1/29/2014 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 Presenters Molly Putnam – Panelist Program Director Kerrville Kroc Center Lt. Judith Fetzer – Panelist Officer for Youth Development Omaha Kroc Cen ter Dr. Terri Sullivan – Moderator Director, Community Strategies and Learning Search Institute TS 1
1/29/2014 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 2
1/29/2014 YADI Approach Recognize and take advantage of every opportunity to build Developmental Assets in program participants, in order to produce critical developmental outcomes TS Two Shifts people ’ ’ s problems ’ ’ people ’ ’ ’ s strengths ’ From fixing young Promoting young �� �� �� �� Beyond programs Relationships TS 3
1/29/2014 Why a Core Team? • Work across departments to develop and implement strategies that work in a variety of 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 4
1/29/2014 JF Kerrville, Texas Molly Putnam Program Director Kerrville Kroc Center TS 5
1/29/2014 WHO is represented? • Aquatics • Front Desk • Fitness/Sports • Facilities • Boys & Girls Club • Corps • Kitchen/RJ’s Café • Administration • Social Services and Family Store MP HOW were they recruited? Department Managers selected their representative MP 6
1/29/2014 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 7
1/29/2014 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 8
1/29/2014 HOW did/will you overcome 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 overcome 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 9
1/29/2014 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 10
1/29/2014 Omaha, Nebraska Lt. Judith Fetzer Officer for Youth Development Omaha Kroc Center TS 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 11
1/29/2014 JF HOW were they recruited? • Leadership Team generated list of recommendations • Direct supervisor was approached for permission and scheduling • Individual was approached and engaged only if genuine interest in the project was demonstrated (100% demonstrated interest) JF 12
1/29/2014 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 of 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 13
1/29/2014 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 on 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 14
1/29/2014 HOW will you overcome 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 overcome 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 15
1/29/2014 HOW will you overcome 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 16
1/29/2014 Questions? TS For more info . . . Judith_Fetzer@usc.salvationarmy.org molly_putnam@uss.salvationarmy.org terris@search-institute.org TS 17
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