1. TRAINING FOR OUTCOMES (TFO) TM Collaboratively driving training results through a comprehensive system that bridges science and practice Victoria H. Chien, M.B.A., Ph.D.(c) Abraham Wandersman, Ph.D. University of South Carolina Research Practice Collaboration Empowerment

2. AIM: To share the TFO, and to stimulate thinking about the role of systems in training outcomes. OUTLINE:  State of the science  Training for Outcomes (TFO) TM  Case example  Role of systems NHSTES 2011 Training for Outcomes (TFO) TM

3. NHSTES 2011 Training for Outcomes (TFO) TM

4. NHSTES 2011 Training for Outcomes (TFO) TM What is an effective training? What outcomes do we expect?

5. NHSTES 2011 Training for Outcomes (TFO) TM What makes for an effective training? What are the core ingredients? What process should be engaged?

6. LITERATURE REVIEW:  Driven by practice needs  Methods: 177 articles dating back to 1950’s  Results: o Imbalanced focus on the training process o Tendency to capture either variables influencing training outcomes OR the steps of the training process rather than both. o Limited consideration given to organizational level factors NHSTES 2011 Training for Outcomes (TFO) TM

7. Training for Outcomes (TFO): An evidence-informed approach for planning, implementing, and evaluating training to increase training effectiveness. THEORETICAL FOUNDATION:  Getting to Outcomes®(GTO)® Framework  Input-Process-Output/Outcomes (IPO) Model  Empowerment Evaluation (EE) Theory NHSTES 2011 Training for Outcomes (TFO) TM

9. Maternal Outreach and Management Services (MOMS) PROJECT Needs Tools as a starting place Use of TFO Guide to plan, implement and evaluate the MOMS Program training NHSTES 2011 Training for Outcomes (TFO) TM

10. NHSTES 2011 Training for Outcomes (TFO) TM What are the goals of the organization? TIP: Review mission/vision statement of the organization Vision Statement LRADAC is the premier prevention, intervention and treatment provider in Lexington and Richland counties providing leadership throughout the state and achieving national recognition for excellence. Agency Core Values Creativity: Seeking and developing unique ways to build relationships and deliver services. Integrity: Upholding the moral standards and values that provide for open, honest and ethical practices. Teamwork: Working together with clients, staff, and communities to achieve common goals. Compassion: Being open and empathetic. Understanding, nurturing and caring for our clients and staff. Accountability: Operating in a transparent manner that demonstrates credibility, responsiveness & effectiveness. Respect: Treating all people with dignity, fairness, kindness and understanding without bias. Diversity: Embracing differences to enhance approaches and outcomes. TFO 1 Needs/Resources Assessment-ORGANIZATIONAL ANALYSIS

11. NHSTES 2011 Training for Outcomes (TFO) TM What is the extent of current workplace support for the proposed training activity? TIP: Consider workplace support across the levels of the organization (e.g., top management, peer and employee support ) Full Support Moderate Support Minimal Support Indifferent /Unaware Resistant 54321 If there is adequate support, please describe the indicators of support. If support is currently lacking or limited, what are the indicators and what concrete steps can be taken to increase workplace support? More at the top level for MOMS Less so at the bottom (“one more thing to do”) 1)Buy in from upper management 2)Buy in from community coalitions (WAC) 3)Regular status and development meetings (two major content presentations, regular update /discussion presentations.) 4)Streamline tasks. Indicators for improvement 1)Lack of critical feedback from LRADAC, more active involvement. 2)Shift of leadership down the organizational structure (could be positive) TFO 1 Needs/Resources Assessment-ORGANIZATIONAL ANALYSIS (cont’)

12. Necessary but not sufficient. NHSTES 2011 Training for Outcomes (TFO) TM

13. TFO TM

14. NHSTES 2011 Training for Outcomes (TFO) TM General Organizational EBSIS: Innovation Specific TFO TM

15. TAKE-AWAY:  TFO is necessary but not sufficient to performance improvement  Systemic considerations are critical to effective and sustainable training outcomes  Training system (TFO TM )  Organization (general and innovation-specific capacities) NHSTES 2011 Training for Outcomes (TFO) TM

16. Research Practice Collaboratio n Empowerment Victoria H. Chien, M.B.A., Ph.D.(c) Email: victoria.chien@uscmed.sc.edu 517.927.9494 Abraham Wandersman, Ph.D. Email: wanderah@mailbox.sc.edu NHSTES 2011 Training for Outcomes (TFO) TM