Presenters Molly Putnam Panelist Program Director Kerrville Kroc - - PDF document

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Building a YADI Core Team

The first in a monthly series of webinars for site leaders in the Youth Asset Development Initiative (YADI) January 29, 2013 TS Molly Putnam – Panelist Program Director Kerrville Kroc Center

• Dr. Terri Sullivan – Moderator

Director, Community Strategies and Learning Search Institute

Presenters

• Lt. Judith Fetzer – Panelist

Officer for Youth Development Omaha Kroc Center TS

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Webinar Goals

Provide useful information that YADI leaders can apply in their own settings to create effective core teams.

• Share what is working, who is involved, what they do

and why.

• Provide an opportunity for questions, comments.

TS

YADI Vision

Create a culture that supports positive youth development in every corner of the Army.

TS

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YADI Approach

Recognize and take advantage of every

• pportunity to build

Developmental Assets in program participants, in

• rder to produce critical

developmental

• utcomes

TS

Two Shifts

Beyond programs Promoting young people’ ’ ’ ’s strengths Relationships

• TS

From fixing young people’ ’ ’ ’s problems

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Why a Core Team?

• Work across departments to develop and

implement strategies that work in a variety

• f venues, to make YADI central to the

culture of Kroc Center.

• Build awareness, buy-in, collaboration and

accountability across departments.

TS

Why a Core Team?

• To help sustain YADI during times of officer

moves and staff turn over

• Particularly important for certain “driving”
• personalities. Team approach will soften

the edges of those of us with “single- handed” or independent leadership styles.

JF

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JF

Kerrville, Texas

TS

Molly Putnam Program Director Kerrville Kroc Center

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WHO is represented?

• Aquatics
• Fitness/Sports
• Boys & Girls Club
• Kitchen/RJ’s Café
• Social Services and

Family Store

• Front Desk
• Facilities
• Corps
• Administration

MP

HOW were they recruited?

Department Managers selected their representative

MP

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WHAT do they do?

• Assist with Selecting Assets of the Month

– Pre and Post Tests conducted in BGC – Outcomes of these surveys are calculated by BGC Director and reviewed by the Asset Team – Data collected from these surveys are used to select the Asset of the Month by the Asset Team

• Work with their departments to develop skits, presentations,

activities, etc. to implement each month

• Utilize “Building Assets Together”, “More Building Assets

Together”, “More Than Just A Place To Go” and “Take It Personally” resources as guides for Team.

• Discuss previous month (what worked, what didn’t) and discuss

upcoming month plans

MP

WHEN/WHERE?

Meet last Wednesday of every month at the Kroc Center

MP

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HOW do you build/keep momentum?

• Introducing the Assets into the Kroc environment

—Asset Wall displayed in RJs Café —Flyers posted for members and guests throughout Kroc Center

• Asset Initiative discussed in all grant applications
• Monthly updates to the Advisory Board, Advisory Council,

Corps Council and Mission Integration Team

• BGC implements the Asset of the Month into their daily

lesson plans, parent newsletters, staff meetings…

MP

WHAT obstacles did you face?

Time Management: Asset Team/Dept. Involvement

• Helping everyone understand the concept and why

involvement is important

• Finding time for each department to designate thirty

minutes to an hour each month

• Have them not feel like this is just one more thing they

HAVE to do

• How do we get them excited and motivated ?

MP

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HOW did/will you

• vercome obstacles?
• Provide resources, materials and training to accomplish

the goals of the Team

• Instead of saying “This is how we are going to do this”;

we will say “What are your thoughts and ideas to accomplish?”

• Ask for feedback and ideas to improve or simplify

involvement but still accomplish goals

MP

HOW did/will you

• vercome obstacles?
• Designate a specific day and time for each group to

present ahead of time each month

• Pre and Post Adult Questionnaire is administered to the

staff to get an idea of their understanding of the initiative and allows Asset Team to determine areas for additional training

MP

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OTHER lessons learned?

• Staff really do not understand the initiative so we are

increasing our training:

– New Hire Orientations – Monthly All Staff Meetings – Additional training for BGC staff upon hiring

• Do not designate only one person to be in charge of

the initiative; spread out the responsibilities and workload so that there are minimal interruptions in implementation

MP

Questions?

TS

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Omaha, Nebraska

TS

• Lt. Judith Fetzer

Officer for Youth Development Omaha Kroc Center

WHO is represented?

• Cross-section of senior leadership, management

staff and a few high-performing hourly employees

• Minimum: one representative from each of our

pillars

—Education —Arts —Sports —Spiritual Development

JF

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JF

HOW were they recruited?

• Leadership Team generated list of

recommendations

• Direct supervisor was approached for

permission and scheduling

• Individual was approached and engaged
• nly if genuine interest in the project was

demonstrated (100% demonstrated interest)

JF

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WHAT will they do?

• Initial Project: Search Institute YADI training

event in March

• Steps Goal: By May 31, 2014 we will identify one

developmental asset to be incorporated in each

• f the Kroc center pillars pertaining to youth.
• DALEP or other measurement tools (Staff

Surveys, Walk Through)

JF

WHAT will they do?

• Develop initial plan for YADI implementation in

2014-15

—How will we train new employees? —How will we engage/empower parents? —How will we infuse assets into Kroc Culture?

• Next Year: develop 3 year plan for YADI

implementation 2015-18

JF

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WHEN/WHERE?

• Committed for one year renewable “term”
• Meetings: 2 hours/month January-June; 1

hour per month July-December

• May have additional “leg work” depending
• n projects

JF

WHAT obstacles do you face?

• How do we keep the team from losing inertia or

being a “think tank” with no real power to affect culture-change?

• Engaging High-Functioning Hourly Employees –

who pays for their time on YADI projects/meetings?

• How does a “D” personality engage and build buy

in from a team?

JF

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HOW will you

• vercome obstacles?

How do we keep the team from losing inertia or being a “think tank” with no real power to affect culture-change?

• Focus on projects (training event, strategic plan, survey

strategies) and goals (Steps, specific questions to address etc.)

• Having Senior Leadership involved empowers the group
• Don’t underestimate the power of recommendation

JF

HOW will you

• vercome obstacles?

Engaging High-Functioning Hourly Employees – who pays for their time on YADI projects/meetings?

• Territorial Funding for initial training has offset some of

this burden

• One employee from the Arts department will be filling

in for another from congregation who is on FMLA.

• On-going challenge

JF

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HOW will you

• vercome obstacles?

How does a “D” personality engage and build buy-in from a team?

• Recognize the important balance of “D”riving the team forward (an asset of

this personality) and allowing team to organically come to own conclusions

• Be Prepared with quality questions.
• Be Flexible. Have ideas to offer, but not definitive answers.
• Engage team in drawing own conclusions: Our team’s first meeting will be a

staff walk through of the building, assessing Asset Interactions

• Identify and Capitalize on Strengths. Ask individuals to list reasons why they

are an asset to the team; tell them why they were recommended. Constantly refer back to their expertise. JF

OTHER lessons learned?

Biggest Lesson: Sustainable Strategies Require Substantial Share-Holders

JF

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Questions?

TS

For more info . . .

Judith_Fetzer@usc.salvationarmy.org molly_putnam@uss.salvationarmy.org terris@search-institute.org

TS