; 
; 04/26/18 2:34 PM
;
;;;;ECONSYS
;;;;4/26/2018


FOR EVERYONE WHO JUST JOINED.
WE JUST WANTED TO LET EVERYBODY
KNOW THAT IF YOU WANT TO
DOWNLOAD TODAY'S POWER POINT ON
THE POWER POINT HAS BEEN
UPLOADED IT'S IN THE MEETING
MATERIALS.
WHICH IS RIGHT ABOVE THE
QUESTION AND COMMENT BOX AND YOU
CAN JUST SELECT IT AND DOWNLOAD
IT.
 IN OUR
PROVIDER TRANSFORMATION SERIES.
I JUST HAVE A COUPLE OF QUICK
HOUSEKEEPING REMARKS.
ALL OF OUR WEBINARS ARE
RECORDED.
WILL BE SHARED TO ALL REGISTERED
ATTENDEES WITHIN 48 HOURS.
WE ALSO WANT TO REMIND EVERYONE
TO COMPLETE THE WEBINAR SURVEY,
IT'S VERY IMPORTANT THAT YOU
SUBMIT YOUR SURVEY RESPONSES
WITHIN SEVEN DAYS.
BECAUSE AFTER SEVEN DAYS THE
WEBINAR RECORDINGS ARE SHARED
WITH THE COMMUNITY OF PRACTICE
AND WE NORMALLY CLOSE THE
EVALUATION WINDOW.
WE ONLY WANT PARTICIPANTS THAT
ACTUALLY ATTENDED THE WEBINAR TO
RESPOND.
THE MATERIALS POD WHERE YOU
ENTER QUESTIONS OR COMMENTS.
IF YOU ARE -- IF YOU HAVE ANY
QUESTIONS OR COMMENTS REGARDING
TODAY'S WEBINAR IF YOU HAVE
COMMENTS FOR THE SPEAKER, PLEASE
DO NOT USE RAISE THE HAND ICON.
WE ARE ENCOURAGING EVERYONE JUST
TO ENTER YOUR QUESTIONS AND
COMMENTS IN THAT BOX AND THEN WE
WILL ADDRESS THEM DURING THE Q&A
PORTION OF TODAY'S WEBINAR.
AGAIN, ONCE THE WEBINAR STARTS
WE HAVE VERY LIMITED TIME AND WE
WANT TO HAVE THAT TIME ALLOCATED
FOR THE SPEAKERS.
SO THAT'S WHY WE'RE NOT USING
THAT FEATURE IN ADOBE CONNECT.
AS ANOTHER FRIENDLY REMINDER.
ORGANIZATIONS ARE RESPONSIBLE
FOR REGISTERING.
WE DID POST THE LINK FOR THE
NEXT ONE, WHAT IS IN THE MEETING
MATERIALS POD IS THE
REGISTRATION LINKS FOR ALL THE
WEBINARS WE KNOW FROM OUR PILOT
WEBINAR SERIES THAT WE HAD LAST
YEAR THAT DIFFERENT PEOPLE
NORMALLY ATTEND THE WEBINAR
SERIES SO IT'S IMPORTANT THAT
INTERNALLY YOU GUYS DECIDE WHO
IS GOING TO BE ATTENDING THEN
REGISTER THOSE INDIVIDUALS FOR
EACH WEBINAR.
AND THEN YOU'LL RECEIVE
REMINDERS AS WE GET CLOSER TO
THE WEBINAR EVENT.
THANK YOU I'M GOING TO PASS IT
OVER TO RICHARD DAVIS FROM ODEP.
>> THANKS, CHERYL.
I HAVE FEW ANNOUNCEMENTS,
WEBINARS ARE RECORDED SHARED TO
THE REGISTERED ATTENDEES IN THE
EMPLOYMENT COMMUNITY OF PRACTICE
THERE WILL TO BE BREAKS FOR
QUESTIONS AND ANSWERS SO IF YOU
HAVE QUESTIONS PLEASE FEEL FREE
TO USE THE Q&A CHAT BOX WHEN WE
TAKE THE BREAK I'LL FACILITATE
ASKING THOSE QUESTIONS TO OUR
PRESENTERS TODAY.
WE ASK THAT YOU PLEASE BE SURE
TO FILL OUT ALL EVALUATIONS,
THOSE RESPONSES ARE USED TO
IDENTIFY FUTURE TA NEEDS TO LET
US KNOW WHAT HAS BEEN HELPFUL
FROM THIS WEBINAR AND WHAT ARE
SOME AREAS THAT YOU WOULD LIKE
TO SEE US ADDRESS IN FUTURE
TOPICS.
ALSO PLEASE JUST REMINDER IF YOU
HAVEN'T CREATE A MEMBER PROFILE
SIGN UP FOR THE DISABILITY
EMPLOYMENT COMMUNITY ON THE
WORKFORCE GPS WEBSITE AT THE
LINK BELOW.
ALSO JUST ANOTHER REMINDER,
WEBINARS THREE, FOUR AND SIX,
WE'RE ON NUMBER FOUR TODAY HAVE
BEEN APPROVED FOR CESP
CONTINUING EDUCATION CREDIT
HOURS, I DO BELIEVE IVORY PONDED
TO MOST OF THE ONES, REQUESTS I
GOT FOR CERTIFICATES OF WEBINAR
THREE, IF YOU HAVEN'T YET I AM
STILL GOING THROUGH THOSE, I WAS
OUT OF THE OFFICE THIS PAST WEEK
FOR FEW PRESENTATIONS.
I'M STILL GETTING SOME OF THOSE
WEBINAR THREE.
AGAIN JUST SAME PROCESS FOR
WEBINAR NUMBER FOUR IF YOU WOULD
LIKE TO GET THE CREDIT FOR
ATTENDING TODAY'S WEBINAR THIS
IS ONLY FOR FOLKS THAT ARE
ATTENDED IN REALTIME.
THOSE ON RECORDING WOULD NOT BE
ELIGIBLE THOSE WHO ARE ATTENDING
TODAY, SEND E-MAIL TO ME THERE.
I WILL VERIFY YOUR ATTENDANCE
AGAINST OUR RECORDS THERE THEN
ONCE VERIFIED.
MYSELF, RACHEL AND DALE WHO ARE
SMES WHO ARE WORKING ON THIS
2.0 SERIES WITH US WILL BE THERE
AS PRESENTERS AND FACILITATORS
FOR THAT PRECONFERENCE SESSION
WE ENCOURAGE ANY PROVIDERS THAT
ARE CURRENTLY ENGAGED IN
PROVIDER TRANSFORMATION LOOKING
TO TAKE YOUR ORGANIZATION TO THE
NEXT LEVEL TO CONSIDER ATTENDING
IN METING UP WITH FOR IN-PERSON
OPPORTUNITY.
WITH THAT I'M GOING TO GO AHEAD
TURN IT OVER TO OUR PRESENTERS
TODAY WE'RE JOINED BY DR. PAT
ROGAN FROM INDIANA UNIVERSITY
AND SEAN ROY FROM TRANSCEN AS
OUR PRESENTERS, I'LL TURN IT
OVER TO THEM.
THANK YOU.
>> THANK YOU CHERYL AND RICHARD.
MY NAME IS PAT ROGAN, SEAN AND I
ARE PLEASED TO BE JOINING TODAY
FOR THIS WEBINAR TO SPEAK ABOUT
A TOPIC THAT IS NEAR AND DEAR TO
OUR HEARTS AND FOR WHICH WE HAVE
PASSION BECAUSE OF ITS
IMPORTANCE IN YOUR
ORGANIZATIONAL TRANSFORMATION
EFFORT.
I'M A PROFESSOR IN THE AREA OF
SPECIAL ED AND REHAB MY
BACKGROUND INCLUDES SERVING AS A
SPECIAL ED TEACHER, AS SCHOOL
DISTRICT TRANSITION COORDINATOR.
I'VE BEEN A NATIONAL AND
INTERNATIONAL CONSULTANT,
UNIVERSITY FACULTY MEMBER AND
ADMINISTRATOR FOR THE PAST 37
YEARS.
MY WORK FOCUSES ON INCLUSIVE ED,
TRANSITION AND ADULT SERVICES,
SUPPORTIVE AND CUSTOMIZED
EMPLOYMENT.
ORGANIZATIONAL AND SYSTEMS
CHANGE.
I'M WORKING WITH SCHOOLS AND
SELF ADVOCATES AND COMMUNITY
AGENCIES, WITH ADULT SERVICE
PROVIDERS AND STATE AND NATIONAL
LEADERS, PROMOTE INCLUSIVE
POLICIES AND PRACTICES.
YEARS AGO I LED A NATIONAL
ORGANIZATIONAL CHANGE NETWORK
AND WE HOSTED FORUMS AROUND THE
COUNTRY FOR YEARS TO PROMOTE
ORGANIZATIONAL TRANSFORMATION
AND PROVIDE TRAINING AND
TECHNICAL ASSISTANCE AROUND THE
COUNTRY SO WE'RE SO THRILLED
THAT OP HAS PICKED UP THAT --
ODEP HAS PICKED UP THAT A BATON
AND LEADING US FORWARD IN THIS
IMPORTANT, CRUCIAL, TIMELY
ENDEAVOR.
COUPLE OF THE PRODUCTS AND BOOKS
THAT I HAVE WRITTEN MIGHT BE
FAMILIAR WITH YOU.
ONE CALLED "CLOSING THE SHOP: 
CONVERSION FROM SHELTER TO
INTEGRATED WORK" ONE CALLED
"MAKE THE DAY MATTER:  PROMOTING
TYPICAL LIFESTYLES FOR ADULTS
WITH SIGNIFICANT DISABILITIES"
AND I KNOW THOSE HAVE BEEN USED
BY ORGANIZATIONS TO HELP THEM IN
THEIR CHANGEOVER EFFORTS.
WITH THAT I WANT TO ASK SEAN ROY
TO INTRODUCE HIMSELF.
>> THANK YOU, PAT.
THANK YOU RICHARD AND CHERYL
AGAIN AS PAT SAID, THIS IS
REALLY AN EXCELLENT AND EXCITING
OPPORTUNITY TO BE ABLE TO TALK
ABOUT STAKEHOLDER ENGAGEMENT,
SOMETHING THAT IS REALLY NEAR
AND DEAR TO MY HEART AND CLOSE
TO THE WORK THAT I'VE DONE IN
THE DISABILITY FIELD FOR ABOUT
17 YEARS NOW.
I AM WITH TR
TRANSCEN-INCORPORATING, RESEARCH
ORGANIZATION OUT OF ROCKVILLE,
MARYLAND.
WE FOCUS ON LOOKING AT IMPROVING
OPPORTUNITIES FOR PEOPLE WITH
DISABILITIES IN ACCESSING
EMPLOYMENT AND IMPROVING
TRANSITION FROM SCHOOL TO
COMMUNITY.
SO I'M A TA PROVIDER BY TRADE.
I'VE ONLY BEEN AT TRANSCEN FOR
ABOUT A YEAR AND A HALF.
BEFORE I WAS AT TRANSCEN I WAS
AT THE PACER CENTER IN
MINNEAPOLIS, WE WERE A NATIONAL
ADVOCACY ORGANIZATION THAT
FOCUSED ON DISABILITY THROUGH
THE LENS OF FAMILIES.
I WAS THERE FOR 15 YEARS,
WRITING MATERIALS FOR FAMILIES
AND DOING PARENT TRAININGS,
TAKING PHONE CALLS DIRECTLY FROM
FAMILIES IN AN ADVOCACY VEIN.
THIS WORK THROUGH LENS OF
TRAINER AND TECHNICAL ASSISTANCE
PROVIDER, AN ADVOCATE FOR MANY
YEARS SPEAKING WITH FAMILIES AND
WORKING WITH YOUNG PEOPLE, AS A
COLLABORATOR.
I'M A BELIEVER IN COLLABORATION
AND I THINK WHAT WE'RE GOING TO
TALK ABOUT TODAY REALLY LENDS
ITSELF TO A LOT OF ROBUST
COLLABORATIONS.
BUT ALSO AS A FAMILY MEMBER.
THAT I HAVE ONE BROTHER, HE'S
EIGHT YEARS MY JUNIOR AND HE IS
A YOUNG MAN WITH AN INTELLECTUAL
DISABILITY WHO HAS RECEIVED
SUPPORTIVE EMPLOYMENT,
CUSTOMIZED EMPLOYMENT TYPE
SERVICES FOR MANY YEARS.
SO I DRAW FROM MY EXPERIENCES
WITH HIM AND MY FAMILY'S
EXPERIENCES WITH HIM AS I TALK
ABOUT A LOT OF THESE ISSUES.
I'VE ALSO BEEN ON THE BOARD OF A
SMALL EMPLOYMENT PROVIDER, THE
CHAIR OF OUR STATE REHAB
COUNCIL, SAT ON OUR STATE'S
INDEPENDENT LIVING COUNCIL.
I AM CURRENTLY A NATIONAL
TRAINER FOR ACRE, SO FOR
TRANSCEN I DO ACRE TRAINING
WHICH I ALSO BELIEVE IS REALLY
STRONGLY TIED TO THE PROVIDER
TRANSFORMATION, STAKEHOLDER AND
NATIONAL SPEAKER FOCUSING A LOT
ON FAMILY ENGAGEMENT AND SYSTEMS
COLLABORATION.
I HOPE THAT MY -- I'VE NEVER
BEEN AN EMPLOYMENT PROVIDER,
I'VE NEVER HAD TO FIND ANYBODY A
JOB, BUT I CERTAINLY HOPE THAT
MY EXPERIENCES ON THE OTHER SIDE
OF THINGS ARE HELPFUL TO YOU
TODAY AS WE HAVE THIS
CONVERSATION.
TURN IT BACK OVER TO PAT.
>> THANKS SO MUCH, SEAN.
WE'VE ORGANIZE UNDERSTAND
WEBINAR AROUND FIVE FOCUS
QUESTIONS.
