Final entry....or maybe not

10th December 2013 


Well, this is the final entry prior to submitting this blog as part of assessment for my diploma. I have enjoyed this program so much. I am extremely grateful and now guilty (as I'm leaving the organisation) for being given this opportunity. 

I have so much more learning to do but the seeds have been sown and I am interested in management, coaching and furthering my skills in clinical supervision. I reviewed my earliest blog entries and although the first session feels like it was yesterday in some ways I have developed so much. I often think about work that matters, my time management improved and my drive and recognition of the importance of reflection in my work has allowed me to take time to do this. Although I don't know if I am going to be working again soon, and what sort of work, I know I want to keep learning and keep reflecting on my self, my work and my relationships with others. 

Coaching is a really exciting thing for me and I will try to do some coaching to learn more and practice some of the skills. 2 more sleeps to get everything completed and be ready for the presentation. Ok on to it! 

So long and thanks for all the fish! 


I wonder if I will really get an A? 

Assessment

9th December 2013

Well, 3 sleeps til the final presentation of our project and submission of all the assessment tasks. I'm not nervous, yet - a little anxious about the amount of work that I still need to finish and desperate to please the rest of the team. It has been frustrating not having the whole team for the final session as we haven't all been able to get together as a group for 2 months now, so i feel like we're all a bit disjointed. 

Life is fast paced and I have had little time to reflect on anything. I'm finishing up with Scope on 23rd Dec and moving to NSW, so my head has been full of tasks that need doing. I am surviving one day to the next at the moment and trying to focus on the next most important thing. So my daughter's party is over, so is her birthday, now on to accepting application for house and organising removalists. I know some things won't get completed or handed over properly. I am trying to let that go and focus on the essential tasks.

However I only have to blink and my focus has shifted to wondering if I should be looking for jobs, or packing up the house, or completing the project or finishing off essential work tasks or getting the tax return done... 

I am avoiding talking to anyone who might give me work to do or talk to me about what I should be doing, I am grumpy. Watch out cranky pants is here!

This made me smile:

http://jamesaowen.com/wp-content/uploads/2013/01/DOTDmeditation_fewPages.jpg

Making Great Presentations - reflection on November workshop

28th November 2013


Last weeks workshop was great we learnt about making presentations and then got to work on developing our presentation ready for the next workshop. 

These are the steps for making a great presentation, whether it is a 2 hour or full day workshop this will put you in good stead. If only I knew this in October when I presented at uni! 

1. Braindump of content - write down everything you think you might want to share
2. Write down the outcome - What do I want them to do with this info? What si the next step for my  audience? What do you want them to do at the end of the presentation? Is it to support and idea; adopt a recommendation; or think differntly? 
3. Filter your content based on what is the outcome for the audience. Dos it relate to our goal? Remove unnecessary ideas / add better ideas. 
4. Structure the presentation to create a powerful message. 


We were presented with a variation on the 4Mat system - which is a model for delivering training. 
 

http://www.4mat4learning.com.au/what-is-4mat/what-is-the-4mat

This was very powerful and allowed us to structure our presentation in a way that makes sense and focuses on the outcome we want. 

It was amazing to see how long it took to do the introduction (WHY?) - nearly 2 hours putting 7 sentences together! But boy it really introduced the presentation well.

I am really excited by this model and have shared it with some colleagues already and its made me think about getting into a developing training and finding a job where I can do this - may just be a dream!



 

Coaching in practice - GROW model

14/11/13


It was great to get the opportunity to practice coaching models with a colleague and use some of the principles of the GROW model in how I direct conversations. I have a colleague who has been working at gaining a coachong qualification this year and I have seen her communication skills develop over the year. She is now at the poitn where she is often able to ask questions to assist a persoon to reflect on their work without it being such a cognitive process. Earlier in the year I observed her conversations changing as she put her coaching hat on now she seems to do this more automatically. (I must give her this feebdack) So coaching takes pratice, like everything else in life.

