Teaming and Collaboration throughout the EI Process
Teaming and Collaboration in Early Intervention Marla Nef Janel Preston Up to 3 Early Intervention Center for Persons with Disabilities Utah State University
Learning Outcomes • Identify the stages of teaming • Interdisciplinary training helps team/family guide assessment and guide family to navigate their new path • Identify three strategies to promote interdisciplinary collaboration in their own program’s/state’s team • Identify two teaming and collaboration resources to share with their colleagues
Rate your Fears
Team work is like whitewater rafting! • Have a clear sense of where you are headed • Plot your course together • Check for rapids or rough spots before entering the water when possible • Good communication strategies and clear methods to communicate before you start • Define the roles • Use individual strengths
Pacific TA Meeting: Quality Practices in Early Intervention and Preschool Programs
4
WHY? No one person, no matter how talented and experienced, can provide all the supports and services that a child and family may need.
Key Principles for Part C • Infants, toddlers and children learn best through everyday experiences and interactions with familiar people in familiar contexts. • All families, with the necessary supports and resources, can enhance their children’s learning and development. • The primary role of the service provider in early intervention is to work with and support family members and caregivers in children’s lives.
6
More Key Principles • The early intervention process, from initial contacts through transition, must be dynamic and individualized to reflect the child’s and family members’ preferences, learning styles and cultural beliefs. • IFSP outcomes must be functional and based on needs and identified priorities.
• Interventions must be based on explicit principles, validated practices, best available research, and relevant laws and regulations.
7
General Role of All Early Childhood Service Providers • Consulting with parents, other service providers and representatives of community agencies • Training parents and others regarding the provision of early childhood special education services
• Participating in the multidisciplinary team assessment of the child (and family in Part C) and in the development of integrated goals and outcomes 8
Source: http://www.piworldwide.com/5-key-characteristics-of-effective-teams/
Source: http://www.piworldwide.com/5-key-characteristics-of-effective-teams/
Meaningful Common Purpose • Articulate and agree on common purpose • Prioritize all team actions around the common purpose • Engage all team members
Source: http://www.piworldwide.com/5-key-characteristics-of-effective-teams/
Clear Performance Goals • Work together to develop and prioritize goals • Define WHO will do WHAT by WHEN • Keep the number of goals to a minimum
Source: http://www.piworldwide.com/5-key-characteristics-of-effective-teams/
Diversity of Skill & Personality • Share your knowledge and expertise to build teammates’ capacity • Value the diversity and skill of all members • Learn the talents and skills of each member
Source: http://www.piworldwide.com/5-key-characteristics-of-effective-teams/
Strong Communication and Collaboration • Use active reflective listening • Strive for transparency using respectful open discussions and conversations • Establish a climate that focuses on constructive interactions and creative problem-solving
Source: http://www.piworldwide.com/5-key-characteristics-of-effective-teams/
Trust and Commitment • Lead by example – be trustworthy and do what you say you will do • Spend time getting to know your team members on a personal level • Clearly define expectations to avoid doubt and make committing easier
Stages of Team Development Forming
MMM MMM MMM Leader
Explain
Storming Norming
M
M
M M M Leader M M M M
M
M M Leader M M M
Demonstrate
Guide
Performing
Leader M M M M M M M M
Enable 20
What is the process of Team Development? Tuckman, Bruce W (1965) Forming: At meetings team identifies tasks--methods to accomplish tasks are defined. – – – –
Conflicts are not always voiced. Some members are reserved and cautious in how they express their opinions. Leaders usually emerge. Some members will defer to the leader’s directions, rather than problem solve. – Team members do not always listen well to each other. – Initially little may be accomplished.
Administration: Cautious to intervene
What is the process of Team Development? Storming: Frustration over what expectations actually are. – Fighting, bickering, lack of compromise, defensive behavior and competition are the norm. – Complaints over amount of work and impatience are also commonplace. – The possibility of unrealistic goal setting is high. – Productivity drops.
Administration: Encourage each member to ride it out
What is the process of Team Development? Norming: Team members begin to listen to each other! – Systematic problem solving approaches are developed. – Decision-making is easier for the group as is negotiation of disagreements. – Members feel secure about sharing their own perspective and accept each other’s Strengths and weaknesses. – A time of bonding.
Administration: Needs to support decisions, resolve fiscal and logistical barriers.
What is the process of Team Development? Performing: Team members are now product- and result-oriented. – Effective interaction towards common goals occurs. – Overall team morale is good, and members have grown to trust and protect each other. – Conflict resolution is handled by accepted team approaches.
