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Seventh Session: Individual-level intervention for job-related and career-related problems.

Learning objectives for September 10th.  As a result of participation in this seminar, participants will:

Objective A: Learn 1 tool for assessing job-related problems.

Objective B: Learn 1 tool for assessing career-related problems.  

Objective C: Learn a method for coaching individuals with job-related problems.

Objective D: Learn a method for coaching individuals with career-related problems.

Date

Wednesday September 10, 2008, 3:30 - 5:00 p.m. CST

Presenter

Dr. John Fennig  (see John's bio)

Pre-Work/ Post-work

Prior to the Session:

Bring YOUR real world experience assessing and/or helping an individual with job or career-related problems - for a short presentation to the others on the call.

Please read:  APA Division 13, Society of Consulting Psychologists Guidelines (our competency model)

Agenda

1. Welcome and overview of this course

   • Teaches our (SCP) competency model for Organizational Consulting Psychology

   • This is a DRIC internal staff training and an external offering to SCP

   • offered every 3 weeks as stand alone sessions - join when you can/want during the year

   • Mix of didactics and case study/real world application

   • CEs provided

2. Participant intros/needs.  How many of these have you done and how have they gone?

3. Participant presentations (3 - 5 minutes):  client experiences with job/career problems

4. (Maximum 45 minutes) Teach Piece:

   • Recap last sessions related to assessment (a key first step in coaching)

   • DRIC 5S model for Organization, Team and/or Individual Development

     The following is the order to work in with the client.  It encourages tough on things first and people second.  It recognized Lewin’s B=f(PxE) with a large weight placed on context and structure as factors in team success.

     1. Storyboard – past and present external events/factors influencing the organization, team and/or individual (e.g. economy, culture, significant recent or historical events, tec.)
     2. Strategy – goals, plans, commitments that define and drive this team
     3. Structure- organization/team chart, individual roles, work systems, business processes, physical resources
     4. Staffing – fit and fill of people to roles or jobs, staffing gaps, philosophy around fit and fill (stretch hiring to safe fills)
     5. Skill Building – individual, interpersonal, team, organizational skills pyramid; competency models, technical skills of the functional area involved , technical skills of the industry, general business skills

   • DRIC's Experience with this - Fitness for Duty Evaluations, basis of most coaching referrals to us - there is a problem with job or career

   • Who says its a problem?  The problem with referrers who have the problem and not the identified other person

   • Tools, techniques and stories from the field

     • career needs assessment - feel free to use/copy/edit:  http://www.dric.com/misc/workshop.cfm

     • http://psycheval.com/issues_in_law_enforcement.shtml#PG5

     • training/FFD Report - no name.pdf

   • Coaching is therapy. Some kinds of therapy and coaching that your client needs, must be referred to those more expert than you (or served in a multidisciplinary team).

5. (minimum 45 minutes) Real World Application:  questions, examples of success and challenge, case studies

6. Good cookbook: PDI's Successful Managers Handbook: http://www.amazon.com/Successful-Managers-Handbook-Susan-Gebelein/dp/093852920X

Contact

Need information or have questions?  Contact meganbrogger@dric.com