Tuesday, September 1st (Session C3) - Supporting Team Growth: Giving and Receiving Feedback

Session C3

PHI’s Coaching Supervision® lays out skills and values that foster team and individual staff members growth. This session will explore the key coaching skills of giving and receiving feedback. We are called on to be open to understanding the impact of our actions and to give supportive feedback to each other. Feedback can be used for performance improvement or to share the impact of someone’s behavior. When we experience a negative impact as the result of someone’s behavior, communication becomes challenged. Giving feedback and being open to receiving feedback creates pathways for healthy and reciprocal relationships.  Please note, the presenters will be using the handout, Giving and Receiving Feedback:  Building Person-Centered Relationships, during an exercise in the session/  Please print it out or download it so that you are able to participate.

1. Describe situations in which it might be helpful to give a teammate feedback.
2. Name some challenges in giving feedback, as well as ways that they can help themselves and each other to manage those challenges.
3. Identify how to best receive feedback for growth and self-awareness.

Emily Dieppa

Workforce Innovations Consultant, PHI

For the past nine years, Emily Dieppa has worked to empower the direct care workforce by creating pathways to economic sustainability and addressing the systemic challenges facing long-term care workers. By creating a home care training center in Detroit, Emily connected incumbent personal care aides to advanced training, higher wages, and an accessible career ladder. She did this work in partnership with diverse stakeholders, including home care agencies, nursing homes, city officials, and labor unions. Emily worked closely with PHI to develop the program’s curriculum and train a multi-disciplinary instructor team.  As Chief of Staff for a healthcare workforce organization, Emily has extensive experience leading organizational development and culture change during times of transition. Rooted in mission-driven design, she has created and facilitated internal staff development programs and leadership conferences for over 400 healthcare workers to foster both personal and professional growth. Emily has long been a vocal advocate for quality long-term care. Is an advisory board member for the IMPART Alliance with leaders across Michigan to address an ever-growing caregiver shortage and build the necessary infrastructure for a statewide personal care aide training program. She has also worked with Michigan’s Olmstead Coalition to draft policy recommendations for the state’s Medicaid-funded services.     

Cassandra Martin-Himmons

Workforce Development Specialist, PHI

As one of PHI’s Workforce Development Specialists and trainers, Cassandra Martin-Himmons’ role is to support the creation of workshops and other initiatives to enhance the professional development of direct care workers and their supervisors. As such, she facilitates and contributes to the design of skill building workshops in addition to facilitating train the trainer workshops to teach PHI signature curricula using adult learner centered teaching methods. She also designs and conducts focus groups with client organizations to inform training design and workforce development interventions. Prior to PHI, Cassandra worked within the fields of healthcare and workforce development. While at Madison Strategies Group, Cassandra was the co-developer of the CareerLift program which helped individuals with limited access to educational and work opportunities maintain employment and advance in their careers. Cassandra’s professional interests lie in workplace wellness and in assisting individuals with navigating their way through life’s challenges that impact their ability to work. Cassandra, a licensed social worker, earned her MSW degree from Columbia University and has 15 years of experience within the field of social services. She is the former Vice President of Education for the Harlem branch of Toastmasters International and enjoys scrapbooking and traveling in her spare time.

Anna Ortigara

Former Work Innovations Consultant, PHI

Anna Ortigara has co-created workforce models and person-directed living models over the course of her long-term care career.  She served as the VP of Cultural Transformation for Leading Age Illinois and Director of Program Development for THE GREEN HOUSE Project® - National Team.  Programs developed include LEAP for the 21st Century long term care workforce (MatherLifeways Center on Aging, Evanston, IL), Person-centered dementia care education and leadership programs (Rush Alzheimer's Disease Center, Chicago), THE GREEN HOUSE® Project Core Team Education (THE GREEN HOUSE® Project- National Team), Coaching Approach to Supervision and workforce recruitment and retention projects (PHI, Bronx, NY).  Anna is a gerontological nurse and a Fellow in the Academy of Nursing and served on the Pioneer Network Board for 6 years and as President for 2 years.

Jill Vitale-Aussem

President & CEO, The Eden Alternative

For over two decades, Jill Vitale-Aussem has made changing the culture of nursing homes, assisted living communities and retirement communities her life’s work as a nursing home administrator, CCRC executive director and vice president of operations.  In each role, Jill pushed back against the status quo and drove deep cultural transformation in both for-profit and non-profit organizations. These efforts not only improved the quality of life for the people who lived and worked in her communities but led to significant improvements in occupancy, financial and regulatory outcomes. Jill now serves as President & CEO of The Eden Alternative, an international non-profit dedicated to creating quality of life for elders and their care partners, no matter where they may live. The Eden Alternative has impacted the lives of people in sixteen countries around the world. Jill is the author of Disrupting the Status Quo of Senior Living: A Mindshift and speaks internationally on the topics of culture, leadership and ageism.  

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(C3) Supporting Team Growth: Giving and Receiving Feedback
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Quiz
10 Questions  |  Unlimited attempts  |  8/10 points to pass
10 Questions  |  Unlimited attempts  |  8/10 points to pass
(Survey) C3: Supporting Team Growth: Giving and Receiving Feedback
2 Questions
2 Questions Please give us your feedback. Objectives: Describe situations in which it might be helpful to give a teammate feedback. Name some challenges in giving feedback, as well as ways that they can help themselves and each other to manage those challenges. Identify how to best receive feedback for growth and self-awareness.
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