WHY ENGAGE STAKEHOLDERS, WHAT'S
THE RATIONAL, ENGAGE IN WHAT,
WHAT ARE WE TALKING ABOUT HERE.
WHO TO ENGAGE.
WE PRIORITIZE THE KEY
STAKEHOLDER GROUPS TO DISCUSS
TODAY.
AND THEN ENGAGE HOW.
WHAT ARE SOME OF THE STRATEGIES
FOR WORKING WITH EACH
STAKEHOLDER GROUP.
AND FINALLY, HOW WILL YOU ASSESS
STAKEHOLDER SATISFACTION.
AND WITH THAT LET'S GET
UNDERWAY.
WE'RE GOING TO START WITH A POLL
QUESTION.
THE QUESTION IS FOR YOU TO
RESPOND TO, WHICH STAKEHOLDER
CATEGORY BEST DESCRIBES YOU?
AND I HOPE THAT WE CAPTURED SOME
OF THE PRIMARY CATEGORIES OF OUR
PARTICIPANTS.
ARE YOU A DIRECT SUPPORT
PROFESSIONAL, ARE YOU MIDDLE
MANAGEMENT POSITION, ARE YOU A
SENIOR DIRECTOR OR CEO OF AN
ORGANIZATION.
ARE YOU SELF ADVOCATE OR DO YOU
IDENTIFY AS A FAMILY MEMBER,
EMPLOYER, A STATE AGENCY REP OR
OTHER.
FOR OTHER, PLEASE ENTER YOUR
RESPONSE IN THE QUESTION AND
COMMENT AREA.
OKAY.
IT LOOKS LIKE WE'VE GOT MAJORITY
IN OUR SENIOR MANAGEMENT,
DIRECTOR, CEO CATEGORY, THAT'S
PHENOMENAL.
STILL HAVE SOME RESPONSES COMING
IN.
>> PAT, JUST TO LET YOU KNOW
PEOPLE ENTERED THEIR "OTHER" IN
THE Q&A BOX.
ONE INDICATED EMPLOYMENT
SUPERVISOR.
A BOARD EMPLOYEE.
>> WONDERFUL.
>> AND --
>> ALL RIGHT.
THAT IS TERRIFIC.
IT LOOKS LIKE WE'VE SETTLED IN
TO OUR PERCENTAGES ABOUT THIRD
OF YOU ARE MIDDLE MANAGEMENT.
ABOUT FIVE AND A QUARTER ARE
DIRECT SUPPORT PROFESSIONALS AND
THANKS FOR THOSE ADDITIONAL
CATEGORIES OF PARTICIPANTS.
WOW, WE'VE GOT OVER 110
PARTICIPANTS TODAY.
PHENOMENAL.
BE SURE TO POSE ANY QUESTIONS
AND COMMENTS AS WE PROCEED.
THE WHY QUESTION.
LET'S BEGIN THERE.
YOU'RE WELL AWARE THAT
ORGANIZATIONAL TRANSFORMATION IS
A VERY COMPLEX PROCESS THAT
REQUIRES BUY IN FROM MULLET TIM
STAKEHOLDERS.
IT'S CLEAR THAT ORGANIZATION
CAN'T DO IT ALONE.
SO THE MORE BUY IN WE CAN
FACILITATE AND ENGENDER THEN
HOPEFULLY THE LESS RESISTANCE
WE'LL FACE AS WE UNDERTAKE
SIGNIFICANT CHANGES.
YOU MAY KNOW THAT WITH OUR
WORKFORCE INVESTMENT OPPORTUNITY
ACT, RIOA, THAT -- WIOA, THAT
RECOGNIZES THE VALUE OF
STAKEHOLDER ENGAGEMENT AND
SPECIFICALLY ADDRESSES IT.
THE RATIONAL FOR STAKEHOLDER
ENGAGEMENT IS OBVIOUS TO YOU
GIVEN THAT.
CERTAINLY BY THOUGHTFULLY AND
RESPECTFULLY ENGAGING
STAKEHOLDER GROUPS YOU VALUE
THEM AS PARTNERS.
THAT YOU RECOGNIZE THEIR ROLE IN
THE TRANSFORMATION.
AND YOU NEED AND WANT THEIR
INVOLVEMENT TO INFORM THE
PLANNING AND THE PROCESSES AND
IMPLEMENTATION.
AS A RESULT YOUR SERVICES ARE
MORE LIKELY TO MEET THE
EXPECTATIONS OF YOUR
STAKEHOLDERS LEADING TO CUSTOMER
SATISFACTION FOR STAKEHOLDER
SATISFACTION.
FINALLY BY ENGAGING STAKEHOLDERS
YOU ARE BUILDING THIS COLLECTIVE
VOICE FOR CHANGE THAT CAN BE
USED TO LEVERAGE NEEDED CHANGES
AT THE STATE AND LOCAL AND EVEN
NATIONAL LEVEL TO IMPACT
POLICIES AND PRACTICES.
SO FOR ALL OF THOSE REASONS WE
VALUE, WE NEED, WE WANT, WE HAVE
TO SUPPORT STAKEHOLDER
ENGAGEMENT.
I HAVE A COMIC HERE THAT I THINK
SAYS IT ALL.
THIS IS A PICTURE THAT SHOWS A
HUNTER HOLDING A RIFLE.
STARING INTO THE EYES OF A BEAR,
A DEER AND A RABBIT.
AND THE COMIC REFLECTS THE
SENTIMENTS OF MANY STAKEHOLDERS,
THE CAPTION STATES "BEFORE THIS
GOES TOO FAR, YOU REALLY NEED
SOME STAKEHOLDER INPUT!"
SO GIVEN THAT YOUR ACTIONS
IMPACT THE LIFE OF THESE VARIOUS
STAKEHOLDER GROUPS, OF COURSE IT
MAKES SENSE THAT WE NEED TO HAVE
THEM AT THE TABLE AND TO HEAR
THEIR VOICES.
IN TERMS OF WHO, FOR TODAY'S
PURPOSES, KNOWING THAT THERE ARE
OTHER STAKEHOLDERS THAT WE WON'T
ADDRESS TODAY, WE ARE GOING TO
FOCUS ON SELF ADVOCATES, ON
FAMILY MEMBERS, PARENTS,
GUARDIANS AND OTHER FAMILY
MEMBERS.
ON BOARD MEMBERS, ON ADVOCACY
ORGANIZATIONS, ON POLICY MAKERS,
AND ON FUNDERS.
THESE ARE CONSIDERED SOME, NOT
ALL, OF THE PRIMARY ST
STAKEHOLDERS.
WE'VE NOT INCLUDED EMPLOYERS FOR
OUR PURPOSES TODAY ALTHOUGH THEY
CERTAINLY PART OF THAT
INTEGRATED EMPLOYMENT CUSTOMIZED
EMPLOYMENT EQUATION.
WE'RE LOOKING AT ABE LINCOLN
HERE, HE SAYS GIVE ME SIX HOURS
TO CHOP DOWN A TREE AND I'LL
SPEND THE FIRST FOUR HOURS
SHARPENING THE AXE.
LET'S THINK ABOUT THE MEANING OF
ABE'S QUOTE.
HE'S SUGGESTING THAT IT DOES
TAKE TIME TO ENGAGE -- TO PLAN
FOR STAKEHOLDER ENGAGEMENT, THAT
WE CAN TRULY CONNECT EACH
INDIVIDUAL AND GROUP TO
MEANINGFUL ENGAGEMENT AC
ACTIVITIES.
TO USE THEIR PARTICIPATION WELL
WITH SPECIFIC ASPECTS OF YOUR
TRANSFORMATIONAL PROCESS.
AS I REFLECT ON WHEN TO ENGAGE
STAKEHOLDERS, MUCH TO THINK
ABOUT THIS QUESTION.
HAVE YOU EVER BEEN INVITED TO
PARTICIPATE IN A DECISION OR AN
EVENT OR AN INITIATIVE AFTER
PLANS AND DECISIONS HAVE ALREADY
BEEN MADE?
ARE YOU MORE OR LESS APT TO BUY
IN THOSE SITUATIONS?
IF YOU HAVE A STAKE IN THE
DECISION AND THOSE DECISIONS
HAVE BEEN MADE WITHOUT YOU, HOW
DOES THAT MAKE YOU FEEL.
CERTAINLY IN OUR EXPERIENCE WE
FOUND THAT STAKEHOLDER
ENGAGEMENT IS OFTEN ADDRESSED
LATER IN THE CHANGE OVER PROCESS
RATHER FROM THE GET GO.
IT'S IMPORTANT TO THINK ABOUT
THE NOTION OF STAKEHOLDER
ENGAGEMENT FROM THE START AS
PART OF OUR STRATEGIC PLANNING
PROCESSES.
AT OUR POLE QUESTION NUMBER TWO
TO HELP INFORM SEAN AND I, WE
WANT TO KNOW HOW YOUR
ORGANIZATION HAS ENGAGED
STAKEHOLDERS.
PERHAPS YOU'LL HAVE MULTIPLE
APPROACHES THAT YOU HAVE USED.
BUT THESE INCLUDE USING SURVEYS,
DOING ONE ON ONE CONVERSATIONS
AND MEETINGS.
PERHAPS USING SMALL GROUP FOCUS
GROUPS, MAYBE YOU HAVE SOME
MEETING STRUCTURES SUCH AS
ADVISORY COUNCIL'S OR TASK
FORCES THAT ARE FORUM FOR
PULLING TOGETHER PARTICULAR
STAKEHOLDERS, ENGAGING THEM.
TIME LIMITED WHERE YOU KNOW YOU
NEED PARTICULAR TYPES OF
EXPERTISE PARTICULAR
EXPERIENTIAL BASIS, PARTICULAR
PERSPECTIVES AND YOU INVITE
PEOPLE TO THOSE PROJECT TEAMS.
PLEASE FILL OUT THE POLL NUMBER
TWO.
HOW HAS YOUR ORGANIZATION
ENGAGED STAKEHOLDERS?
>> THERE WAS ONLY ONE COMMENT SO
FAR.
IT WAS A COMBINATION OF SURVEYS
CONVERSATIONS AND FOCUS GROUPS.
>> THANK YOU.
THUS FAR THE COMMENTS SHOW THAT
REALLY YOU'RE USING ALL OF THESE
STRATEGIES AND THAT'S FANTASTIC.
AND I'M SURE YOU'RE MAKING
DECISIONS ABOUT WHAT TO USE WHEN
AND WITH WHOM.
ABOUT A THIRD OF YOU ARE SAYING
CALLING OF THE ABOVE.
YOU'VE GOT ALMOST 30% USING A
LOT OF ONE ON ONE CONVERSATIONS,
THAT IS FANTASTIC, THAT IS
PERSONALIZED, THOSE
CONVERSATIONS ARE GEARED TOWARD
PARTICULAR INDIVIDUAL OR
STAKEHOLDER GROUP.
AND A SMALLER PROPORTION, ABOUT
13% ARE USING SURVEYS.
WHICH SOMETIMES ARE CHALLENGING
TO WORD CORRECTLY SO THAT THEY
COULD BE READILY UNDERSTOOD.
RESPONSE RATES AREN'T ALWAYS THE
BEST, YOU ARE THINKING OF
MULTIPLE FORMATS IN WHICH TO
DISSEMINATE THOSE THAT VARIOUS
STAKEHOLDER GROUPS NOT ONLY GET
THEM BUT ABLE TO RESPOND TO THEM
READILY AND GET THEM BACK TO YOU
AND SO FORTH.
THE SMALLEST RESPONSE WAS AROUND
FOCUS GROUPS.
AND I ALSO UNDERSTAND THAT.
THAT THE TIME AND EFFORT TO PULL
PEOPLE TOGETHER AROUND SOME
FOCUSED CONVERSATIONS MAY NOT
COST BENEFIT, TIME AND EFFORT
MAY NOT OUTWEIGH THE BENEFIT OF
DOING THAT.
BUT THANK YOU SO MUCH THAT IS
HELPFUL FOR SEAN AND I TO SEE.
SO AS I MENTIONED, WE SUGGEST
YOU INVEST IN THE TIME IN
DEVELOPING A STAKEHOLDER
ENGAGEMENT PLAN RIGHT FROM THE
BEGINNING.
WE CALL THIS A STAKEHOLDER
ANALYSIS PROCESS WHERE YOU'RE
IDENTIFYING KEY STAKEHOLDERS WHO
ARE OR WHO COULD BE/SHOULD BE
INVOLVED.
WHO DO YOU NEED AND WANT TO
INFORM YOU AND TO ASSIST YOU,
WHO WILL SUPPORT YOUR CHANGE
EFFORTS, WHO WILL IMPEDE YOUR
EFFORTS BOTH AUDIENCES ARE
IMPORTANT TO THINK ABOUT AND
CONSIDER.
SO THE CHART ON THE LEFT
PROVIDES AN EXAMPLE OF A
PLANNING PROCESS THAT YOU MIGHT
USE AND THE FIRST COLUMN LISTS
THE IDENTIFYING --
IDENTIFICATION OF THE
STAKEHOLDER ORGANIZATION OR
GROUP OR INDIVIDUAL.
THE NEXT COLUMN IDENTIFYING THE
ROLE OR THE POTENTIAL ROLE THEY
MIGHT TAKE.
THIS LEADS TO THE THIRD COLUMN
WHICH IS IDENTIFYING THE
ENGAGEMENT STRATEGY.
HOW WILL YOU ENGAGE THIS
ORGANIZATION GROUP OR PERSON AND
THIS MAY CHANGE OVER TIME.
FINALLY THE FOURTH COLUMN IS YOU
WANT TO FOLLOW UP AND COLLECT
SOME FEEDBACK IN AN ONGOING
FASHION WITH YOUR PARTICULAR
STAKEHOLDER GROUPS.
