visit to two different agencies, one on Monday and Tuesday the other on Wednesday and Thursday, Barb and Sharon spent their first day shadowing an individual chosen by each agency due to the significant challenge each was presenting. We asked them to pick their toughest case.
In one case this included starting at 6:45 A.M. in the person’s home. At the end of the day and into the evening they then devised the approach they would demonstrate the next day. Lesson plans were written as were behavior plans which included reinforcement types and schedules.
The next morning was spent delivering instruction to the particular individual and teaching layers of staff to do the same. Sharon took the lead with instruction as Barb coached staff.
One of the things that distinguishes Delarc is our belief that Directors, in addition to being good administrators, must be excellent teachers. With this in mind, after they observed Sharon and with Barb’s support, the respective directors then took over for Sharon. They followed the lesson plan and learned how to use lavish reinforcement for and planned ignoring. Next came the next supervisor and the next. Finally, direct support staff took their turn.
By noon the individual’s team was prepared to continue the lesson the next day. During the afternoon debrief questions were answered, further detail provided so what they learned could be generalized to other individuals.
At our next stop Wednesday and Thursday, we followed the same process with a different individual. In both cases the results were remarkable. Behaviors were nearly eliminated and the people actively participated in the lessons Barb and Sharon devised.
Simply amazing.
As part of our project we conduct conference calls with the Action Teams of all the organizations every 6 weeks or so. Yesterday we had one and parties from both of those organizations participated and reported to the rest of the group what had occurred and the results they saw. At one point I asked if we showed up today and asked for their toughest cases, if they would choose these two people and in both cases they answered a resounding NO!
Simply amazing. No wonder Barb and Sharon are my heroes!!
Wednesday, January 21, 2009
Good Teaching and Engagement.
Rafe Esquith is a 5th grade public school teacher in Los Angeles and the only teacher ever to receive the National Medal of the Arts award. His latest book is: Teach Like Your Hair is on Fire. We are ordering it for our library. Sign up now to read it.
At one point in the interview he said something that rang a loud bell for me. He said part of his philosophy is “put more food on the table and everyone will find something they like to eat.”
At Delarc we call it person-centered engagement. A rose by any other name, stills smells as sweet.
I believe this demonstrates, one more time, our philosophy and approach is state of the art. You are doing what the best of the best in the world are doing. The people you support are receiving the benefits and that is something of which we should all be proud.
I am looking for a volunteer or two to read the book and advise us of what they discover.Let me know if you are interested. Thanks
At one point in the interview he said something that rang a loud bell for me. He said part of his philosophy is “put more food on the table and everyone will find something they like to eat.”
At Delarc we call it person-centered engagement. A rose by any other name, stills smells as sweet.
I believe this demonstrates, one more time, our philosophy and approach is state of the art. You are doing what the best of the best in the world are doing. The people you support are receiving the benefits and that is something of which we should all be proud.
I am looking for a volunteer or two to read the book and advise us of what they discover.Let me know if you are interested. Thanks
Wednesday, January 14, 2009
Training again
We’re off and running again in Georgia!
On Tuesday January 13, we kicked off our new contract with the State of Georgia. This is the second contract with them. This year we will be continuing our work with 4 agencies and adding 3 new one to the mix. On Tuesday we conducted an overview session for Georgia providers to help them decide if they want to apply to be one of the three new agencies. There were approximately 75 people present. And id sounded like several agencies plan to submit an application.
Today, was day one of a two day visit to one of last year’s agencies. There is a team of three of us here and two of our staff spent the day observing the program in action and in particular focused on one individual who presents a particular challenge. It is now 7:30 pm and they are meeting to compare their notes and to develop their recommendations for improvement which we will present tomorrow. At the end of the day we also provided Time Management training to a number of their staff which we will continue and conclude tomorrow afternoon.
Exhausting but excellent.
Friday, January 9, 2009
Board Relations and the Shift Happens Model
Earlier this week I meet with the President of our Board of Directors regarding our upcoming Board meeting and a few other Board matters. As the meeting was starting he said that there was something he had been reading he wanted to read me. It comes from the book, Shadow of the Hegemon by Orson Scott Card. He read the following to me:
Soldiers who did good work did not have special privileges and were given no special authority, so they were not resented by the others. The praise was not effusive, so it never embarrassed them. Instead, they were admired by the others, and emulated. And the focus of the soldiers became the earning of Bean’s recognition.
That was true power. Frederick the Great’s dictum that soldiers had to fear their officers more than they feared the enemy was stupid. Soldiers needed to believe they had the respect of their officers, and to value that respect more than they valued life itself. Moreover, they had to know that their officers’ respect was justified--that they really were the good soldiers their officers believed them to be.
When he was done he said that as he was reading this passage “It dawned on me that this is what Delarc is about and I wanted to share it with you.” A very interesting observation and one I wanted to share with you.
This is great on a number of levels and I would like you to think about it. Do you agree? Disagree? Do you see this applying to the people we support? To our subordinate staff?
How great is it that someone from our Board would see something in print, think of us and then take the time to point it out.
Great stuff!
Soldiers who did good work did not have special privileges and were given no special authority, so they were not resented by the others. The praise was not effusive, so it never embarrassed them. Instead, they were admired by the others, and emulated. And the focus of the soldiers became the earning of Bean’s recognition.
That was true power. Frederick the Great’s dictum that soldiers had to fear their officers more than they feared the enemy was stupid. Soldiers needed to believe they had the respect of their officers, and to value that respect more than they valued life itself. Moreover, they had to know that their officers’ respect was justified--that they really were the good soldiers their officers believed them to be.
When he was done he said that as he was reading this passage “It dawned on me that this is what Delarc is about and I wanted to share it with you.” A very interesting observation and one I wanted to share with you.
This is great on a number of levels and I would like you to think about it. Do you agree? Disagree? Do you see this applying to the people we support? To our subordinate staff?
How great is it that someone from our Board would see something in print, think of us and then take the time to point it out.
Great stuff!
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