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Training concept in Italy Compliment project ESF Article 6VS/2006/0341 Partners meeting in Milan 21st-23rd May 2008
Our pilot organization • FONDAZIONE CASTELLINI has been founded in 1894 as a Moral Organization. Starting from 2000 it is a non-profit organization whose main aim is to provide assistance, mainly to elder or dependent persons, which can assure high quality services and custom-made care activities. • Fondazione Castellini is certified UNI EN ISO 9001:2000 for continuous improvement. • It is a residential institution with the following structures: • 2 RSA (nursing homes) for 361 guests: 317 are for non- self sufficient patients, 6 for patients in coma condition, 38 places for patients suffering from Alzheimer’s disease/dementia. • 1 Hospice for 10 patients • 1 Day Care centre for 30 people.
Pilot organization: the staff • All care activities are run by a social-sanitary equipe consisting of a medical doctor, a ward coordinator, a rehabilitation therapist, professional nurses, social and sanitary assistants, educators and operators for free time activities. • Total Number of employees: 232. • Total number of care givers employees: 154 • Average age of care givers employees: 43,3 • Gender of care givers: 91,5% are female • Qualification of care givers: 79,8%are semi or unskilled emlpoyees
Training needs Training needs were investigated through focus group, individual interviews, analysis of the pilot organisation and competence check Two main areas of training were identified: • COMMUNICATION • EMPOWERMENT IN DAILY WORK AREA
Methodology adopted • Neuro Linguistic Planning (NLP) to allow a personal and easy approach to communication techniques • Coaching to motivate people and to support them reaching their goals. • Self Directed Learning • Holistic techniques to favor a new approach to personal well being and to cope with stress.
Training for trainers • 10 participants with different professions (care givers, physiotherapist, social assistant, nurse, ward coordinator) • 3 group meetings (16 hours) • Themes: effective communication, SDL, coaching, relationships management, motivation • Tools: games, brainstorming, cross interviews, videos, etc. • Aim: to train them to be able to support and motivate other colleagues’ self directed learning
Training for operators • 12 participants (all care givers) • 1 group meeting to identify each one training goal (to be achieved with SDL) • 4 individual coaching sessions to support and motivate each participant to set clearly a training goal, to make an action plan, to identify resources and strenghts, difficulties and weaknesses and to identify necessary steps • Tools: individual interviews, grids, games, readings, written exercises
Individual coaching/1 • 4 individual sessions where each operator was motivated and guided by an external coach to achieve his/her training goal, previously identified in group coaching • Every coaching module started with a contract, signed by the operator and the coach both, where training goal, resources, training contents, deadline for the training achievement were specified
Individual coaching/2Example of contract SDL Training Operator_______________ Facilitator/Coach______________________ Operator Signature__________Facilitator/Coach signature____________
Individual coaching/3 • Goals identified: effective communication, listening, self esteem improvement, stress management, relationships management • Individual sessions were every 7/15 days, during this period operators did exercises proposed by coaches, read articles, web pages, books, met with other operators to discuss similar themes, etc. Everything was discussed during following session • Operators had a diary to take notes regarding their process and experience • During last session coach gave each operator a document that gathered results obtained and results yet to be obtained
Individual coaching/4Strenghts • Individualization • Self evaluation • Self improvement • Flexibility • Learning capitalisation
Coaching and SDL Coaching fits well to SDL because it favors • Self development through self directed learning • Responsibility • Aknowledgement of one’s own talents • Capability to activate oneself to solve problems
Training for trainers and operators • 22 participants (10 trainers and 12 operators previously trained) divided into 2 groups • 1 group meeting for each group (2 hours) • During individual coaching, each operator was matched to a trainer that could support her/him afterwards. Aim of this meeting was to make them starting working together, so that each trainer can support each operator to achieve his/her training goal with SDL and involve them for the future development of concept.
Holistic Techniques • About 40 participants with different professions (medical doctors, HR responsible, administrative employees, ward coordinators, hair stylist, care givers, nurses, physiotherapists,) • 2 series (the module was repeated due to high number of participants) of 4 group meetings • Themes:how to find out or rediscover one’s own talents, motion techniques, self massage techniques, imagination techniques and body mediation • Aim: stress management and promotion of well being
First results/impressions Positive impact on trainers and operators both, some signals: • High participation to holistic techniques modules (participation was volunteer) • Spontaneous forming of small groups of operators meeting to discuss their training goals • Spontaneous adoption of strategies learned to support other colleagues (virtuous circle, very important for sustainability)
Evaluation resultsfor trainers and operators T0 • What is your reason for participating at this pilot-training? 75%for my own professional interests 12,5% my employer has asked me to participate 12,5% other
Evaluation resultsfor trainers and operators T1 • How would you assess and evaluate your knowledge on “self-directed learning”? • How would you assess this training approach: does it fit to your needs? • How would you assess this training approach: is it effective for you? The great majority of the answers are: MUCH and VERY MUCH