AND USING THAT FEEDBACK YOU CAN
DETERMINE IF AND HOW THE
STAKEHOLDERS WHO CONTINUE TO BE
INVOLVED AS WELL AS THEIR LEVEL
OF SATISFACTION.
LET'S TAKE AN EXAMPLE.
WE KNOW THAT A PARENT GUARDIAN
CAN BE GATE KEEPERS AND HUGE
ASSET OR SOMETIMES A BARRIER TO
HAVING THIS INTEGRATED
EMPLOYMENT FOR THEIR SON OR
DAUGHTER OR THE PERSON THAT
THEY'RE CARING FOR.
THEIR POTENTIAL ROLE INCLUDES
BEING PERHAPS A SPOKESPERSON FOR
CHANGE WITH OTHER PARENTS,
ESPECIALLY IF THEY ARE VERY
POSITIVE AND VERY SUPPORTIVE OF
THE DIRECTION YOU'RE TAKING.
THEY CAN SERVE AS INFORMANTS
ABOUT THEIR ADULT SON OR
DAUGHTER.
THEY CAN SERVE ON YOUR BOARD OF
DIRECTORS, THEY CAN ADVOCATE ON
BEHALF OF YOUR ORGANIZATION.
WITH OTHER ADVOCACY GROUPS
 THERE ARE MULTIPLE
ROLES YOU NEED TO THINK ABOUT
WHO WILL YOU ENGAGE IN AND WHAT
WAY.
THE SECOND GRAPHIC ON THIS SLIDE
DEPICTS THE STAKEHOLDER
ENGAGEMENT CYCLE.
THE CYCLE IS CYCLIC AS FOLLOWS: 
YOU'VE IDENTIFIED THOSE
STAKEHOLDERS, YOU'RE DOCUMENTING
YOUR OWN NEEDS, HOW TO LEVERAGE
THEIR ENGAGEMENT.
THEN YOU IDENTIFY THE WAYS THAT
THEY CAN INFLUENCE OR IMPACT
THOSE NEEDS.
THEN YOU'RE OFF TO CONNECTING
THEM WITH THE LARGER ACTIVITIES
OF CHANGE OVER, THIS IS MANAGING
WHO IS WHERE, DOING WHAT AND
HOW.
AS THAT ACTION PLAN IS IM
IMPLEMENTED OVER TIME.
THEN YOU'RE SOLICITING FEEDBACK
AND GETTING SOME SENSE TO ASSESS
HOW IS IT GOING, WHAT NEEDS TO
BE TWEAKED OR CHANGED, WHO NEEDS
TO BE CONTINUED TO BE INVOLVED
AND WHO IS SORT OF DONE IN A
SENSE WITH THIS PART OF THE
CHANGE OVER PROCESS.
THEN YOU'RE BACK TO THE TOP.
SO I THINK THAT THAT PROCESS,
THAT ONGOING PROCESS HELPS TO
REFLECT NOT ONLY HOW IMPORTANT
IT IS TO PLAN AND PLAN AND PLAN.
FOR THIS PROCESS.
BUT ALSO TO START BUILDING IN
THE SUPPORT WERE IT TRULY TO
HAPPEN.
YOU HAVE SO MUCH ON YOUR PLATE,
THERE HAS TO BE WAYS THAT YOU'LL
KNOW THAT IS HOW TO SUPPORT THE
VARIOUS STAKEHOLDERS AND HOW TO
FOLLOW UP WITH THEM OVER TIME.
LEADERSHIP, INVOLVEMENT AND
COMMUNICATION.
REMAINDER OF THIS PRESENTATION
WILL ADDRESS THESE AREAS.
HOW CAN THE LEADERSHIP OF YOUR
ORGANIZATION DEFINE THE SCOPE
AND THE CONTEXT OF STAKEHOLDER
ENGAGEMENT.
IS YOUR LEADERSHIP TEAM TALKING
ABOUT THIS WHEN YOU GET
TOGETHER.
WHO WILL YOU INVOLVE AS YOU
DESIGN AND IMPLEMENT YOUR
STRATEGIC PLAN AND CHANGE OVER
PROCESS.
HOW YOU INVOLVE THEM AND HOW
WILL YOU MAINTAIN ONGOING
CONTACTS TO SUPPORT THEIR
INVOLVEMENT.
THAT IS KIND OF THE SUMMARY OF
WHAT WE'VE DISCUSSED THUS FAR.
THAT YOU'RE ALREADY ENGAGING IN
DIFFERENT WAYS.
I'VE WORKED WITH ORGANIZATION
THAT HAVE A BOARD COMPRISED OF
FOUNDING MEMBERS OF THE
ORGANIZATION.
I'VE PARTICIPATED ON BOARDS IN
MULTIPLE OCCASIONS WHERE THERE
WERE BOARD MEMBERS WHO IN SOME
CASES HAD ACTUALLY HELPED TO GET
THE ORGANIZATION STARTED OR WHO
ARE PARENTS BEING SERVED OR HAVE
A DEEP COMMITMENT TO THE
SHELTERED FACILITY OR THE
TRADITIONAL MODEL OF SERVICE
DELIVERY.
TIME AND AGAIN AS BOARD MEMBER
MYSELF OR OUTSIDE CONSULTANT WE
HAVE USED THESE STRATEGIES TO
BRING BOARD MEMBERS ALONG AND TO
RECONFIGURE OUR BOARD.
WE STARTED BY SHARING OUR
VISION.
WE HELP PAINT PICTURE OF WHAT IT
LOOKS LIKE.
WHAT ARE THOSE LEADING EDGE
PRACTICES.
WE SHARE STORIES AND EXAMPLES OF
INDIVIDUALS INCLUDING THOSE WITH
HIGH SUPPORT NEEDS WHO HAVE A
SIGNIFICANT IMPACT OF DISABILITY
SO WE CAN HELP NAYSAYERS IF YOU
WILL, OR HELP PEOPLE WHO JUST
CAN'T ENVISION IT OR THAT TO GET
A VISION, YES, IT NOT ONLY CAN
BE DONE BUT IT IS BEING DONE ALL
OVER THE COUNTRY AND THE WORLD.
WE'VE ACTUALLY TAKEN OUR BOARD
MEMBERS TO VISIT OTHER
ORGANIZATIONS THAT ARE FARTHER
ALONG IN THE PROCESS.
WHO ARE DEMONSTRATING THOSE
EXEMPLARY CUSTOMIZED EMPLOYMENT
PROCESSES AND OUTCOMES.
THAT CAN BE TRANSFORMATIONAL.
WE'VE HAD OTHERS COME BACK FROM
THOSE VISITS THEY TRULY HAVE
BEEN TRANSFORMED ATTITUDINALLY.
BRING IN THE OUTSIDE EXPERTS,
YOU CAN'T BE AN EXPERT.
ODEP IS ASSISTING YOU WITH THAT.
THEN THE POWER OF CONNECTING
PEOPLE WHO JUST HAVE NOT
EMBRACED THE VISION CAN'T SEE
IT, DON'T WANT IT, WITH THOSE
WHO I SAY BELIEVE BUT REALLY
THOSE WHO HAVE ALREADY BEEN
SHOWN, HAVE SEEN THE
DEMONSTRATIONS OF WHAT IT LOOK
LIKE.
ESPECIALLY WHEN IT'S PARENT TO
PARENT, SELF ADVOCATE TO SELF
ADVOCATE.
EMPLOYER TO EMPLOYER, AND SO
FORTH.
THAT CAN BE VERY POWERFUL AND
IMPACTFUL.
IT MAY MEAN THAT TO TERM LIMITS
OF BOARD MEMBERS, WE RETIRE
PARTICULAR BOARD MEMBERS AND AS
THEY ROTATE OFF AT THE END OF
THEIR TERMS STAR STRATEGICALLY
IDENTIFY WHAT EXPERTISE WE NEED
TO PULL INTO THIS BOARD WHETHER
IT BE FINANCIAL, WHETHER IT BE
HIGH PROFILE COMMUNITY MEMBER,
AN EMPLOYER, WHETHER IT BE
PARENTS, GUARDIANS, PEOPLE WHO
EXPERIENCE DISABILITY, BEING
VERY THOUGHTFUL AS WE BRING IN
THAT NEW BLOOD AND TRANSFORM THE
COMPOSITION AND THE WORK OF OUR
BOARD.
I AM GOING TO PASS THE BATON TO
SEAN -- EXCUSE ME, ONE EXAMPLE
OF THAT, SOME OF YOU KNOW KAREN
LEE, SHE'S BEEN ONE OF THE
PRESENTERS ON OUR WEBINARS.
THIS QUOTE IS FROM KAREN AS SHE
REFLECTS ON THE WORK THAT THEY
DID WITH HER BOARD.
WE SAID "WE SPENT A YEAR WITH
THE BOARD.
WE BROUGHT IN OUTSIDE EXPERTS;
BROUGHT IN THE STATE; DAY LONG
RETREAT; READ ARTICLES; MADE
THOSE VISITS TO OTHER
ORGANIZATIONS.
WHEN WE STARTED TRANSFORMATION,
NOTE, MISTAKES WILL HAPPEN, HAVE
THE BOARD BEHIND YOU WAS SO
IMPORTANT FOR HER ORGANIZATION.
SHE SAID, IF YOU HAVEN'T BROUGHT
THEM ALONG, YOU'RE OUT THERE ON
AN ISLAND.
YOU NOT ONLY HAVE TO PICK UP THE
PIECES BUT YOU HAVE TO GO BACK
AND BUILD TRUST.
SO THAT'S BEAUTIFUL SUMMARY OF
WORKING WITH THAT IMPORTANT
STAKEHOLDER GROUP BOARD MEMBERS.
NOW I PASS THE BATON TO SEAN.
>> THANK YOU, PAT.
I'D LIKE TO JUMP IN FIRST BEFORE
WE TALK ABOUT ENGAGING MORE
STAKEHOLDERS AND JUST TAKE A
MINUTE TO TALK ABOUT WHAT IT
MIGHT TAKE OR SOME
CONSIDERATIONS TO PREPARE YOUR
STAFF TO ENGAGE STAKEHOLDERS.
I'M A FIRM BELIEVER THAT IT
REALLY IS HARD TO EXPECT ANY
STAFF TO BE SUCCESSFUL IN DOING
SOMETHING IF THEY'RE NOT
PREPARED TO DO IT OR IF THEY
HAVEN'T BEEN TRAINED TO DO IT.
AND SO WHAT STEPS HAVE YOU TAKEN
TO MAKE SURE THAT YOUR STAFF IS
ON BOARD WITH THE TR
TRANSFORMATIONAL CHANGE, THAT
THEY UNDERSTAND NOT ONLY THE
REASONS -- LEGISLATIVE
UNDERPINNINGS, THE PHILOSOPHICAL
UNDERPINNINGS, BUT THEY ALSO
UNDERSTAND THE TIMELINES AND HOW
THIS IS GOING TO LOOK TO THEIR
AGENCY.
I THINK THIS REQUIRES PRETTY
CLEAR COMMUNICATION WITH YOUR
STAFF.
I'VE HEARD OF INSTANCES WHERE A
LOT OF THESE CONVERSATIONS TAKE
PLACE ON THE ADMINISTRATIVE
LEVEL, THE BOARD LEVEL AND LAST
TO KNOW ARE THE PEOPLE THAT ARE
ACTUALLY DELIVERING THE SE
SERVICES.
ARE YOU TYING THESE EXPECTATIONS
INTO JOB DESCRIPTIONS.
SO IF YOU HAVE -- IF YOU ARE
CHANGING OVER TO COMMUNITY-BASED
EMPLOYMENT YOU NEED TO MAKE SURE
THAT YOU'RE CHANGING YOUR JOB
DESCRIPTIONS TO BE ABLE TO
REFLECT THAT EXPECTATION AND
THAT YOU ARE REFLECTING THAT
ALSO IN TERMS OF ACCOUNTABILITY.
WE ALL KNOW THAT IF YOU HAVE A
JOB DESCRIPTION THAT SAYS ONE
THING AND YOU ARE EXPECTED TO DO
ANOTHER THING, SOME PEOPLE HAVE
PRETTY CLEAR PROBLEM WITH THAT
TYPE OF SITUATION.
CERTAINLY IT'S INCUMBENT TO
MODEL APPROPRIATE INTERACTIONS.
I WAS THRILLED TO SEE SO MANY
UPPER LEVEL ADMINISTRATIVE FOLKS
ON THE CALL TODAY.
AND JUST MAKING SURE THAT WHEN
YOU'RE TALKING ABOUT
ORGANIZATIONAL CHANGE, WHEN
YOU'RE TALKING ABOUT COMPETITIVE
EMPLOYMENT AS EMPLOYMENT FIRST
THAT YOU'RE DOING SO IN SUCH A
WAY THAT YOU'RE MODELING WHAT
YOU WANT YOUR STAFF TO DO AND
HOW YOU WANT YOUR STAFF TO TALK
ABOUT.
NOT THAT THIS IS SOMETHING THAT
WE HAVE TO DO, THE BOARD WANTS
TO DO IT SO WE HAVE TO DO IT,
YOU REALLY KIND OF UNDERMINING
YOUR EFFORTS RIGHT OFF THE BAT.
I THINK INHERENTLY THERE'S GOING
TO BE SOME FOLKS ON YOUR STAFF
THAT ARE PROBABLY BETTER AT
ENGAGING COMMUNITIES AND PANEL
LEASE AND SELF ADVOCATES AND
BOARDS THAN OTHERS.
THEY MAY HAVE NATURAL
INCLINATIONS SOME INTERPERSONAL
SKILLS.
YOU MIGHT WANT TO FIND THOSE
SKILLS ON YOUR STAFF AND
IDENTIFY THEM AND PUT THEM IN A
LEADERSHIP ROLE.
GIVE THEM SOME SPECIFIC
ACTIVITIES AND TASKS AROUND
MESSAGING, AROUND PROMOTIONAL
MATERIALS.