Administration: Needs to support decisions &/or provide constructive feedback
Rate your Fears as a group
What are you going to do?
Learning Outcomes • Identify the stages of teaming • Interdisciplinary training helps team/family guide assessment and guide family to navigate their new path • Identify three strategies to promote interdisciplinary collaboration in their own program’s/state’s team • Identify two teaming and collaboration resources to share with their colleagues
Rate your Fears
Team work is like whitewater rafting! • Have a clear sense of where you are headed • Plot your course together • Check for rapids or rough spots before entering the water when possible • Good communication strategies and clear methods to communicate before you start • Define the roles • Use individual strengths
Pacific TA Meeting: Quality Practices in Early Intervention and Preschool Programs
4
WHY? No one person, no matter how talented and experienced, can provide all the supports and services that a child and family may need.
Key Principles for Part C • Infants, toddlers and children learn best through everyday experiences and interactions with familiar people in familiar contexts. • All families, with the necessary supports and resources, can enhance their children’s learning and development. • The primary role of the service provider in early intervention is to work with and support family members and caregivers in children’s lives.
6
More Key Principles • The early intervention process, from initial contacts through transition, must be dynamic and individualized to reflect the child’s and family members’ preferences, learning styles and cultural beliefs. • IFSP outcomes must be functional and based on needs and identified priorities.
• Interventions must be based on explicit principles, validated practices, best available research, and relevant laws and regulations.
7
General Role of All Early Childhood Service Providers • Consulting with parents, other service providers and representatives of community agencies • Training parents and others regarding the provision of early childhood special education services
• Participating in the multidisciplinary team assessment of the child (and family in Part C) and in the development of integrated goals and outcomes 8
Source: http://www.piworldwide.com/5-key-characteristics-of-effective-teams/
Source: http://www.piworldwide.com/5-key-characteristics-of-effective-teams/
Meaningful Common Purpose • Articulate and agree on common purpose • Prioritize all team actions around the common purpose • Engage all team members
Source: http://www.piworldwide.com/5-key-characteristics-of-effective-teams/
Clear Performance Goals • Work together to develop and prioritize goals • Define WHO will do WHAT by WHEN • Keep the number of goals to a minimum
Source: http://www.piworldwide.com/5-key-characteristics-of-effective-teams/
Diversity of Skill & Personality • Share your knowledge and expertise to build teammates’ capacity • Value the diversity and skill of all members • Learn the talents and skills of each member
Source: http://www.piworldwide.com/5-key-characteristics-of-effective-teams/
Strong Communication and Collaboration • Use active reflective listening • Strive for transparency using respectful open discussions and conversations • Establish a climate that focuses on constructive interactions and creative problem-solving
Source: http://www.piworldwide.com/5-key-characteristics-of-effective-teams/
Trust and Commitment • Lead by example – be trustworthy and do what you say you will do • Spend time getting to know your team members on a personal level • Clearly define expectations to avoid doubt and make committing easier
Stages of Team Development Forming
MMM MMM MMM Leader
Explain
Storming Norming
M
M
M M M Leader M M M M
M
M M Leader M M M
Demonstrate
Guide
Performing
Leader M M M M M M M M
Enable 20
What is the process of Team Development? Tuckman, Bruce W (1965) Forming: At meetings team identifies tasks--methods to accomplish tasks are defined. – – – –
Conflicts are not always voiced. Some members are reserved and cautious in how they express their opinions. Leaders usually emerge. Some members will defer to the leader’s directions, rather than problem solve. – Team members do not always listen well to each other. – Initially little may be accomplished.
Administration: Cautious to intervene
What is the process of Team Development? Storming: Frustration over what expectations actually are. – Fighting, bickering, lack of compromise, defensive behavior and competition are the norm. – Complaints over amount of work and impatience are also commonplace. – The possibility of unrealistic goal setting is high. – Productivity drops.
Administration: Encourage each member to ride it out
What is the process of Team Development? Norming: Team members begin to listen to each other! – Systematic problem solving approaches are developed. – Decision-making is easier for the group as is negotiation of disagreements. – Members feel secure about sharing their own perspective and accept each other’s Strengths and weaknesses. – A time of bonding.
Administration: Needs to support decisions, resolve fiscal and logistical barriers.
What is the process of Team Development? Performing: Team members are now product- and result-oriented. – Effective interaction towards common goals occurs. – Overall team morale is good, and members have grown to trust and protect each other. – Conflict resolution is handled by accepted team approaches.
Administration: Needs to support decisions &/or provide constructive feedback
Rate your Fears as a group
What are you going to do?