The GROW model of coaching provided a really clear model for coaching and it ensured that the conversation led to outcomes and strategies to try.

http://www.blueiceconsulting.co.uk/images/GENERIC-GROWCoachingModel.png

Here is some more great info about the GROW model - also it was interesting to think about the GROW model not needing to be followed in sequence "GROW need not be linear. Whilst I have described the GROW coaching model as a linear process you can revisit any of the stages during the process depending on the needs of the client. For example after exploration of Reality you may find your coachee wants to readjust their Goal or having checked their commitment to an action may find that more Options need to be explored first. The thing to remember is that GROW provides a useful framework however, to be effective you need to understand what your coachee’s needs are at any particular point in the coaching conversation. So be flexible enough to take them to the stage that most needs their needs, and there may be times using just part of the model is appropriate."

I found it really easy to have conversation and pretend to 'coach' although I need to allow pauses and wait my turn to speak. I also found that I was busy clarifying what was said and summarising what the coachee said rather than just going ahead and asking another question. It is fun practicing on someone who is also trying to learn to coach.

I am looking forward to reflecting more and practicing more with my coach and coachee.

Its done...isn't it? And now I'm off - well almost.

31st October 2013


Yay! It's done I have finally finished the literature review paper that I was working on with the team. Oh the joys of referencing I had forgotten. 

I know its not a perfect paper but I am so glad that it is done and I am happy with the standard. I just hope the other team members are too. :)

The conclusion of review actually substantiate the comments that people working in the sector were telling us about the needs of training for DSWs. All that work and we could have just asked a couple of people in the industry!

I have also made the decision to leave my position at the end of the year and move interstate with my family. It is interesting how this decision and knowing I am leaving has impacted on what work I am prioritising and being asked to complete. I have prioritised completing client work and reduced the amount of work I am doing meeting and discussing things with my manager. I realise this time talking with my manager was such ineffective use of time and did not help me to do my job better or even understand what my job was supposed to be. Its been great getting back on top of the client work and letting someone else manage my manager! 

But now the to do list is so much bigger.  

October workshop: The Manager as coach

7th November 2013


We had an interesting session about managing performance through coaching methods. Unfortunately sick children at home meant I missed the last half of the day. However I did take away some things. 
1. There is a difference in being personable and personal.
2. Be curious - help people identify their own goals / their own performance.
3. Coaching is an effective tool in many situations.
4. Being a coach doesn't mean that you lose your manager hat. 

http://sabinetobback.be/wordpress/?page_id=419

The GROW model of coaching is simple and effective and I look forward to giving it a try when doing some coaching sessions next week. I think coaching would be helpful in situations where people need to start taking on more challenges, rather than letting them be the new person 3 years later it is important that the expectations remain high and there are enough challenges to push people forward.  

I have found it really difficult going from colleague to team leader, with clashes over my role, am I a friend? a coaching team leader? a peer? 
I realise now I have allowed colleagues to become friends, stepping over the barrier into personal rather than just being personable as a team leader and peer. I've done this to ensure the relationship is established however it does make it difficult to help people who are not performing gain insight and know what to do. 

It is

Project getting it back on track.

Friday 4th October 2013

I presented a 2 hour seminar yesterday. It went really really well. I'm not sure I really covered the brief that the lecturer wanted but the feedback I received from students was that it was interesting and informative. I am so relived.

This is what I feel like.

However I think the reason that it went well is because I prepared and I prepared and I prepared. It took me about 18 hours of preparation. (A little more than the 3 hours that my boss told me he would give me for it!). I am actually really cross about having to take time away from the "work that matters" to have to do this. Now I feel behind in my day to day work and behind in my project. I know it is going to be difficult to find the time to catch up. So back to the drawing board with scheduling in tasks and preparing to do the urgent work that is needed.

I have reviewed where I am up to in the literature review and I know it is going to take me a full day or 2 days to complete it. It is enjoyable work but it does need a serious chunk of time devoted to it.

I am finding myself reviewing the team roles we learnt about in September and thinking about my team and how we all play a part to get jobs done. My manager is such a strong Coordinator that I am getting to the stage that every time I go near him I have more work to do! Delegation is definitely his strong point and I often feel manipulated in my dealings with him. I am looking forward to managing people seminar in October to explore this a bit more.