AROUND SPEAKING AT COMMUNITY
EVENTS.
REALLY KIND OF FINDING YOUR OWN
INTERNAL CHAMPIONS THAT YOU CAN
LEAN ON TO HELP YOU IN THE
PROCESS.
SOME OF YOU MIGHT BE FAMILIAR
WITH SIMON AND HIS GOLDEN CIRCLE
CONCEPT.
HE BASICALLY SAID THAT WHEN WE
MAKE CHANGES OFTEN WANT TO FOCUS
ON THE HOW AND THE WHAT, BUT
REALLY IN THE CENTER OF HIS
CIRCLE AND MOST IMPORTANT IS THE
WHY.
AND SO DURING MY PART IN THIS I
REALLY WANT TO GET BACK TO THE
WHY AND REALLY WHY DO YOU WANT
TO PREPARE YOUR STAFF TO ENGAGE
IS THAT YOU WANT TO REALLY BUILD
A TEAM.
YOU WANT TO BUILD AN EFFECTIVE,
COHESIVE, INTERNAL TEAM AROUND
ORGANIZATIONAL TRANSFORMATION,
THAT EVERYTHING IS ON BOARD.
EVERYBODY UNDERSTANDS WHAT
YOU'RE DOING, YOU'RE ALL
MESSAGING THE EXACT SAME WAY.
AND IF NEED BE YOU CHANGE THE
MEMBERS OF THE TEAM IF THEY'RE
NOT ABLE TO REFLECT WHAT IT IS
THAT YOU WANT TO DO.
I REALLY THINK STAFF TRAINING IS
A POWERFUL MECHANISM AND REALLY
NEEDS TO BE CONSIDERED IN ALL
ASPECTS OF THE INFORMATION.
THE QUALITY OF SERVICES THAT
THEY CAN ACCESS AND IF YOU
EMBRACE EMPLOYMENT FIRST YOU
REALLY, THERE ARE COMPELLING
REASONS THAT SELF ADRO SLOW --
SELF ADVOCATES CAN BE PUT AS
PRIMARY STAKEHOLDER FOR THIS
I'M TALKING ABOUT PEOPLE WITH
DISABILITIES THAT ACCESS YOUR
SERVICES OR MAY POTENTIALLY
ACCESS YOUR SERVICES.
THINKING ABOUT THINGS IN THIS
WAY, AGAIN CERTAINLY ALLIANCE
WITH THE UNDERPINNINGS OF
EMPLOYMENT FIRST.
IT'S REALLY IMPORTANT TO SIGNAL
THAT SHIFT, THAT CARE MODEL TO
THE SUPPORT MODEL.
AS I GO AROUND THE COUNTRY AND I
DELIVER TRAINING TO PROVIDERS AS
AN ACRE TRAINER ONE OF THE THING
THAT WE STRESS AND GO BEYOND IS
THE MOVEMENT IN OUR FIELD AWAY
FROM CARING FOR PEOPLE WITH
DISABILITIES, BABY-SITTING
PEOPLE WITH DISABILITIES TO
REALLY SUPPORTING PEOPLE WITH
DISABILITIES TO 'CHIEF THE GOALS
THAT THEY HAVE FOR THEMSELVES IN
LIFE, INCLUDING THEIR EMPLOYMENT
GOALS.
AND ENGAGING SELF ADVOCATES IN A
MEANINGFUL WAY I THINK IS A
BENCHMARK FOR ANY AGENCY THAT IS
GOING THROUGH THAT
TRANSFORMATION.
I THINK THAT IT WOULD SIGNAL AN
IMPROVEMENT OF SERVICES AND
CERTAINLY INTERNAL CULTURE IF
NOT IN AN EXTERNAL PERCEPTION OF
AN ORGANIZATION THAT IS NOT ONLY
PROVIDING SERVICES TO PEOPLE BUT
ALSO IS REALLY ACTIVELY
INVOLVING THEM IN WHAT IS
HAPPENING ON A DAY-TO-DAY BASIS.
I THINK, TOO, ALSO DRAW IN OTHER
STAKEHOLDERS.
I THINK YOU WOULD HAVE MUCH
BETTER TIME PARTNERING,
COLLABORATING WITH SAY ADVOCATES
IN ORGANIZATIONS AND FAMILIES
AND FUNDERS IF THEY VIEW YOU AS
ORGANIZATION THAT WOULD REALLY
EMBRACE, INVOLVING STAKEHOLDERS
AND WHAT YOU DO.
THERE ARE CERTAINLY SOME
CHALLENGES TO INVOLVING SELF
ADVOCATES AND THAT CARE VERSUS
SUPPORT MODEL IS KIND OF
SOMETHING WE HAVE TO OVERCOME
FOR A REASON.
BECAUSE A LOT OF OUR SERVICE
SYSTEMS ARE BASED ON THE IDEA OF
CARING FOR FOLKS AND AT THE CORE
IS RADIOED AND LOW EXPECTATIONS.
THAT SOCIETY STILL IS STRUGGLING
WITH WHAT WE EXPECT, ESPECIALLY
THOSE WITH SIGNIFICANT
DISABILITIES OR INTELLECTUAL
DEVELOPMENTAL DISABILITIES, WHAT
THEY CAN ACHIEVE.
AND IF THE CHALLENGE TO
RECALIBRATE THE WAY THAT YOU
LOOK AT YOUR ORGANIZATION TO
MOVE AWAY FROM THESE ARE PEOPLE
THAT WE'RE TAKING CARE OF TO
THESE ARE PEOPLE THAT HAVE A
VOICE AND HOW DO WE FACILITATE
THAT VOICE.
AND PAT ALLUDED TO THE TIME AND
EFFORT THAT IT TAKES FOR THINGS
LIKE FOCUS GROUPS AND SURVEYS
AND IT DOES TAKE, I THINK,
SUSTAINED EFFORT ON THE PART OF
STAFF AND AGENCY IS EFFECTIVELY
ENGAGE SELF ADVOCATES.
OFTENTIMES IT'S NOT JUST AN
INSTANCE WHERE YOU CAN GIVE THEM
A SURVEY OR YOU CAN ASK JUST A
STRAIGHT POINTED QUESTION.
I THINK OF MY BROTHER, I THINK
MY BROTHER WOULD HAVE A LOT TO
CONTRIBUTE TO AN AGENCY AND HOW
IT RAN.
BUT IT WOULD TAKE SOME TIME TO
GET HIM INTO A PLACE WHERE HE
COULD GIVE YOU THOSE CONDITIONS
IN A WAY THAT WOULD BE -- BE
HELPFUL.
I'M WONDERING IF YOU SEE IN THE
CHAT BOX, DO ME A FAVOR -- OR
Q&A BOX TELL ME WHAT OTHER
CHALLENGES THAT YOU MAY SEE AS
ENGAGING SELF ADVOCATES SPIN OF
THIS WORK.
CERTAINLY SOME STRATEGIES THAT
WE WOULD HAVE.
WE GET BACK TO THE WHY.
WHY DO WE WANT TO ENGAGE SELF
ADVOCATES.
WE REALLY WANT THEM TO BE THE
DRIVER OF THEIR OWN FUTURES.
WE WANT THEM TO PROVIDE US WITH
THE VISION FOR WHAT THEY WANT
THEIR LIFE TO LOOK LIKE AND WE
WANT THEM TO HAVE AN INFORMED
SAY IN WHAT HAPPENS IN TERMS OF
WHAT THE SERVICES ARE.
SO THAT IS KIND OF THE ULTIMATE
GOAL OF WHAT WE'RE TRYING TO GET
AT.
MANY STRATEGIES TO BE ABLE TO DO
THIS, CERTAINLY PEER MENTORING,
IF FOLKS INSIDE YOUR AGENCY SET
UP A PROGRAM.
WHERE FOLKS THAT MAY HAVE BEEN
THERE, THAT ARE SEEN AS LEADERS.
THAT MIGHT BE STRUGGLING IN THAT
CAPACITY.
GIVE FOLKS OPPORTUNITIES TO TELL
THEIR STORIES.
THIS CAN BE POWERFUL IN SO MANY
ARENAS, PARTICULARLY GIVING
TESTIMONY TO FUNDERS AND THE
LEGISLATURE.
HAVE PEOPLE COME IN TELL THE
STORY OF HOW COMPETITIVE
EMPLOYMENT HAS REALLY BENEFITED
THEM AND IMPACTED THEIR LIFE IN
SUCH A POSITIVE WAY.
I THINK A LOT OF PEOPLE FEEL
THAT THEY HAVE TO COME UP WITH
THESE THINGS BY THEMSELVES.
FEEL FREE TO ENGAGE OUTSIDE
EXPERTISE.
WE HAVE SELF ADVOCATES GROUPS IN
MINNESOTA THERE'S ONE CALLED
ACHIEVING CHANGE TOGETHER.
I THINK VARIOUS STATES HAVE SELF
ADVOCATE GROUPS, DIFFERENT
THINGS, INDEPENDENT LIVING
CENTERS ALSO A GREAT PARTNER TO
BE ABLE TO HELP AND FACILITATE
MAKING SURE THAT YOU'RE GETTING
THAT SELF ADVOCATE VOICE.
PEOPLE THAT AVAIL THEMSELVES TO
YOUR SERVICES ON YOUR BOARD.
OR DO THEY SERVE ON ANY INTERNAL
ADVISORY COMMITTEES.
ARE THEY TASKED TO REPRESENT
YOUR AGENCY AND ANY EXTERNAL
TYPE OF ADVISORY TYPE
COMMITTEES.
IT'S A GREAT ROLE FOR PEOPLE WHO
ARE RECEIVING SERVICES TO
COMMENT ON THAT KIND OF STUFF.
CERTAINLY WALK IT IS WALK
ESPECIALLY TO YOUR STAFF.
WE KNOW THAT'S A CHALLENGE.
THAT SEEMS TO BE THE DISCONNECT.
I WAS ALWAYS AMAZED FOR EXAMPLE
IN WORKING WITH SOME STATES AND
STATES WOULD TALK ABOUT HOW THEY
WANT TO IMPROVE EFFORTS TO HIRE
PEOPLE WITH DISABILITIES THEN
YOU WOULD ASK THEM, WELL, DO YOU
HAVE PEOPLE WITH DISABILITIES
WORKING FOR YOU IN YOUR AGENCY?
THE ANSWER A LOT OF TIMES IS,
WELL, NO.
SO WALKING THE WALK AND LOOKING
INTO HAVING PEOPLE DIRECTLY
HIRED ON TO YOUR STAFF I THINK
IS SOMETHING TO CONSIDER.
AN EXAMPLE OF THIS IS SYLVIA.
SYLVIA IS AGE 48 SHE HAS
INTELLECTUAL DISABILITY.
SHE IS ADVISEE AND OUTREACH
COORDINATOR FOR A MEDIUM SIZED
EMPLOYMENT PROVIDER.
HAD PREVIOUSLY WORKED IN THE
PROVIDER'S SHELTERED WORKSHOP.
ONCE THE PROVIDER DECIDED TO
MOVE TO COMMUNITY-BASED
EMPLOYMENT, THEY HIRED HER AS
PART OF THEIR STAFF.
TODAY, SYLVIA SITS ON KEY
INTERNAL ADVISORY BOARDS, HELPS
ORGANIZE NEW CUSTOMER AND FAMILY
ORIENTATIONS, AND REPRESENTS THE
AGENCY AT COMMUNITY FUNCTIONS.
THERE'S AN EXAMPLE OF HOW YOU
CAN ENVISION A PAID STAFF
POSITION FOR SELF ADVOCATE
WITHIN YOUR AGENCY.
I'D LOVE TO, WITHIN THE Q&A BOX,
TELL ME IF YOU HAVE HIRED PEOPLE
DIRECTLY AS STAFF WHO MAY HAVE
BEEN GETTING EMPLOYMENT
SERVICES, WOULD LOVE TO HEAR
THOSE STORIES.
AS I MENTIONED MOVING ON WE'RE
GOING TO TALK ABOUT ENGAGING
FAMILIES AND CAREGIVERS.
AS I MENTIONED, I SPENT 15 YEARS
AT THE PACER CENTER, IT'S A
FAMILY ADVOCACY ORGANIZATION.
IT WAS MINNESOTA'S PARENT
TRAINING AND INFORMATION CENTER
BUT WE ARE ALSO A NATIONAL
ADVOCACY TYPE OF ORGANIZATION,
WELL-KNOWN FOR THE WORK WE WERE
DOING IN PROMOTING FAMILY
INVOLVEMENT.
IN EDUCATION THEN IN LATER YEARS
IN TRANSITION AND EMPLOYMENT.
EVERY STATE HAS A PARENT
TRAINING AND INFORMATION CENTER,
MINNESOTA HAPPENED TO HAVE THE
PACER CENTER.
SO ENGAGING FAMILIES SOMETHING
THAT NEAR AND DEAR TO MY HEART
BECAUSE I HAVE SPENT MANY YEARS
ON THAT SIDE OF THE FENCE
SPEAKING WITH FAMILIES.
HELPING THEM NAVIGATE SYSTEMS,
HELPING THEM UNTANGLE PROBLEMS,
REALLY WE KNOW THAT FAMILIES
PLAY INFLUENTIAL ROLE IN THE
LIVES OF THEIR SONS AND
DAUGHTERS.
I KNOW THAT MY PARENTS STILL
PLAY VERY INFLUENTIAL ROLE IN
THE LIFE OF MY BROTHER.
PROCEEDING HIM A CHOICE AS TO
HOW THEY CAN DO THAT.
TRADITIONALLY HAS IT BEEN FRIEND
OR FOE, HAS IT BEEN A PARTNER OR
A BARRIER.
HAS IT BEEN A CHAMPION OR
DETRACTOR.
IN THE TRAINING THAT I DO FOR
PROVIDERS I DO OFTEN HEAR THAT
FAMILIES ARE A BARRIER TO
EMPLOYMENT.
