Traditionally we have approached the management of organizations from a transactional/referee model in which we write polices to get staff to do their work. Using a transformational lens, community supervision organizations are starting to recognize for staff to do great work, we must approach the supervision and coaching of staff differently. This presentation will introduce the core concepts of a transformational organization.

Our corrections model was built on a top down model in which the executive staff issue policies and supervisors and line staffs role was to implement those policies as written. Over the past 10 years we have begun to better understand the implications of the top/down model. Staff feel powerless to make decisions and administration feels resentful that all decisions have to be ran up the flag pole. Fortunately, we now have research that helps us better understand how to implement evidence-based practices more successfully–a center out approach. This presentation will help leaders develop a center out approach that will help elevate the voices of the staff while helping the leaders of the organization keep the mission present.

As we shift the role that staff play in helping people on supervision be successful, we have to revisit our policies and practices that affect the way staff work as well. Many of our policies and procedures were created to focus on compliance and refereeing staff. This presentation will help identify policies that are in place that make it difficult for staff to deliver evidence informed practices and provide a framework to reframe our policies to help implement evidence-informed practices successfully.

As we shift the role that staff play in helping people on supervision be successful, we have to revisit our policies and practices that affect the way staff work as well. Many of our policies and procedures were created to focus on compliance and refereeing staff. This presentation will help identify policies that are in place that make it difficult for staff to deliver evidence informed practices and provide a framework to reframe our policies to help implement evidence-informed practices successfully.

No matter what setting we work in, creating an environment that supports change is important. Corrections work is often measured in failure. We look to reduce recidivism instead of improving success. We need to change the metric to help our staff connect with the positive work they are doing and refocus their efforts to helping people win versus keeping them from losing. This shift in perspective can take many forms. This presentation will help leaders examine their data, develop strategies to share their results through metrics as well as positive stories, and help the staff  connect to a common purpose.

Our annual evaluation plans are often designed to measure staff competencies and compliance to policies and not quality of work. They are provided at the end of the year, reviewing work that had already been done. Staff investment plans change this practice to be a prospective process in which staff identify areas of growth, track progress, and become their best selves. This presentation will review the research around annual performance appraisals and provide a practical way to implement quality investment plans for staff.