1 / 10

Intervention Design

Intervention Design. Latrice Riley EDD8104: Leadership Through Personal and Professional Development. Introduction. According to Leonard, Graham & Bonacum (2004) effective communication and teamwork is crucial for the conveyance of superior law enforcement weapons training.

akiko
Download Presentation

Intervention Design

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Intervention Design Latrice Riley EDD8104: Leadership Through Personal and Professional Development

  2. Introduction • According to Leonard, Graham & Bonacum (2004) effective communication and teamwork is crucial for the conveyance of superior law enforcement weapons training. • Concerns: defensive routines, status quo, and single-loop learning. • The researcher anticipates introducing one component of the communicative competence model to the Weapons Training Bureau (WTB) staff via the pragmatic competency. Through transactional and interactional schematics, the staff will be engaged and responsible for planning, achieving and correcting training protocol and testing procedures as a unit.

  3. Problem Statement • The problem to be resolved is effective communication between the three units that encompasses the Weapons Training Bureau (WTB). • In effort to enhance student training success and formulate a plan for effective bureau communication there needs to be a consistent presence of leadership, unified vision and conception of central process for protocol and testing.

  4. Action Plan • Provide an action plan the where implementation of effective communication will occur • Provide a brief literature review for the proposed concept, Communicative Competence. • To show the logistics of the intervention plan and discuss potential problems • Discuss the forms of data to be gathered during and after the intervention.

  5. Key Questions • How will the data be documented if staff refuses to participate? • Will the researchers presence bias the results? • What are the most effective strategies to initiate change and cooperation? • Who will be involved in creating the effective communication plan? • What training or professional development will be necessary to ensure each unit’s personnel are knowledgeable and able to carry out the effective communication plan? • Should all levels of bureau’s rank and file be involved with the creation and approval of the vision/core values?

  6. The Action Plan Process Serving as the participant-observer in a professional development activity

  7. The Logistics of the Action Plan • Who- Weapons Training Bureau Staff • What –Effective communication • Why-to promote unit solidarity, uniform training and testing protocol • Where- The Los Angeles County Sheriff’s Department • How- through active group participation, and development of collective bureau decision making standards. Forms of Data to be gathered • Morale assessment before and after intervention. • Student surveys before and after intervention. Discourse analysis samples • Supporting research data from journal readings • Acceptance communicative competence model. • Mixed-method

  8. Potential Problems Status Quo Defensive routines There is a potential for diminished significance of the theory staff members Espoused theory versus the theory in use (Actions do not reflect the words expressed) Argyris & Schon (1996) Doom-loop- will try to halt progress (the meetings) which will slow down the flywheel . Refuses to confront the essential elements (Collins, 2001) Not fulfilling the student/bureau’s need, because of ego (Charan, 2010) Singular Loop Behaviors

  9. Conclusion The data will be amassed, documented, and evaluated. The researcher will examine the data for similarities or consistencies with in the research, and disparities or consistencies found within surveys. The results and supporting research will be presented in written form for examination by the course instructor and intervention participants. Recommendations will also be provided to each unit’s line supervisor as a follow-up to the intervention.

  10. References • Argyris, C. & Schon, D. A. (1996). Organizational learning II: Theory, learning, and practice. Reading, MA: Addison-Wesley • Baker, D.P., Day, R. & Salas, E. (2006). Teamwork as an essential component of high –reliability organizations. Health Services Research, 41(4), 1576-1598 • Collins, J. (2001). Good to great: Why some companies make the leap…and others don't. New York, NY: Collins Business. • Kirkpatrick, S.A., Wofford, J.C. & Baum, J.R. (2002). Measuring motive imagery contained in the vision statement. The Leadership Quarterly, 13(2), 139-150 • Lafley, A.G. & Charan, R. (2010). The game-changer: How you can drive revenue and profit growth with innovation. New York, NY: Crown Publishing • Leonard, M., Graham, S. & Bonacum, D. (2004). The human factor: The critical importance of effective teamwork and communication in providing safe care. Quality and Safety in Health Care, 13(1), 85-90 • Willis, D. (2011). Principles of effective law enforcement leadership. FBI Law Enforcement Bulletin, 80(3), 16-18

More Related