BECAUSE OF MY RACK GROUND, I'M
INCLINED TO THINK ABOUT IT IN A
LITTLE BIT DIFFERENT WAY.
CERTAINLY ACKNOWLEDGE THAT
FAMILIES OFTEN HOLD THE KEY TO
WHAT HAPPENS.
VIEWING THEM OUTRIGHT AS A
BARRIER DOESN'T NECESSARILY, I
THINK, WORK VERY WELL.
LET ME GET BACK HERE.
SOME OF THE CHALLENGES IN
ENGAGING FAMILIES SPIN OF THESE
THINGS.
WE KNOW THAT THERE'S A
GATEKEEPER FOR WHATEVER HAPPENS
TO THE JOB SEEKER.
SO WHEN YOU'RE THINKING ABOUT
ENGAGING FAMILIES IN A PROVIDER
TRANSFORMATION YOU KNOW RALLYING
THEIR SUPPORT LOOKS REALLY
DIFFERENT THAN RALLYING THE
SUPPORT MAYBE OF SOME OTHER
STAKEHOLDERS BECAUSE YOU ARE --
YOU'RE WANTING THEM TO SUPPORT
YOUR EFFORTS BUT ALSO HAVE TO DO
SO FROM A VERY CUSTOMER-BASED
APPROACH.
AS PAT MENTIONED EARLY ON WHAT
YOUR DECISIONS ARE REALLY IMPACT
THEM DIRECTLY.
A LOT OF FAMILIES ARE
APPREHENSIVE TO DISRUPT THE
CURRENT LEVEL OF SERVICE, THE
CURRENT SCHEDULE THAT THEY MAY
HAVE.
THEY MAY HAVE CONCERNS ABOUT
VULNERABILITY AND AABILITY OF
SON OR DAUGHTER TO HAVE A
EMPLOYMENT IN THE COMMUNITY.
THEY MAY NOT BE COMPETITIVE
EMPLOYMENT AS VIABLE OPTION AT
THIS PARTICULAR POINT, AND I
DON'T THINK THAT THAT IS
SPECIFIC TO ANY TYPE OF PARENT,
EDUCATION LEVEL OR ANYTHING LIKE
THAT.
IN FACT I WAS AT A MEETING IN
ONE STATE DOING SOME WORK AND A
LADY, SHE WAS SITTING ON
ADVISORY GROUP SHE CAME UP TO ME
SAID, SEAN, I'M AN EDUCATED
PERSON, I SIT ON ADVISORY
BOARDS, I'VE TAUGHT MYSELF HOW
TO NAVIGATE THE SYSTEM.
BUT FOR THE LIFE OF ME I STILL
CANNOT ENVISION EMPLOYMENT FOR
MY SON, DISABILITIES WERE
SIGNIFICANT.
AND SO LOT OF FAMILIES JUST HAVE
A HARD TIME SEEING IT.
WE ALSO KNOW ABOUT THE WORRIES
ON THE IMPACT OF WORK BENEFITS.
THERE'S COUPLE SIGNS TO THAT,
THERE'S SOME FAMILIES WHO WORKED
HARD TO GET THEIR KIDS ON SSI
THINKING THAT WAS GOING TO BE
THE SECRET.
AND WE KNOW NAVIGATING SSI IS
DIFFICULT THEN ALSO WE KNOW
FAMILIES WHO RELY ON THOSE CHECK
FOR INCOME NOT ONLY FOR THE JOB
SEEKERS LIKE FOR THE FAMILIES
THEMSELVES.
CERTAINLY A LOT OF -- THERE'S A
LOT OF BARRIERS BUT IF WE COME
AT IT FROM A PLACE OF EMPATHY
AND UNDERSTANDING AND RESPECT, I
THINK WE CAN GET MUCH FARTHER IN
PARTNERING WITH FAMILIES IN A
WORKABLE WAY.
SOME OF THE STRATEGIES AS YOU
CAN IMAGINE I HAVE A TON OF
THEM, I HAD TO LIMIT MYSELF.
CERTAINLY VIEW THEM AS PARTNERS
AND NOT AS BARRIERS FIRST AND
FOREMOST.
YOU HAVE SPOTS FOR THEM ON YOUR
BOARD.
DO YOU SPEAK ABOUT FAMILIES AS
AN ASSET OR FAMILIES AS
SOMETHING THAT NEEDS TO BE
NAVIGATED AROUND.
ONE WAY TO DO THAT IS TO INCLUDE
THEM ON YOUR BOARD.
ESTABLISHING CLEAR COMMUNICATION
IN A REGULAR FEEDBACK LOOP.
THAT SOUNDS KIND OF BASE CAN,
BUT ALL MY YEARS AS AN ADVOCATE,
COMMUNICATION ISSUES, PROBABLY
90% OF THE PROBLEMS THAT WE SAW
AND IF WE COULD UNTANGLE THE
COMMUNICATION ISSUES, GENERALLY
WE WERE ABLE TO UNTANGLE ANY
KIND OF PROBLEMS THAT WE
ENCOUNTERED.
COMMUNICATING IS DIFFICULT.
FOR KIDS WHO ARE IN SCHOOL, FOR
EXAMPLE, I TELL EDUCATORS, YOU
PUT SOMETHING IN A BACKPACK YOU
HAVE NOT COMMUNICATED.
UNLESS YOU GET A RESPONSE FROM A
FAMILY MEMBER YOU HAVE NOT
COMMUNICATED.
AND IT TAKES TIME TO DO
COMMUNICATION.
THE IMPACT OF THAT COMMUNICATION
IS KIND OF CATASTROPHIC, REALLY.
BECAUSE IF YOU HAVE BAD
COMMUNICATION IT LEADS TO
FAMILIES WONDERING, DO THESE
PEOPLE KNOW WHAT THEY'RE TALKING
ABOUT.
THEN THAT LEADS TO MISTRUST
WHICH LEADS TO DON'T MOVE MY
CHEESE.
AND IF YOU MOVE THEIR CHEESE ONE
WAY YOU'RE MOVING THEIR CHEESE
SAYING WE'RE CHANGING OUR
PROGRAM.
ESTABLISHING CLEAR COMMUNICATION
RIGHT OFF THE BAT IS GOING TO
HELP YOU AVOID SOME OF THOSE
ISSUES.
WE ALL KNOW THAT WHEN YOU ARE
APPROACHING FAMILIES WITH SOME
OF THIS STUFF, THEIR FIRST
THOUGHT HOW DOES THIS IMPACT.
SO YOU'RE GOING TO WANT TO VERY
CLEARLY SAY, THIS IS WHY WE'RE
DOING IT.
THIS IS WHAT IS GOING TO CHANGE,
WHAT IS NOT GOING TO CHANGE.
THIS IS WHEN WE'RE GOING TO DO
IT.
INCLUDE THEM AS EARLY AS
POSSIBLE IN THESE CONVERSATIONS,
TAKE SOME STEPS TO HELP THEM
VIEW THEIR CHILD IN A DIFFERENT
WAY.
LOT OF FAMILIES DON'T SEE THE
SKILLS THAT THEIR YOUNG PEOPLE
HAVE NEED A LITTLE HELP IN
UNDERSTANDING THAT WE'VE COME A
LONG WAY IN COMPETITIVE
EMPLOYMENT.
I WANT TO JUST THROW IN HERE
THAT WORKING WITH FAMILIES WHO
ARE NEW TO THE COUNTRY FROM
VARIOUS MULTI-CULTURAL
BACKGROUND.
IT DOES ADD A SPICE, YOU DO HAVE
TO REMEMBER, FOR EXAMPLE, THAT
OUR SERVICE SYSTEM IS BASED ON
VERY WESTERN MODEL.
A LOT OF THE THINGS THAT WE HAVE
TO OFFER ARE NOT REALLY THINGS
THAT PEOPLE FROM OTHER COUNTRIES
ARE USED TO OR UNDERSTAND SO
REALLY BEING SENSITIVE TO WHAT
THE CULTURAL EXPECTATIONS OF
FAMILY ARE, EXTREMELY IMPORTANT.
ONE GREAT EXAMPLE IS FAMILY
INVOLVEMENT THAT WE HAVE WORK
LINK IS A SMALL EMPLOYMENT
AGENCYISH SAN FRANCISCO THAT IS
UNDER THE UMBRELLA OF TRANSCEN,
THEY HAVE WHINE-N-CHEESE NIGHT
AS ON THE SLIDE HERE WHERE THEY
BRING IN NOT ONLY FAMILIES BUT
THEY BRING IN EMPLOYERS AND THEY
BRING IN SELF ADVOCATES AND
BRING IN COMMUNITY PARTNERS AND
THEY PROVIDE SOME WHINE AND SOME
CHEESE AND THEY BASICALLY IT'S A
LISTENING SESSION/FOCUS GROUP.
WHAT I REALLY LIKE ABOUT THIS
MODEL IS THAT THEY USE NEUTRAL
MODERATOR SO SOMEBODY NOT FROM
STAFF TO COME ON IN AND
FACILITATE THE DISCUSSION.
YOU CAN TELL BY THE INVITATION
THAT REALLY IT'S KIND OF A
MELLOW ACTIVITY, IT'S NOT
INTIMIDATING, IT'S VERY
WELCOMING AND I JUST LOVE THIS
EXAMPLE.
DID YOU GUYS, WANT TO STOP FOR A
Q&A SESSION AT THIS POINT?
>> SURE, WE HAD A FEW QUESTIONS
COME IN.
I'LL JUST GET TO IT NOW AS
REMINDER IF YOU HAVE QUESTIONS
FEEL FREE TO USE THE Q&A BOX WE
CAN ADDRESS THOSE AT THE BREAK
AT THE END OF THE ONE OF THE
ONES THAT CAME IN A LITTLE BIT
EARLIER IN THE PRESENTATION WAS,
THE REVIEW AND REPEAT PHASE OF
THE ENGAGEMENT CYCLE COULD OR
SHOULD INCLUDE DATA AND DATA
ANALYSIS THEY WANTED TO KNOW HOW
THE IN ORDER TO DRIVE THAT
PROCESS AND IMPROVE THAT
PROCESS.
>> WELL, I LOVE THAT QUESTION,
THANK YOU FOR THAT SO MUCH.
I WAS GOING TO LOOP BACK TO THE
ELEMENT OF DATA ANALYSIS, DATA
COLLECTION AND DATA USE AT THE
END OF OUR SESSION.
BUT LET ME SAY THAT
ORGANIZATIONS MUST BE ANCHORED
IN THEIR DATE.
THAT YOU NEED TO NOT ONLY HAVE
YOUR BASELINE DATA, WHAT IS YOUR
STARTING POINT ON MAJOR
INDICATORS AS WELL AS A PLAN FOR
WHAT DATA DO YOU NEED AND
WOULDN'T TO COLLECT OVER TIME IN
SUCH A WAY, SYSTEMATIC WAY THAT,
A, YOU DON'T GET OVERWHELMED BY
THE AMOUNT OF DATAU YOU HAVE WAY
TOO MANY TRACK CAN POINTS AND
NEVER GETS POSSIBLY COLLECTED
AND/OR USED.
AND SO -- THEN B, IT'S A MATTER
OF THE STRATEGY FOR HOW YOU ARE
GOING TO OBTAIN THAT IN
INFORMATION.
CERTAINLY YOU ARE FOCUSING
OUTCOMES, YOU ARE FOCUSING ON
THE MOVEMENT OF PEOPLE INTO
COMPETITIVE INTEGRATED
EMPLOYMENT.
AND YOU'RE LOOKING AT THE
QUALITY OF THOSE OUTCOMES.
THE DATA AROUND INDIVIDUALS'
EMPLOYMENT STATUS AND THEIR
WAGES AND HOURS AND BENEFITS AND
THEIR SATISFACTION AND SO FORTH.
BUT YOU'RE ALSO LOOKING MORE
BROADLY AT YOUR WHOLE
ORGANIZATIONAL TRANSFORMATION,
AREN'T YOU, IN TERMS OF HOW ARE
WE BECOMING FISCALLY STABLE OR
HOW ARE WE SUSTAINING THIS
EFFORT FISCALLY.
HOW ARE WE STAFFING THIS EFFORT
ENSURING THAT THE STAFF ARE
HIGHLY PREPARED, HIGHLY
COMPETENT, WELL SUPPORTED AND
DOING WELL SATISFIED WITH THE
WORK.
AND WHAT ARE THOSE REPORTING
MECHANISMS TO OTHERS SUCH AS THE
STATE ORGANIZATIONS, WHAT DATA
DO THEY NEED AND WANT, HOW WERE
YOU RECORDING THAT, WHO IS
GATHERING THAT INFORMATION.
WHO IS ANALYZING THAT
INFORMATION AND FEEDING IT BACK
TO INFORM DECISION MAKERS.
THAT'S KIND OF THE SHORT VERSION
OF THAT REALLY IMPORTANT
QUESTION.
WE DID TALK A LOT ABOUT DATA
COLLECTION, ANALYSIS IN THE
FIRST ODEP WEBINAR SERIES AND IN
THE CHAPTER DEVOTED TO THAT AS
AN FYI.
>> THERE'S RECORDED WEBINAR
THAT'S AVAILABLE ON THE DRIVE
DISABILITY EMPLOYMENT WEBSITE.
LAST WEBINAR NUMBER SIX FROM THE
FIRST SERIES IS ALL ON DATA
COLLECTION.
I DO AGREE THAT'S A GREAT
QUESTION.
SEAN, DID YOU HAVE ANYTHING THAT
YOU WANTED TO ADD TO WHAT PAT
SAID AROUND USING DATA, HOW YOU
CAPTURE IT AS FAR AS IT GOES AND
IMPROVING YOUR ENGAGEMENT CYCLE?
>> NO, I THINK SHE TOUCHED ON
ALL OF THE PIECES.
>> OKAY.
