Engagement and motivation are essential to staff success at mastering MiiWrap. We increase both when we meet learners where they are, offer extra help that they need, and show them that we really see their work and care about their progress.
The process of learning can be messy, and hard to predict. But the alternative is much bleaker – failure to learn. I think we both know what the families enrolled in your services hope you are choosing.
Debriefing is a skillset. This is why we have created Coach Debrief Guides for each of our Foundations Modules. They lay out exactly what needs to happen and in what order. The coach just needs to enter the specific learner information for each section, and then follow the guide when debriefing.
A core obligation of any coach is to make sure that their learners are really learning. That doesn’t just happen – you need a plan that involves collecting real evidence. See our plan to understand what we mean.
The story of Susan and Angela illustrates why a training strategy without sufficient evidence collection and review will not consistently produce learning and training transfer.
23 amazing coaches is a start, but it won’t create the kind of impact we are going for. That is why we have decided to throw open the gates and see who else is ready to rise to the challenge of implementing MiiWrap at their site.
Building a sustainable model of providing in-house MiiWrap training involves supporting good coaches, getting a good curriculum, and accessing a learning community to support continued growth.
An agency with certified coaches have easy access to high quality training for employees, and an environment of continual learning and growth.
Ambivalence is having two minds about a change, with reasons for and against it. Understanding and exploring ambivalence is a key part of the MiiWrap process, as ambivalence is a normal part of change.
Resistance is a normal reaction to change. But it isn’t a static trait. Responding to resistance can help people prepare for change.
