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  1. Evidence for Program Improvement
  2. Externalizing and Effective Implementation
  3. Focus on Training, Coaching, and Ongoing Supervision for Staff

Focus on Training, Coaching, and Ongoing Supervision for Staff

Outcome

Externalizing Behavior

Intervention Family

Effective Implementation

Focus on Training, Coaching, and Ongoing Supervision for Staff

Evidence

The interventions that trained service delivery staff prior to the start of the intervention or supervised, coached, and trained them throughout the intervention showed greater reductions in participants’ externalizing behavior than those that did not.

Training and ongoing coaching of program staff is a key driver of implementation quality and fidelity. Research on successful program implementation suggests that a combination of initial training, periodic refresher training, and ongoing coaching, technical assistance, or consulting is the most effective way to transfer knowledge and skills and ensure they will be put into practice. Another driver of high-quality implementation is a supervisory structure that uses fidelity monitoring tools to assess frontline staff’s adherence to intervention protocols, and then uses that information to provide tailored coaching and training for staff. Ongoing training not only increases staff knowledge, skills, and confidence; the opportunity to take a course or workshop, or attend a conference may increase morale and commitment, which can contribute to overall staff retention and program quality.

Assess Feasibility

  • Training..
    Assess current training approach and identify any areas for improvement.
  • Needs assessment..
    Conduct a needs assessment with frontline staff to learn what topics and formats they prefer.
  • Program data..
    Use results from implementation monitoring or Continuous Quality Improvement process to pinpoint possible gaps in knowledge or skills.

Take Action

Consider any of the following courses of action depending on the results of your feasibility assessment:

  • Ensure adequate resources are allocated for ongoing staff training and professional development.
  • Determine the best option for accessing training (e.g., in-house trainers/train-the-trainer; using an intermediary; using the program developer).
  • Incorporate annual refresher training on the intervention content and theory of change.
  • Incorporate quarterly or semi-annual training on professional development topics related to staff responsibilities.
  • Provide peer learning and coaching opportunities such as Communities of Practice and peer observations.
  • Integrate staff supervision and observations into CQI feedback loops.