YAMHC INTERVENTION MENU DEFINITIONS
MENTAL HEALTH
Referral Systems Development: A system designed to enhance the
capacity of staff to address the mental health issues of clients within the
scope of program requirements. This can include helping to develop a
sustainable referral process, a referral database, and strategies for follow
through with referrals.
Case Consultation: A collaborative process between an MHC and an
individual or group of staff focused on brainstorming alternative strategies
for working with a particular client. Staff may use case consultation to
improve their skills and knowledge and expand their capacity to manage
comparable cases.
Staff Well-being Support Group: A facilitated, confidential support group
enhancing the well-being and mental health of program staff. Topics
may include stress management, managing emotional reactions to
clients/ incidents/ crises, exploring ways staff are impacted by client
trauma, and building personal resiliency.
Assessment Protocol Design: A process designed to standardize and
sustain the client assessment process within the scope of program
requirements. This may include standardizing intake forms, assessment
documentation, and client follow-up protocol.
ORGANIZATION:
Culture Change Facilitation: A process beginning with the development of
a shared vision for culture change. The consultant may facilitate this
change process in some of the following ways: encouraging leadership to
role model the expected change, promoting behavioral change through
staff recognition and performance management, facilitating top/down
and bottom/up communication, and providing support for the culture
change by offering tools to managers and adjusting infrastructure as
needed.
Organizational Strategizing: A collaborative process that involves setting
goals, planning strategies to achieve goals, and determining a vision of
success and outcomes for measuring change.
Action- oriented Work Groups: A workgroup comprised of staff from a
cross-section of positions who typically meet every other week for a
specified period of time to strategize and/or implement identified plans.
Workgroups are facilitated by a consultant with a structured agenda.
Specific action steps are assigned for participants to accomplish between
workgroups to ensure that the work moves forward efficiently.
Outcome Measure Design: A pre/post, Likert scale survey designed to
target agency-specific themes. The content of the survey is determined
through the organizational strategizing process, as a vision of success is
specified. The survey will be administered to staff before and after
interventions are implemented to measure change.
CAPACITY BUILDING
Employee Development: A practice of providing employees with
mentoring, coaching, and/or training opportunities to enable the
employee to acquire new or advanced skills and knowledge.
Leadership Coaching: A method of helping individual leaders gain the
knowledge, skills, and confidence to be more successful at both individual
and team levels. Leadership Coaching may help leaders identify their
strengths and areas needing development, give and receive constructive
feedback, identify a sustainability plan, and identify resources to help
guide the learning process.
Employee Coaching: A method of helping direct service staff gain the
knowledge, skills, and confidence to be more successful working with
clients and colleagues.
TRAINING
Communication Skills: Models a framework of respecting diverse
communication styles and establishing safety for everyone. Facilitators
define professional communication in the workplace, teach and model
core communication skills, and use activities with participants to practice
these skills.
Organizational Self-Reflection: Introduces the four phases of the YAMHC
consultation model: intake, planning, intervention and transition.
Participants are trained to implement aspects of the YAMHC model at
their agencies. Potential challenges are discussed and MHCs are
available to support participating agencies after the training.
Facilitating Sustainable Decision Making: Demonstrates and teaches a
model for inclusive participation in workplace decision making that
incorporates the core values of full participation, mutual understanding,
inclusive solutions and shared responsibility. Participants will learn
facilitation techniques, gain an understanding of the dynamics of group
decision making, use the practices and principles of sustainable decision
making, and access tools for increasing effective implementation of
decisions.
Tools and Tips for Supervisors: Explores eight interlocking tools for
supervisors: maintaining relationships, achieving results, enforcing rules,
playing many roles, sharing power and decision making, maintaining
boundaries, fostering communication and committing to cultural
competence. Through the lens of supervision as collaboration,
participants dialogue and learn strategies for each of these essential
pieces.
Linkage and Funding of Expert Trainers: YAMHC offers trainings on cuttingedge topics by professional trainers with expertise in the mental health
field. Bi-annual city wide trainings are open to all staff serving at risk youth
(12-24yrs old) in San Francisco.
For agencies participating in YAMHC services, trainings are developed to
address common themes and issues identified by staff during the
consultation process across participating sites. In addition, YAMHC offers
individualized agency specific trainings that target identified needs. After
the trainings take place, staff are supported in integrating training content
into practice to facilitate improved services to agency clients.
WORK STRUCTURE:
Role Clarification: A process relevant to team projects, clarifying who is
responsible for what, as well as determining how conflicts will be resolved.
A related intervention includes clarification of job descriptions.
Work Process Design & Redesign: A system of determining a plan for
approaching the problem, designing or redesigning the process, piloting
the design on an appropriate scale, evaluating the effectiveness of the
model, and standardizing it throughout the agency. Some work processes
that the consultants have redesigned include supervision, intake, and
event planning.
Policy & Procedure Development: A way in which consultants inform
managers of policy and procedure gaps identified by staff during the
assessment. The consultant supports managers in developing and
implementing these policies and procedures.
STAFF RELATIONS
Interpersonal Communication Facilitation: A process of moderating
communication through various channels with the intention of making
meetings and communication more progressive and efficient.
Conflict Mediation: A process of facilitating constructive dialogue
between parties in opposition or disagreement with regards to a
particular topic with a goal of promoting mutual understanding and/or
resolving disputes in a mutually acceptable manner.
Morale/Team Building: A wide range of activities and practices designed
for improving team performance. The aim of this intervention is to bring
out the best in a team to ensure self development, positive
communication, leadership skills and the ability to work closely together to
achieve successful outcomes, problem solve, and higher degrees of
employee commitment.
Inter-group Collaboration: A practice in which people within a group
exchange information, modify activities, share resources and enhance
the capacity of another for mutual benefit and to achieve a common
purpose.