Albert Einstein once said:

While this approach might seem a bit extreme, we agree with the point he’s making: the key to solving a problem is to really understand it.

When you’re thinking about learning opportunities for your support staff, it’s very tempting to jump to a training solution as soon as you’ve identified performance issues. But many factors contribute to staff performance and if you’re only considering the actions you’re seeing, you may end up responding to the symptoms instead of addressing the underlying root cause. Without getting to the primary source of an issue or behaviour, it’s likely you’ll find it cropping up again and again.

So, how do you uncover root cause?  By asking questions! Here are a few questions that start to dig below the surface:

• What’s the scope of the problem?  Does it relate to just a few workers or many?  If it relates to a group of workers, are there factors they all have in common?
• Are workers unwilling, or unable, to perform a task in a certain way?
• Are there organizational barriers that need to be addressed before workers can apply their learning?

When you think you’re onto the root cause of an issue, try talking to your support workers about it. Coming to a shared perspective and understanding of the root cause of an issue is the common ground that can impact performance. 

If you’re seeking a training solution to a tricky problem, call us and we’ll work with you to tease out what’s really at the heart of an issue and address it head on. 

Summer has finally arrived, and even though support worker training may not be top of mind right now, this is the best time to start assessing staff needs and planning for the fall and winter.  Here are a few reflective questions to help you start thinking about your potential training needs:

• What do you, and other supervisors/team leaders, spend the greatest amount of time coaching support workers to do?
  
  
• What do your support workers tell you are their greatest challenges?
  
  
• What feedback are you getting from clients related to performance?
  
  
• What are the three most challenging characteristics of your client base?
  
  
• What areas make you worry about risk?

 

• What are the things you spend a lot of time training one-on-one that might better be covered in a group session?

If you can, it’s a good idea to consult with other supervisors or managers in your organization to get a few different perspectives. You might also consider starting a training needs log so you can jot down notes on the questions above throughout the year. That way, you’ll be on top of potential training needs and be able to quickly identify trends – which is key to developing a training plan that is relevant and impactful!

Capacity Builders will work with you to design training that meets the unique needs of your support staff and supervisors.  Just drop us a line at info@capacitybuilders.ca.

Next Month: The Reality Check – Finding Common Ground Between Your Needs and Your PSWs’ Needs For Training