THE CARE AND FEEDING OF INTERPRETIVE STAFF

J. Patrick BarryCertified Interpretive Trainer, Interpretive Manager

Purpose

The purpose of this presentation is to share ideas to train, nurture, and reward interpretive team members so they feel cared-for at work.

Objectives: By the end of this session 90% of participants will:

1. Learning Objective: learn at least three new ways to help interpreters grow professionally.

2. Emotional Objective: feel that they have contributed to the knowledge base for session participants.

3. Behavioral Objective: contribute at least one idea to help interpreters to grow professionally.

Ideas for this presentationcame from:• Your presenter: J. Patrick Barry

• Interpretive team: Bonneville Lock & Dam

• Interpreters from Corps of Engineers

•Certified Interpretive Guides on Facebook

•Certified Interpretive Trainers on Facebook

Presentation Outline

• Good ideas from me (some philosophy and some specifics)

• Good ideas from front-line interpreters

• Good ideas from interpretive managers

• Good ideas from you to share with others

• Sharing ideas after the conference (send emails please!)

Let’s Role Play a Little!

• Scene 1: The Weekend!

• Scene 2: The Great Idea.

Every interpretive program needs a theme….

“Create a culture of care…make it clear that you are striving to create this… expect your interpreters to actively look for ways to encourage and support each other’s efforts. During orientations I make it clear that this is an important element…. I continue to look for ways to reinforce this notion throughout our efforts.” - Wren Smith, naturalist, interpretive writer and trainer

Setting Expectations for Interpretive Staff, Some Philosophy

• I want you to enjoy your work

• I want you to learn skills that will help you achieve your goals and, at the same time, help us achieve our goals

• I want you to succeed

• I will support your efforts

• I want you to do “more than your share.”

• I want you to provide exceptional customer service to visitors and fellow staff

• I want you to cooperate and support one another’s efforts and say “thank you” when others support you!

Good Ideas for Training

• Written goals, formal training on interpretive skills and content

• Staff watching other team member’s programs (learning from one-another)

• Staff working together (example: developing a display together)

• Staff working on a large project (on-site cell phone interpretation)

Nurturing Interpreters

• Encourage cooperation and helping one another

• Let co-workers know you care, be there when needed

• Be the role model

• Encourage growth towards personal and professional goals!

• Have potlucks

• Change your work environment so it is the place you want to be!

Rewarding Interpreters

• Give performance awards

• Specific praise and encouragement for specific accomplishments

• Nominate for awards from agency, NAI, etc.)

• Appreciation dinners, pot lucks, field trips, retreats, visits to local attractions etc.

Annual Volunteer Appreciation Dinner

Good Ideas from Interpreters

“I have permission to try something new and, even if I fail, that is OK.”

– Ryan Braaten, 2013 winner of USACE Hiram M. Chittenden Award for Interpretive Excellence.

Good Ideas from Interpreters

Training: “… re-instate the ‘Interpretive Idea of the Week’ since we have new staff. Cover the basics of thematic interpretation, encourage membership in NAI and attendance at workshops, and share new tips as I learn them.”

– Robin C. Norris, Natural Resource Specialist and 2009 Winner of the USACE Hiram M. Chittenden Award for Interpretive Excellence

Good Ideas from Interpretive Guru

“Encourage lifelong learning and support professional development opportunities. Also have fun – take your staff on a retreat once a year to do something fun together (river rafting, roller skating, family picnic in the park). Doesn’t have to be expensive but it’s a great team builder and morale booster.”

Lisa Brochu, Author, interpretive planner, former Associate Director of NAI, legend in the field.

Good Ideas from Interpretive Managers

“I will not ask someone that I supervise to do something that I would not do right along with them. “

– Viola Bramel, Park Manager, Thames River Basin, Massachusetts, 1996 Winner of the Hiram M. Chittenden Award for Interpretive Excellence

Good Ideas from Interpretive Managers

“Do not forget what it is like to be a seasonal / temporary employee. I worked for 7 years as a seasonal before my permanent job and my supervisors (Todd Cullings in particular) led by example. Todd never forgot where he came from. I try to emulate him and the other great supervisors I have had.”

–Nick Racine, USFS Gifford Pinchot Award regional winner

Good Ideas from YOU! Let’s Travel together on this Journey!1. Write down 1 or 2 or 3

ideas

2. Get together in groups of 2-3 people and share ideas

3. Pick two favorite ideas to share with the group

4. Leave the the ideas here and I’ll email them ALL to you!

Let’s Keep in Touch

1. Thank you for sharing ideas to train, nurture, and reward interpretive team members.

2. If you fill out the form and include your email I will send you an updated article!

3. The article will be published in the January / February issue of InterpNews. Contact John Veverka jvainterp@aol.com to receive this newsletter.

4. jpatbarry@hotmail.com to contact me.

5. Remember – change your work environment so it is the place you want to be!

6. Thank you for attending! Please evaluate!