TWO OF THE OTHER ONES THAT CAME
IN ARE RELATED I'M GOING TO READ
THOSE OFF I'LL LET YOU BOTH
RESPOND TO IT.
ONE PERSON COMMENTED THAT CHANGE
IS SCARY FOR MANY OF OUR
PARTICIPANTS ESPECIALLY THOSE IN
THE AGE 45-60 RANGE WHO HAVE
BEEN IN A SYSTEM OF CARE FOR SO
LONG AND HAVE INTERNALIZED LOW
EXPECTATIONS.
CHALLENGE CONVINCING FOLKS
COMPETITIVE EMPLOYMENT IS
AWESOME.
I HAD ONE GENTLEMAN SAY WHY
CAN'T I JUST SIT IN THE FACILITY
AND PLAY CARDS ALL DAY.
IT'S NICE, I DON'T WANT TO GO IN
THE COMMUNITY.
SIMILAR COMMENT TO THAT WAS
INDIVIDUALS ARE COMFORTABLE
DON'T WANT TO CHANGE THEIR DAILY
ROUTINE THAT THEY HAVE BEEN IN
FOR 15 YEARS.
HOW DO YOU ADDRESS FOLKS MAYBE
IN THE OLDER AGE POPULATION THAT
ARE USED TO ROUTINE, IDEA OF
GOING TO THE COMMUNITY MIGHT NOT
SEEM APPEALING BUT SHIFT THAT
YOUR ORGANIZATION IS LOOKING TO
DO.
WHAT -- HOW HAVE YOU BEEN ABLE
TO MAYBE MAKE SOME
RECOMMENDATIONS TO ENGAGE THOSE
FOLKS OR TO ADDRESS THAT
SITUATION WITHIN AN
ORGANIZATION?
>> I'LL TAKE THE FIRST STEP.
IT'S INTERESTING ABOUT THAT,
TOO, REALLY THAT AGE ASPECT OF
THIS IS ALSO, I THINK IT'S
PREVALENT EVERYWHERE.
FOR EXAMPLE, WHEN YOU ARE
WORKING WITH FAMILIES AND THE
SELF ADVOCATE IS A LITTLE BIT
OLDER YOU'RE GOING TO RUN INTO
THAT WHERE AS IF YOU ARE WORKING
WITH FAMILIES OF YOUNG PEOPLE
MAYBE COMING OUT OF HIGH SCHOOL,
THEIR EXPECTATIONS MIGHT BE
SLIGHTLY DIFFERENT JUST BASED ON
THEIR GROWING UP WITH IDEA,
SPECIAL EDUCATION LAW AND THE
ADA AND WHAT NOT.
WHAT I WOULD SAY FIRST OF ALL
THIS IS ABOUT INFORMED CHOICE.
WHAT ALWAYS EXCITED ME ABOUT
EMPLOYMENT FIRST THAT THIS IS
THE OPPORTUNITY FOR PEOPLE WHO
HAVE NEVER BEEN GIVEN A CHOICE
TO HAVE A CHOICE.
SECONDLY, RELATED TO THAT, THIS
IS NOT A ONE TIME THING.
IF IT TAKES SOMEBODY A COUPLE OF
YEARS TO BECOME COMFORTABLE WITH
THE IDEA OF WANTING TO TRY
SOMETHING IN THE COMMUNITY THEN
SO BE IT.
WE DON'T HAVE TO ASK A PERSON
AND THEN SAY, THEY DON'T WANT IT
THEN CLOSE THEIR FILE AND NEVER
ASK THEM AGAIN.
THAT WOULD BE A COUPLE OF
THINGS.
INTRODUCE IDEA OF EMPLOYMENT IN
THE COMMUNITY.
MAYBE THROUGH SOME VOLUNTEER
TYPE OF ACTIVITIES.
MAYBE THROUGH?
WORK TRIALS.
YOU'RE STILL GOING TO HAVE IN
THE FACILITY FOR NOW LET'S JUST
GO OUT HERE AND TRY IT.
WORSE THING YOU CAN DO
COMPLETELY PULL THE RUG OUT FROM
SOMEBODY, I DON'T IMAGISH
ANYBODY WOULD REALLY DO THAT.
OR IF THE FAMILIES ARE
APPREHENSIVE YOU ENGAGE THE SELF
ADVOCATE, LET'S SHOW THEM WHAT
THIS MEANS.
>> THE PLANNING THROUGH
PERSON-CENTERED PLANNING HELPING
THE PERSON DREAM A LITTLE BIT.
AND SOMETIMES WE ASK, IF YOU HAD
YOUR DRUTHERS HOW WOULD YOU
SPEND YOUR DAY, FROM THE TIME
YOU GET UP AND LEAVE THE HOUSE
UNTIL THE TIME YOU RETURNED HOME
AT THE END OF THE DAY.
WHAT WOULD YOU BE DOING?
THAT PHASE STARTS TAPPING SOME
EMBEDDED DREAMS OR I GAVE UP ON
THAT AND WISH LONG AGO MAYBE
THAT SOLICITS IT TO THAT
BEAUTIFUL VISUALIZED MAPPING
PROBLEM PERSON-CENTERED PLANNING
THAT THE INDIVIDUALS ARE
SURROUNDED BY THOSE WHO LOVE
THEM AND KNOW THEM SO WELL.
AS SEAN SAID YOU'RE STARTING
SMALL, HELPING THE PERSON GET
OUT AND INTRODUCING THE
INDIVIDUAL TO SOME OPPORTUNITIES
THERE.
BUT WE'VE ALWAYS RECOMMENDED
STARTING WITH THOSE WHO WANT IT.
THEN YOU GET SOME MOMENTUM
GOING, YOU THEN -- THOSE IN THE
FACILITY SEE THEIR FRIENDS AND
COLLEAGUES LEAVING AND THEY SEE
THAT THINGS AREN'T GOING TO BE
LOOKING THE SAME.
IF THEY'RE COMFORTABLE WITH
THEIR ROUTINE, WE'VE COME DOWN
IN THE CHANGEOVER PROCESS TO
JUST A HANDFUL OF PEOPLE LEFT IN
A BUILDING.
BY THEN WE HAVE TO ASK AGAIN,
THIS PLACE DOESN'T LOOK THE SAME
AS YOU KNEW IT.
WE'RE NOT DOING THE SAME THINGS
THAT -- WITH THOSE ROUTINES YOU
HAD.
NOW THERE ARE KEY DECISIONS
ABOUT, AGAIN, WHAT WOULD BE THE
BEST WAY FOR YOU TO SPEND YOUR
DAY.
SOMETIMES WE CAN MAKE THAT
HAPPEN.
FOR THE PERSON THAT STILL
RESPECTS THEIR AGE GROUP AND
COMFORT AND ROUTINE AND
STABILITY AND SAFETY THAT THEY
DESIRE.
>> BEFORE WE GO BACK TO THE
REMAINDER OF THE PRESENTATION A
COMMENT CAME IN JUST MENTIONING,
YOU HAD MENTIONED HIRING
INDIVIDUALS THAT ARE QUALIFIED
TO SERVE ON YOUR OWN OREGON ANY
SACKAL STAFF, SOMEONE WROTE IN
OUR COMPANY HIRED TWO
INDIVIDUALS, YOUNG MAN WHO WE
FOUND THROUGH COMMUNITY-BASED
ASSESSMENTS, WE HIRED HIM AS
RECORDS CLERK TO IDENTIFY, SCAN
ORGANIZE OUR PAPER FILES ON OUR
SERVER THAT WAS VERY SUCCESSFUL.
MAYBE JUST RELATION TO THAT ANY
EXAMPLES OF HOW, AS YOU'RE
LOOKING AT LIKE YOUR
ORGANIZATIONAL NEEDS THAT HIRING
HAS BEEN EFFECTIVE AS IT HAS FOR
THE PERSON WHO COMMENTED HERE AS
WELL.
>> I'M ON THE BOARD OF AN
ORGANIZATION THAT HIRED AN
INDIVIDUAL FROM THEIR FACILITY
WHO HAD ALWAYS BEEN MOST
OUTSPOKEN ABOUT, GET ME THE H
OUT OF HERE.
WHAT IS TAKING YOU SO LONG.
I'M READY.
LAST YEAR, YEAR BEFORE TO HAVE
ASSISTANCE TO GET A JOB.
THIS PERSON VERY STRONG SELF
ADVOCATE, HE WAS HIRED IN THAT
ROLE AS STAFF MEMBER WORKING
WITH INDIVIDUALS IN THE FACILITY
THROUGH THE PERSON-CENTERED
PLANNING PROCESS, THROUGH
ASSISTING THEM WITH SOME OF
THEIR BENEFITS PLANNING.
THROUGH HELPING THEM GET
REGISTERED TO VOTE, TO BE ACTIVE
PARTICIPANTS IN DIFFERENT
ACTIVITIES IN THE COMMUNITY TO
JUST ACT HATS INFORMAL
COUNSELING ROLE.
COME IN AND SEE HER PERIODICALLY
THROUGHOUT THE WEEK AND MONTHS.
SOME WITH TREPIDATION AND FEAR.
REAL WORRIES ABOUT GETTING A JOB
AND WHAT IS IT GOING TO MEAN FOR
THIS, THAT AND THE OTHER THING,
WHAT ABOUT THIS, WHAT ABOUT MY
PERSONAL CARE NEEDS WHEN I'M OUT
L. WHAT ABOUT TRANSPORTATION.
WHAT ABOUT THE WEATHER.
SHE REALLY HAS BEEN INCREDIBLY
EFFECTIVE AND INSTRUMENTAL AS
BEING A POINT OF CALM AND 
REASSURANCE AND SUPPORT AND
INFORMATION AND SO FORTH.
BOY, WATCHING HER GROW, HER OWN
BOTH HAS BEEN DELIGHTFUL AS
WELL.
>> WE'VE GOT ABOUT 25 MINUTES
LEFT, WE HAVE MORE SLIDES TO GET
THROUGH IF FOLKS HAVE QUESTIONS
PLEASE FEEL FREE TO SEND THEM IN
THE Q&A BOX, ONCE WE REACH THE
END WE'LL TRY TO GET TO THOSE AS
THEY COME IN.
WITH THAT I'LL TURN BACK OVER TO
OUR PRESENTERS TO CONTINUE.
>> EXCELLENT.
I WANTED TO POINT OUT FIRST OF
ALL WE HAD ASKED THE WHY OF EACH
STAKEHOLDER GROUP, THE WHY FOR
STAFF WAS TO BUILD A QUALITY
TEAM.
THE WHY FOR SELF ADVOCATES
BECAUSE YOU WANT THEM TO BE THE
DRIVER.
WHY FOR FAMILIES AND CAREGIVERS
AND PARENTS IS REALLY
PARTNERSHIP, YOU WANT THEM ON
BOARD TO BE A PARTNER IN THE
EMPLOYMENT SERVICES FOR THEIR
SON OR DAUGHTER, TO THE GREATEST
EXTENT THEY'RE ABLE TO DO THAT.
ONE EXAMPLE, TOO, ABOUT HIRING
PEOPLE DIRECTLY ON TO YOUR
STAFF, I COME FROM THE PARENT
TRAINING WORLD AND MOST OF THE
PARENT TRAINING INFORMATION
CENTERS AROUND THE COUNTRY
ACTUALLY ALL OF THEM ARE STAFFED
PRIMARILY BY FAMILIES OF PEOPLE
WITH DISABILITIES OR SIBLINGS OF
PEOPLE WITH DISABILITIES OR
PEOPLE WITH DISABILITIES
THEMSELVES.
IT MAKES FOR A VERY UNIQUE SET
OF EXPERIENCE THAT IS UTILIZED
VERY EFFECTIVELY.
CONSIDER HAVING AS MANY PEOPLE,
JOB SEEKERS AS YOU CAN ON YOUR
STAFF I THINK YOU WOULD FIND
THAT IT WOULD JUST CHANGE THE
TENOR OF WHAT YOU HAVE TO OFFER.
MY LAST STAKEHOLDER GROUP THAT I
WANT TO TALK ABOUT IS ADVOCACY
ORGANIZATIONS.
SOMETHING THAT I KNOW A LITTLE
BIT ABOUT.
THE INTENDED OUTCOME HERE IS YOU
WANT THEM TO BE THE MESSENGER.
ADVOCACY ORGANIZATIONS TEND TO
REFLECT THE EXPERIENCE OF THEIR
CONSTITUENTS.
AND WHAT I'M TALKING ABOUT
ADVOCATE ORGANIZATIONS, TALKING
ABOUT MAYBE THE ARC, THE
NATIONAL ALLIANCE FOR MENTAL
ILLNESS, THE PARENT CENTERS, THE
DOWN SYNDROME GROUPS.
ANY ADVOCATE SPECIFIC THAT YOU
MIGHT HAVE CONTACT WITH, I THINK
THEY'RE VERY IMPORTANT TO THE
PROVIDER TRANSFORMATION EFFORT
BECAUSE THEY TEND TO CARRY THE
MESSAGE OF THEIR CONSTITUENTS.
THEY TEND TO BE KIND OF THE GATE
KEEPERS OF INFORMATION.
PEOPLE ACCESS ADVOCACY
ORGANIZATIONS FOR INFORMATION ON
VARIOUS THINGS, VARIOUS
PROVIDERS, VARIOUS PROCESSES AND
THEY ARE EFFECTIVE PARTNERS IN
HELPING YOU GET YOUR MESSAGE
ACROSS AS WELL.
ON THE LEFT YOU'LL SEE A FLIER,
THAT IS FOR A COMMUNITY
CONVERSATION THAT IS, I THINK
THAT'S COMING UP IN KENTUCKY.
I INCLUDED THIS BECAUSE WE DID
TALK ABOUT SURVEYS AS A WAY TO
REACH PEOPLE, I'M NOT A BIG FAN
OF SURVEYS.
I JUST DON'T THINK THE RESPONSE
RATE IS VERY GOOD.
