APPL7CooperL PowerPoint Presentation - final draft - due 04-17-11

TOWNSEND LEARNING CENTER CLEVELAND, OHIO :

TOWNSEND LEARNING CENTER CLEVELAND, OHIO Townsend Staff

The History and Structure of Townsend :

The History and Structure of Townsend Townsend’s mission is to provide students with the knowledge, training and skills needed for a business environment. Townsend offers a 12-week program designed to help injured workers of the Bureau of Vocational Rehabilitation and Worker’s Compensation return to the workforce. Offer customized learning and training based on the needs of the injured worker to upgrade their employability skills. Offer computer skills training in Microsoft Word, Outlook, Excel, Tech Clips, PowerPoint and Access. Provide GED training, resume writing and job search skills.

The Culture of Townsend:

The Culture of Townsend Townsend is influenced by a strong unique positive culture which includes high performance and great team spirit. Leaders and staff are equally enthusiastic and motivational to students. Work assignments are returned with such encouraging remarks as “great job”, “awesome work”, “excellent”, “wonderful”, “perfect”. Beautiful colorful awards are given every Friday to students with perfect attendance, outstanding speed and accuracy. Even if a student increased typing speed from 5wpm to 10wpm, he or she will still receive an award. Certificates are given out for completing the program and names are placed in a raffle to win a food or gas card.

Townsend’s Curriculum:

Townsend’s Curriculum How to plan daily tasks. Provide on line computer training. Students practice typing 90 minutes per day. Weekly accuracy and speed test given for alpha and 10 key typing. Students practice using auto tech clips. Attend Computer seminars. Students prepare weekly evaluations describing physical and emotional behaviors.

Shannon Hunt Professional Developer :

Shannon Hunt Professional Developer Hunt recommended to Townsend that to consider changing their curriculum to include soft skills training involving weekly professional seminars INTERVIEW Question: Hunt, “What is the reason for the change?” Answer: The reason for the change is because Townsend’s curriculum has historically been focused on technical training, specifically computer and keyboarding skills . In addition, I recognized a need to placed an equal emphasis on the soft skills, thereby preparing the students as professionals. Moreover, the change was extremely essential because many students’ background was in many non-professional industries. Question: Hunt, “How do you recommend Townsend to implement these changes?” Answer: I proposed a pilot program introducing weekly professional seminars to include topics of professional attire, time management, stress management, and conflict management.

Linda Cooper Grief Recovery Specialist :

Linda Cooper Grief Recovery Specialist Cooper recommended to Townsend that they should consider including in their curriculum a grief recovery seminar along with a follow-up group. INTERVIEW Question: Cooper, “What is the reason for the change?” Answer: The reason for the change is because I noticed the students were struggling with mixed emotions such as anger and frustrated related to their work injury. For that reason, I believed if student’s had an opportunity to express their emotions prior to returning to the workforce, they would have a better chance at successful employment. With the grief recovery seminar and group sessions, Townsend would equipped the students with the tools needed to identify the emotions associated with their unresolved grief issues directly related to their loss of their health, employment, career and finances. Question: Cooper, “How do you recommend Townsend to implement these changes?” Answer: I proposed a pilot program by introducing a monthly grief recovery seminar. Thereafter, a followed up grief group session allowing the students to put a voice to their unresolved grief issues.

Planning the Change:

Planning the Change The change process was planned through formal and informal meetings along with email conversations. The change effort was very collaborative involving discussions with leaders and staff as to how to change the curriculum. The staff begin to be more observant of the students confirming that there was a lack of professionalism and negative emotional behavior which pointed to the gaps in the areas of the curriculum. Townsend scheduled pilot programs.

Pilot Programs:

Pilot Programs Included in monthly schedule each Wednesday 9:00 – 10:00 a.m. Introducing professionalism in a business environment : Professional Dress Code Time Management Stress Management Conflict Management Scheduled a grief recovery seminar once a month along with a follow up group session. Identifying negative emotions related to grief issues of the injured worker. Losses associated with a work injury including loss of health, employment, career and finances. Acknowledging anger, sadness, frustration and fear as unresolved grief issues. Professional Development Seminar Grief Recovery Seminar

Resistance to Professional Development Program:

Resistance to Professional Development Program Numerous students claimed they only came to Townsend as a mandate from their case manager. Most resisted the change because their former employment was in labor, health, safety and other industries.

Evaluation of New Programs:

Evaluation of New Programs Staff accepted new programs, however, obvious opposition from the students was observed. Reasons: Lack of understanding as to why the innovation was needed, loss of trust, fear due to uncertainty of the future. Student’s feared if they accepted the professional seminars they would be forced to pursue a career in a professional field. Opposition to Professional Development Seminars Acceptance of Grief Recovery Seminar Grief recovery seminar was accepted as students were enlighten to their emotions associated with unresolved grief issues. Good feedback given to the relief of mix emotions. Students appreciated the emotional support received from Townsend staff.

Evaluation of the Overall Effectiveness of the New Programs:

Evaluation of the Overall Effectiveness of the New Programs Notified students of proposed changes. Allowed Students to participate in the planning process. Used such strategies to overcome resistance as: Increased the student’s knowledge through the use of key principles of adult learning, training and development. Students were encouraged to take advantage of Townsend’s technical and professional training. Included the professional development seminars in the student’s resume. Empowered students to share their concerns in grief group sessions. Successfully incorporated the new programs in Townsend’s curriculum. What Townsend could have done differently What Townsend done well

Evaluation of the Overall Effectiveness of the New Programs Continued:

Evaluation of the Overall Effectiveness of the New Programs Continued Leaders and staff concurred that adding the changes definitely enhanced the scope of Townsend’s program of study. Most of the students eventually accepted the new programs. Townsend received positive feedback from the Bureau of Vocational Rehabilitation and Worker’s Compensation. Grief Recovery seminars increased from once a month to once a week. Therapeutic journaling was added to the grief group session which increased to bi-weekly.

Overall Effectiveness of Townsend’s New Programs:

Overall Effectiveness of Townsend’s New Programs Townsend sustained and institutionalized the new programs through four follow-up tasks: communication, document updating, aligning the reward structure, promoting lasting changes through culture. Leaders and staff were exceptional in overwhelmingly convincing students of the advantages of the new programs. New curriculum was updated and documented providing an official record of the new programs. Townsend realigned rewards by passing out certificates for attending the new programs. Promoted lasting changes through Townsend’s culture by adding questions to the weekly evaluations for students to describe the effects and value of the new programs. Received positive feedback from students and case managers of the Bureau of Vocational Rehabilitation and Worker’s Compensation. Rapidly growing to the extent of considering additional training facilities

Townsend’s New Program of Study Successful !!!:

Townsend’s New Program of Study Successful !!!