5 ways to support staff to develop their one-page profiles
13 March 2015
We have a new challenge.
It used to be to help people see that you need to know what matters to someone and how they want to be supported to deliver personalised services. It used to be how to help people understand that you could not deliver personalised support without paying attention to being person-centred with staff. One-page profiles can contribute to both – making a difference to people, patients and to colleagues, as these animates show.
Now the challenge is, how can you enable all staff (and volunteers) to have a one-page profile when it is unaffordable to put everyone on a one-day training course? The answer is NOT simply to give it to them to fill in. This reduces one-page profiles to the new paperwork. A one-page profile is a record of learning about each other differently, through conversation.
We are working with home care organisations, care homes, advocacy and volunteering services and hospitals to learn how to answer this, for 30, 50 and hundreds of staff.
Here is our thinking so far, and what we now using in services in Scotland and England. We need to pay attention to what is possible within existing processes first. Staff supervision and team meetings are a requirement within services, so how can we use these opportunities to enable staff to develop their one-page profiles.? That is a place to start, but this may not be enough.
What else can we do to give colleagues support to develop their one-page profiles, with the minimum amount of time away from their work? The three other opportunities are to use web-based learning, to enable people to work side-by-side to do this, and in small groups. This is not a new one-size fits all approach, if you have a 40 colleagues, for example, in a home care organization, you would be using all of these 5 approaches and getting the best fit with each person, the approach, and what is practical and possible.
Here are our 5 ways to support staff to develop their one-page profile
1) Individually, using the SCIE resource ‘Getting to Know you’.
This shows video of the questions and conversations that lead to one-page profiles, and supports you to go through them. Sometimes getting people together to develop their one-page profile is impossible, and this is the next best thing. We used this in recruiting our book-keeper, as we wanted candidates to bring their one-page profile with them to interview.
If it is possible to get two people off the rota together for an hour, then this is a good option. We have developed a workbook for two people to go through together to have conversations that lead to a one-page profile.
3) In supervision
We have developed a simple 30-minute process that managers can use within supervision to work with their colleague on their one-page profile
4) In team meetings
We use the FINK cards for one-page profiles as part of an hour-long session to support team members to develop their own one-page profiles. This has the additional benefit of being a team building exercise and it takes an hour.
5) In a two hour group session
If a manager can get colleagues together for a two-hour session, then we have developed a straightforward process and exercises to build one-page profiles.
We used to do training for staff to develop their one-page profiles, and we can still do this, but supporting managers to build their capacity and enable them to be competence and confident is using these five approaches looks like a better way forward, to enable one-page profiles to be used at scale in organisations.
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