WE ARE SURVEYED TO DEATH.
I CAN'T GET MY HAIR CUT OR MY
OIL CHANGED WITHOUT THEM
EXPECTING ME TO TO TAKE A SU
SURVEY.
A LITTLE BIT MORE INTERPERSONAL
COMMUNICATION I THINK IS THE
BEST WAY TO GO ABOUT IT.
LISTENING SESSIONS, COMMUNITY
CONVERSATION, FOCUS GROUPS,
THOSE ARE THE TYPE OF THINGS
THAT I GRAVITATE TOWARDS.
ADVOCACY ORGANIZATION MAKE
WONDERFUL PARTNERS IN ABLE TO
PULL OFF THESE LARGE SCALE TYPE
OF THINGS.
TO ENGAGE THEM YOU HAVE TO FIND
MUTUAL BENEFIT.
LOT OF ADVOCATE ORGANIZATIONS
ARE BUSY.
THEY MAY NOT SEE KIND OF RIGHT
AWAY VALUE OF PARTNERING WITH
THE COMMUNITY REHAB PROVIDER.
YOU HAVE TO RESPECT THEIR ROLE
AS EXPERTS.
NOT GO INTO IT WANTING THEM TO
CHANGE THEIR TUNE.
YOU HAVE TO GO INTO IT
RESPECTING THE FACT THAT THEIR
ROLE IS TO ADVOCATE FOR PEOPLE
AND SYNTHESIZE INFORMATION IN
SUCH A WAY THAT THEIR
CONSTITUENTS CAN UNDERSTAND IT.
BUT ON THE FLIP SIDE BRING IN
OUTSIDE ADVOCATE ORGANIZATIONS,
PROFESSIONAL FOR STAFF TRAINING
FOR YOUR PURPOSES INTERNALLY.
YOU COULD HELP -- THEY CAN HELP
YOU PUT TOGETHER SELF ADVOCATE
AND PARENT WORKSHOPS AS WELL
WITH THEIR BOARD.
ONE EXAMPLE OF THIS THAT WE DID
IN MINNESOTA WAS WORKSHOP THAT
WE PUT ON CALLED, UNDERSTANDING
THE EMERGING LANDSCAPE OF
COMPETITIVE INTEGRATED
EMPLOYMENT.
WORK IS POSSIBLE.
THE WAY THIS CAME ABOUT WHEN I
WAS AT PACER I WENT TO MINNESOTA
MEETING TO TALK ABOUT FAMILIES
IN MY EXPERIENCES WHAT I THINK
FAMILIES ARE WILLING GO THROUGH
ACCESSING EMPLOYMENT SERVICES.
IF -- IT WAS MY INVITATION THEY
SAID, YOU KNOW, LET'S DO
SOMETHING ABOUT THIS.
THIS IS REALLY IMPORTANT.
WE'VE BEEN TALKING ABOUT THIS
FOR AWHILE.
LET'S DO SOMETHING.
I CHIMED IN RIGHT AWAY AT THAT
MEETING SAID, LET'S PUT TOGETHER
A WORKSHOP.
SO WE DID.
WE FORMED A SUBCOMMITTEE
SUPPORTED BY APSE, THE LIST ON
THE RIGHT, KAPOSIA IS A PROVIDER
IN MINNESOTA.
THERE WAS PACER.
WE HAD THE SOCIAL SERVICE
DIRECTOR FROM THE LOCAL COUNTY
WHICH IS INVALUABLE.
THE ARC WAS INVOLVED THEN
MINNESOTA DISABILITY LAW CENTER.
THE WHOLE THING WAS FUNDED BY
THE MINNESOTA OLMSTEAD
IMPLEMENTATION OFFICE.
WE'RE UNDER AN OLMSTEAD PLAN IN
MINNESOTA AND THAT OFFICE WAS
REALLY LOOKING FOR WAYS TO BE
ABLE TO INCREASE AWARENESS ABOUT
COMPETITIVE EMPLOYMENT.
WE HAD SUCH A WONDERFUL
EXPERIENCE COLLABORATING, CROSS
AGENCY.
I THINK THAT ENGAGEMENT IS THE
STRONGEST WHEN STAKEHOLDERS HAD
ACTUALLY SOMETHING TO DO.
HOW OFTEN HAVE WE BEEN ASKED TO
BE PARTNERS OR ENGAGE IN
SOMETHING THEN PEOPLE DON'T GIVE
US ANYTHING TO DO.
SO IF YOU SAY, FOR EXAMPLE, WE
WANT TO PUT ON SOME WORKSHOPS TO
HELP FAMILIES SEE THE
POSSIBILITIES FOR PAID
COMPETITIVE EMPLOYMENT FOR THEIR
SONS OR DAUGHTERS WITH
SIGNIFICANT DISABILITIES.
TWO HOUR WORKSHOP THAT'S ALL
WE'RE ASKING.
IT ENDED UP SNOWBALLING INTO
MULTIPLE SESSIONS AND A STAND
ALONE PROGRAM IN MINNESOTA.
AND WITH A LOT OF VERY VALUABLE
CONTRIBUTORS AND LOT OF SUCCESS.
I THINK THAT ENGAGING ADVOCACY
ORGANIZATIONS TO HELP YOU GET
THE MESSAGE OUT ABUT WHAT YOU'RE
TRYING TO ACCOMPLISH BUT ALSO
POSITIONS YOU AS CHAMPIONS FOR
PEOPLE INTEGRATED EMPLOYMENT.
PAT WILL TALK ABOUT LAST COUPLE.
FOR SOME THAT GREAT STATEWIDE
FORTED THAT THOSE EFFORTS THAT
YOU HAVE UNDERWAY.
CONGRATULATIONS ON THAT.
I'M GOING TO SPEAK ABOUT
ENGAGING POLICY MAKERS AND
FUNDERS.
I REALLY WOULD LOVE TO HAVE YOU
SENIOR EXECS AND OTHER SENIOR
PERSONNEL ON THE PHONE TO WEIGH
IN ON THIS WITH SOME OF YOUR
COMMENTS, THE WAYS THAT YOU
FOUND MOST EFFECTIVE IN ENGAGING
THESE STAKEHOLDER GROUPS.
AS WELL AS STATE LEGISLATORS AND
GOVERNMENT OFFICIALS.
AS YOU KNOW WE NEED TO KNOW WHAT
THEY NEED TO KNOW WHAT YOU WERE
DOING, WHY YOU'RE DOING IT AND
WHAT YOU NEED TO BE SUCCESSFUL.
OF COURSE YOU NEED THE
REGULATIONS AND FUNDING TO WORK,
BECAUSE IF IT DOESN'T YOU NEED
TO BE AT THE TABLE ADVOCATING
FOR THE CHANGES THAT YOU NEED.
POLICY MAKERS AND FUNDERS IN MY
EXPERIENCE COULD BE IMPETUS FOR
CHANGE OR, FOR EXAMPLE, WHEN I
WAS IN NEW YORK SOME OF OUR
STATE AGENCY LEADERS WERE
PRESSURING SOME OF THE SERVICE
PROVIDERS WHO WEREN'T MOVING AND
SHAKIN' IN THE RIGHT DIRECTION.
STARTED PUTTING SOME PRESSURE ON
THEM TO BEGIN TO STRIVE FOR
COMPETITIVE, INTEGRATING
OUTCOMES.
WE ALSO KNOW THAT SOMETIMES THE
STATE LEVEL, POLICY MAKERS AND
FUNDERS, THERE'S LOT OF TURNOVER
IN THOSE POSITIONS, CERTAINLY
THAT'S BEEN MY EXPERIENCE AS
WELL.
FRANKLY THE EXHAUSTING AS WE
ENDEAVOR TO EDUCATE EACH AND
EVERYONE AS THEY COME INTO THEIR
POSITIONS AND THEN SOON LEAVE
THOSE POSITIONS.
AND THE MORE WELL VERSED THEY
ARE ABOUT CURRENT LEADING EDGE
PRACTICES THE BETTER FOR US.
CERTAINLY ODEP HAS BEEN
INSTRUMENTAL IN HELPING INFORM
STATE LEADERS AND PULL THEM ON
BOARD AND IN TURN THEY CAN
SUPPORT YOU.
SO THAT'S OUR ROLE AS FAR AS
EDUCATING EMPLOYMENT FIRST AND
OUR NATIONAL EFFORT S. POINTING
THEM TO STATES THAT ARE MORE
PROGRESSIVE OR FARTHER ALONG.
ONE OF MY HEROES, GALE WORKS DID
OUR FIRST WEBINAR THIS ROUND
SHARED THAT IN SOME INSTANCES
THE ORGANIZATION MAY ASK FOR
FORGIVENESS INSTEAD OF
PERMISSION.
WITH VARIOUS REGULATIONS, THAT
IS IN HER WORDS THEY WOULD BEND
THE RULES WHILE PUSHING FOR
NEEDED CHANGES CONCURRENTLY.
INVITING FUNDERS TO THOSE
MEETINGS TO HAVE CONVERSATIONS
ABOUT THE NEEDS THAT EXECUTIVE
DIRECTORS IN ORGANIZATIONS HAVE
AS THEY ENDEAVOR TO SHIFT TO
COMPETITIVE INTEGRATIVE
EMPLOYMENT.
THE KEY QUESTIONS WHAT'S GETTING
IN YOUR WAY.
WHAT IS WORKING.
BUT ALSO WHAT IS GETTING IN YOUR
KAY WAY.
THE MORE THEY KNOW ABOUT YOU AND
THE MORE THAT YOU HAVE THAT
LEVEL OF COMMUNICATION AND
ENGAGEMENT AND THAT COLLECTIVE
VOICE THAT I SPOKE OF THE
BETTER.
WHAT ARE YOU EXPERIENCING AT
THIS POINT IN TIME IN YOUR NECK
OF THE WOODS IN TERMS OF THE
REACTION OF VARIOUS STAKEHOLDERS
TO THE TRANSFORMATION PROCESS.
YOU MIGHT GET "OVER MY DEAD
BODY" REACTION.
"AIN'T GOING TO HAPPEN" ON THE
OTHER END YOU MIGHT GET THE
RESPONSE LIKE SELF ADVOCATE I
MENTIONED "IT'S ABOUT TIME, WHAT
TOOK YOU SO LONG" YOU MIGHT FIND
YOUR BOARD MEMBERS ARE REALLY
CONCERNED ABOUT THE SHIFT IN
FINANCES IN THE FUNDING.
TOO MANY UNNOBS AS YOU HAVE
ENGAGED IN THE TRANSFORMATION
EFFORT.
MIGHT FIND PARENTS AND GUARDIANS
WHO ARE CHAMPIONS AND THOSE WHO
ARE OPPOSED SOME GO UNDERGROUND,
DON'T THEY, TO RESIST THE
EFFORTS.
OF GOOD NEWS THIS IS ALL
REACTIONS THAT WE'VE EXPERIENCED
FOR DECADES ACROSS OUR COUNTRY.
AND FORTUNATELY WE HAVE
ORGANIZATIONS THAT ARE FARTHER
ALONG AND DESPITE THE RESISTANCE
HAVE DEMONSTRATED THOSE
WONDERFUL CHANGE OVER EFFORTS
ACROSS OUR COUNTRY.
THE REACTIONS I SEE ARE SIMILAR
TIME AFTER TIME AFTER TIME.
IN SOME CASES, RESISTANCE COMING
FROM FAMILIES OR FROM SELF
ADVOCATES THEN THERE'S CHOICE,
ISN'T THERE, SOMETIMES PEOPLE
MAKE THE CHOICE TO LEAVE TO
ANOTHER SERVICE PROVIDER.
WE'VE SEEN THAT.
SOMETIMES STAFF MAKES THE CHOICE
FOR OUR COUNCIL TO MOVE OUT OF
THE ORGANIZATION.
SO IN THE END THE TRAIN IS
MOVING FORWARD ON THE TRACKS AND
WE WANT TO KEEP IDENTIFYING
PEOPLE WHO ARE INFORMING US
ABOUT WHY THEY MAY BE
DISSATISFIED, THAT'S ALL VERY,
VERY RELEVANT INFORMATION.
BUT ALSO PULLING PEOPLE WHO GET
IT AND WHO ARE SUPPORTING
SUPPORTING EFFORT ON THE TRAIN
AND MOVING FORWARD.
START SMALL, DO IT RIGHT.
HERE WE ARE BACK AGAIN, COME
FULL CIRCLE AS WE THINK ABOUT
THE STAKEHOLDERS THAT WE'VE
ALREADY GOT AT THE TABLE.
STAKEHOLDERS WHO WE HAVE INVITED
INTO THE PROCESS.
STAKEHOLDERS WHO WE'VE HELPED TO
CONNECT WITH THE TRANSFORMATION
EFFORTS IN MEANINGFUL WAYS OVER
TIME.
AND REPEATED, SAYING THAT THE
COMMUNICATION ELEMENT, INDICATED
ONE ON ONE WAYS TO COMMUNICATE
AND PULLING PEOPLE ACTUALLY INTO
SOME OF THOSE ADVISORY COUNCILS
AND OTHER TARGETED WORKGROUPS IS
VERY EFFECTIVE.
CAN BE VERY EFFECTIVE.
WITH THE QUESTIONS TO YOU, HOW
ARE YOU GOING TO ASSESS
STAKEHOLDER SATISFACTION WITH
THEIR OWN INVOLVEMENT?
AND THE WAY THINGS ARE GOING
WITH THE TRANSFORMATION PROCESS.
WHAT INFORMATION DO YOU NEED AND
WANT TO INFORM YOUR NEXT
DECISIONS.
WHAT'S THE MOST DIRECT WAY TO AB
TAKEN THAT INFORMATION WHILE
BEING RESPECTFUL OF THE VARIOUS
CULTURES OF YOUR STAKEHOLDERS.
HOW ARE YOU GOING TO SOLICIT
INFORMATION IN A TIMELY FASHION.
WHEN WE USED TO DO THOSE ANNUAL
SURVEYS, ONCE A YEAR THAT'S NOT
GOING TO CUT IT.
THE SURVEY IS PROBABLY NOT GOING
TO CUT IT AS THE BEST VEHICLE
FOR OBTAIN CAN ONGOING FEEDBACK.
WHO IS GOING TO GET THAT
INFORMATION?
WHO IS COLLECTING IT?
WHERE IS IT RETAINED AND WHAT
ARE YOU GOING TO DO WITH THAT
INFORMATION.
WHO IS USING IT TO INFORM
DECISIONS.
IN THE END AGAIN COMING FULL
CYCLE THE OPTIONS FOR ASSESSING
STAKEHOLDER SATISFACTION
RESEMBLES THE WAYS THAT YOU
BEGIN TO THINK ABOUT ENGAGING
THOSE STAKEHOLDERS.
FACE TO FACE CONVERSATIONS, AND
THOSE IMPORTANT MEETINGS,
REGULAR MEETINGS VIA SKYPE OR
FACE TO FACE.
AS YOU'RE MOVING FORWARD.
HOST SOME SORT OF RECOGNITION
GATHERINGS ON ANNUAL OR BIANNUAL
BASIS THAT'S MORE FOR
APPRECIATION I THINK RATHER THAN
AS THE VEHICLE FOR GATHERING
FEEDBACK.
TOUCHING BASE WEEKLY.
OR REGULARLY AND SO FORTH.
LET US KNOW AGAIN TO YOUR
COMMENTS OR QUESTIONS WHAT ARE
SOME OF THE WAYS THAT YOU ARE
FIGURING OUT HOW TO KEEP TABS
WITH YOUR VARIOUS STAKEHOLDER
GROUPS AND DETERMINE THEIR
SATISFACTION.
WE'VE COME TOWARDS THE END OF
OUR SESSION I WANT TO THANK YOU,
SEAN AND I THANK YOU SO MUCH FOR
YOUR PARTICIPATION AND YOUR
RESPONSES.
LEAVE TIME NOW FOR QUESTIONS
AND/OR COMMENTS.
>> THIS IS RICHARD.
SO FAR WE HAVEN'T HAD ANY
ADDITIONAL QUESTIONS COME IN BUT
THERE WAS ONE THAT CAME TO MIND
FOR ME ON SATISFACTION SURVEY,
FOLKS DO HAVE QUESTIONS WE DO
HAVE TIME FOR THEM.
AS YOU ARE DOING STAKEHOLDER
SATISFACTION GETTING THAT
FEEDBACK IF YOU GET NEGATIVE
FEEDBACK THINGS THAT PEOPLE HAVE
LIKE CONCERNS OR THINGS LIKE
THAT WHAT IS AN EFFECTIVE WAY TO
RESPOND ADDITIONALLY IF YOU HAVE
DISAGREEMENT FROM DIFFERENT
STAKEHOLDER GROUPS LIKE PARENTS
MAY HAVE ONE LEVEL OF SALTS
FASHION AND SELF ADVOCATES MAY
HAVE OTHER.
HOW WOULD YOU MANAGE OR
RECOMMEND TRYING TO MANAGE
DISAGREEMENTS IN THE DIRECTION
THE ORGANIZATION IS GOING OR IN
SATISFACTION FOR ALL PARTIES
IMPACTED BY THE CHANGE.
>> THAT'S A GREAT QUESTION.
CERTAINLY EACH STAKEHOLDER GROUP
AND EACH INDIVIDUAL WITHIN THAT
STAKEHOLDER GROUP IS AN ENTITY
OF ONE.
AND YOU'RE BOUND TO GET FULL
RANGE AS I SAID REACTIONS AND
RESPONSES.
TRY TO UNPACK WITH PARTICULAR
STAKEHOLDER.
CLARIFY IF THERE IS SOME
MISUNDERSTANDING, BUT IN THE END
YOU TRY TO PROBLEM SOLVE AND
COME TO SOME, SOLUTION STRATEGY,
IF POSSIBLE.
ALL THAT HAVE NEGATIVE AND
POSITIVE RESPONSES HELP TO
INFORM.
OVERALL PROCESS AND DECISION.
>> I'D LIKE TO GIVE BRINGING THE
DIFFERENT STAKEHOLDER GROUPS
TOGETHER TO MAYBE REACH SOME
AGREEMENT OR TO FACILITATE
COMMUNICATION IF DISAGREEMENT
STARTS TO BUBBLE UP AND CREATE
SOME POTENTIAL CONFLICT OR ARE
TENSION OVER THE APPROACH THAT
THE ORGANIZATION IS TAKING
GIVING THE GROUPS THE
OPPORTUNITY TO VOICE THEIR
CONCERNS AND MAYBE REACH SOME
AGREEMENT OR CONSENSUS ON
COMPROMISE.
>> GO AHEAD.
>> I WAS JUST GOING TO SAY, AS I
MENTIONED EARLIER COMMUNICATION
IS THE KEY.
AND HAVING OPEN LINES OF
COMMUNICATION AND ADDRESSING
THINGS SPECIFICALLY, I ALWAYS
ADMIRE FOR EXAMPLE AT PACER
WHENEVER WE HAD SOMEBODY CALL
AND WAS DISSATISFIED WITH
SOMETHING THAT WE HAD DONE IT
WAS -- OUR EXECUTIVE DIRECTOR
THAT RETURNED THAT PHONE CALL
EVERY SINGLE TIME OR OUR PARENT
TRAINING MANAGER.
IT SHOWS THE PEOPLE THAT WE
REALLY TOOK SERIOUSLY WHAT IT
WAS THAT THEY WERE FEELING AND
WE DIDN'T -- MAY NOT HAVE COME
TO A SOLUTION ALWAYS THAT PEOPLE
WANTED.
BUT SHOWING THAT YOU RESPECT THE
VARIOUS POINTS OF VIEW.
ONE THING THAT I FIND IS THAT
PEOPLE DON'T -- WE STILL HAVE A
LONG WAY TO GO IN TERMS OF
GENERAL EDUCATION AROUND THE
IDEA OF EMPLOYMENT FIRST AND
WHAT WE'RE TRYING TO ACCOMPLISH.
WHEN PEOPLE FEEL LIKE THEY HAVE
BEEN TAKEN BY SURPRISE THEY
DON'T QUITE UNDERSTAND THE NEW
DIRECTION OR WHY IT'S HAPPENING,
I THINK A LOT OF THAT IS BECAUSE
THEY'RE NOT CLUED INTO THE
LARGER MOVEMENT.
ANY OPPORTUNITY TO INFORM
STAKEHOLDERS ON A BROAD LEVEL OF
WHAT IS HAPPENING AROUND THE
COUNTRY WITH EMPLOYMENT FIRST IS
GOING TO BE THE ADVANCE, THEN
PEOPLE ARE GOING TO AT LEAST
HAVE SOME OF WHERE THIS COMES
FROM.
THIS WASN'T YOUR IDEA
NECESSARILY.
IT'S ROOTED IN SOMETHING LARGER.
IF THEY DISAGREE WITH IT AS SOME
PEOPLE ARE GOING TO DISAGREE
WITH IT.
MAYBE THEY ONLY DISAGREE WITH IT
FOR NOW.
MAYBE IN A YEAR DOWN THE ROAD
THEY'RE GOING TO GO, OKAY, I GET
IT.
IT TOOK ME A LITTLE WHILE.
IT'S COMMUNICATION.
>> THAT GOES BACK TO ONE OF OUR
EARLIER ONES ON LEADERSHIP AND
REVISITING THE MISSION AND
VISION OF YOUR ORGANIZATION
REALLY KIND OF ALIGNING
EMPLOYMENT FIRST CHANGE WITH
YOUR VALUES AS AN ORGANIZATION.
LIKE YOU SAID BRING MORE FOLKS
ON BOARD WITH THE EMPLOYMENT
FIRST MOVEMENT, EXPLAIN HANG
THAT IS, WHY IT IS REALLY
CREATED THAT SORT OF SHIFT IN
THE WAY THAT WE APPROACH SERVICE
DELIVERY FOR FOLKS EVEN WITH THE
MOST SIGNIFICANT DISABILITIES.
WE DID GET ANOTHER QUESTION,
WHAT IF A STAKEHOLDER FEELS AN
INDIVIDUAL IS NOT READY FOR
COMPETITIVE INLET GRATED
EMPLOYMENT.
-- INTEGRATED EMPLOYMENT.
HOW WOULD YOU MANAGE THAT STEAK
OLDER CONCERN?
>> I DON'T REALLY BUY INTO THE
NOTION OF READINESS.
I THINK WE COULD DISPEL THIS
NOTION OF READINESS, CERTAINLY
WE'VE SEEN PEOPLE WHO MIGHT HAVE
BEEN, PERHAPS SERVED IN FACILITY
FOR A DECADE OR MORE AND WE CAN
ASSIST THEM TO BECOME EMPLOYED
IN THE COURSE OF COUPLE THREE
WEEKS.
THEY DIDN'T NEED ANY LIKE IN
HOUSE NECESSARILY PREPARATION SO
FORTH BECAUSE WE CAN MAKE THAT
MATCH AND ON AND ON.
I ALWAYS LIKE TO TRY TO SHARE
EXAMPLES OF HOW IT'S WORKED FOR
OTHERS.
AND THOSE ARE JUST SO POWERFUL
AND WE DON'T REALLY HAVE TO BE
SO-CALLED READY IN SOME REQUIRED
SKILL SET OR SOMEBODY PERCEPTION
OF WHAT IT'S GOING TO TAKE TO BE
ABLE TO BE EMPLOYED.
THAT'S KIND OF MY THINKING RIGHT
OFF THE BAT.
>> YOU KNOW, IF YOU'RE DEALING
WITH -- IF IT'S A FAMILY MEMBER
THAT YOU'RE WORKING WITH AND
THEY'RE THE ONES WHO -- I'VE
DONE SOME WORK RECENTLY AROUND
THIS IDEA OF WORKING WITH
APPREHENSIVE FAMILIES.
AND I THINK FIRST OF ALL YOU
HAVE TO RESPECT WHERE THEY'RE AT
INSTEAD OF DISCOUNTING THEIR
FEELINGS AS INVALID YOU NEED TO
WORK TO UNDERSTAND WHERE THE
APPREHENSION COMES FROM.
A LOT OF TIMES WHAT YOU NEED TO
DO IS NEGOTIATE THE RISK.
IF THEY ARE FEELING, FOR EX
EXAMPLE, THAT THEIR SON OR
DAUGHTER CAN'T TAKE PUBLIC
TRANSPORTATION BUT YOU FEEL THAT
THEY CAN TAKE PUBLIC
TRANSPORTATION, LAST THING YOU
WANT TO DO IS JUST HAVE THEM
TAKE PUBLIC TRANSPORTATION, THEY
CAN DO IT.
THEN YOUR TRUST IS GONE.
YOU WANT TO NEGOTIATE THE STEPS.
AND WE START SMALL, SAY I
UNDERSTAND THAT YOU'RE
APPREHENSIVE WHAT IF WE DID
THIS.
AND I UNDERSTAND THAT YOU'VE GOT
SOME CONCERNS, WHAT IF WE DID
THAT.
IF YOU CAN KEEP STEPPING IT UP
AND VIEW IT AS A LONG GAME
INSTEAD OF A SHORT GAME, YOU
HAVE THE OPPORTUNITY TO BUILD
THAT RELATIONSHIP AND YOU CAN
SHOW THAT FAMILY THAT YOU REALLY
DO HAVE THE BEST INTERESTS OF
THE JOB SEEKER AT HEART AND OVER
TIME THEY MIGHT -- THEY CAN COME
TO THAT PLACE WHERE THEY REALLY
UNDERSTAND WHAT YOU'RE TRYING TO
DO THAT ARE COMFORTABLE WITH IT.
>> WE'RE COMING UP ON THE END OF
TIME.
WE GOT THROUGH ALL OF THE
QUESTIONS SO WITH THAT I'M JUST
GOING TO -- SAY THANK TO YOU PAT
AND SEAN FOR THE PRESENTATION
TODAY AND FOR OUR PARTICIPANTS
JUST TO REMINDER THE SLIGHT HAS
ASSIGNMENTS FOR HE IS PLEASE
COMPETE THE POST WEBINAR SURVEY
WITH YOUR FEEDBACK WITH THE LINK
PROVIDED AS WELL AS REGISTER,
REGISTER FOR THE WEBINAR NUMBER
FIVE COMING UP.
CHERYL, DID YOU HAVE ANY
ADDITIONAL REMINDERS OR ANYTHING
BEFORE WE WRAP UP?
>> JUST ONE THAT THE WEBINAR IS
RECORDED.
YOU WILL RECEIVE AN E-MAIL
WITHIN 48 HOURS THAT WILL HAVE
THE RECORDING LINK JUST ANOTHER
FRIENDLY REMINDER TO COMPLETE
THE SURVEY.
ALL THE ATTENDEES THAT WERE
LISTENING TODAY WE WOULD LIKE
YOUR FEEDBACK WITHIN SEVEN DAYS
BECAUSE WE SEND OUT THE WEBINAR
RECORDING TO OUR LARGER
COMMUNITY OF PRACTICE WHICH IS
OVER 2400 PEOPLE.
SO WE JUST WANT TO MAKE SURE
THAT YOU HAVE HAD YOUR
OPPORTUNITY TO GET YOUR FEEDBACK
BECAUSE WE ARE REVIEWING THE
COMMENTS THAT COME IN.
>> ALL RIGHT.
THANKS FOR ATTENDING.
>> WITH THAT, THANK YOU AGAIN TO
PAT AND SEAN AND THANK YOU AGAIN
TO OUR PARTICIPANTS.
WE LOOK FORWARD TO SEEING
EVERYONE AGAIN ON WEBINAR NO.
FIVE.
THANK YOU.