Before coming to your training, please do the following:
As a Deseret Employment employee, you must not only understand the importance of ATI but also seek to apply it in your own work. This lesson is designed to help you recognize the importance of accountability and to consider how rendering an account could be a learning experience. It will also help you identify and create SMART (specific, measurable, achievable, relevant, time-bound) goals. Finally, it will help you recognize how applying the Leadership Pattern will bless your life and the lives of your coworkers, while also improving your work performance and your capacity to contribute to the Lord’s work.
From the following list, choose and complete one or more activities that best apply to your situation.
Read the following scripture:
“For the power is in them, wherein they are agents unto themselves. And inasmuch as men do good they shall in nowise lose their reward” (D&C 58:28).
As a group, discuss:
Read the following statements:
Read the following quote:
“In this life we have to make many choices. . . . The choices we make, however, determine to a large extent our happiness or our unhappiness, because we have to live with the consequences of our choices” (James E. Faust, “Choices,” Ensign or Liahona, Apr. 2004, 51).
As a group, discuss:
Feel free to write down any ideas, thoughts, or feelings you receive during the discussion in your learner's journal.
As a group, discuss the following questions:
After discussing these questions, invite two people to come to the front to role-play a scenario. One of these people will represent the supervisor; the other one represents the employee rendering an account. Role-play how the employee can turn this conversation into a learning experience. Afterward, invite a second pair to role-play how to render an account, turning a potential negative conversation into a positive one.
After the two role-plays, share observations, thoughts, feelings, or insights on how you can turn rendering an account of your accomplishments and performance into a learning experience.
An effective way to set and achieve goals is to use the SMART goals approach. In this approach, goals are:
From the following list, choose and complete one or more activities that best apply to your situation.
As a group, read the statements below. Identify which ones use the SMART approach and which ones do not. Discuss what the goals may be missing, and work together to make all goals SMART.
What are your work expectations? What goals do your store and team have? Although the regional office sets the yearly goals for budgets and service, you have a significant role in reaching those goals.
As a group, brainstorm about what job coach trainers, development counselors, store managers, assistant store managers, mentors, administrative assistants, and Church leaders must do to help the store reach its goals. Then work together to create three to five SMART goals to help the store reach some of its goals.
Review what SMART goals are. Then as a group discuss:
Finally, as a group discuss:
Created at the request of the First Presidency, the Leadership Pattern is a framework composed of 9 talents and 48 behaviors that help “the Church workforce know how to do the Lord’s work in the Lord’s way. . . . It brings together the best of doctrine, principles, and application—guiding us to a higher level of behavior and performance and helping each of us to become more Christlike” (The Leadership Pattern website introduction, ldsatwork.ldschurch.org/apps/ati_lrp/leadershippattern/home.aspx).
From the following list, choose and complete one or more activities that best apply to your situation.
As a group, discuss:
Review the Leadership Pattern and then discuss how each of the talents (core and operational) can enable you to fulfill your responsibilities, accomplish DE’s mission and objectives, and contribute to the work of the Lord.
Individually review the Leadership Pattern and browse through the Leadership Pattern Self-Inventory. Then, as a group, discuss the following questions. Feel free to share examples from your own experience as you discuss them.
Note: the following questions are written in first person. If you feel more comfortable, share what you have seen others do as you discuss each question.
For this activity do the following:
Questions for scenario 1:
Questions for scenario 2:
Questions for scenario 3:
Seek to identify a personal or business gap or need.
Spend a few minutes silently pondering what you've discussed during this lesson. Listen as the Holy Ghost helps you identify areas where you can improve. Record your impressions in your learner's journal under the question “What Lack I Yet?”
Seek ways to close the gap or develop the required talent(s) to meet the need.
With the guidance of the Spirit, create your plan of how you will improve and close the gap(s) you have identified. You may use one or more of the exercises below, your own strategy, or a combination of both. Record this plan in your learner's journal under “What Must I Do?”
After a few minutes, those who are comfortable doing so can share their impressions with the group.
Seek understanding, and then share what you learned.
During the week, focus on implementing the plan you created. Record your impressions or lessons learned in your learner's journal under “Therefore, What?” You will be given time at the beginning of next week's lesson to share your experience with the group.
Scenario 1: Katie
Katie is constantly leaving her area. Her job coach trainer has spoken with her about this many times. She is always agreeable and seems to want to do better, but her behavior never improves. Her trainer decides to try one more time to address the problem and help Katie understand why it’s important for her to remain in her area.
Scenario 2: Mario
Mario works on the sales floor in men’s clothing. His fellow coworkers are always complaining that they can’t get Mario to help put away clothing. He is always busy doing other things when his job coach trainer sees him, but the trainer has realized that she rarely sees Mario putting away clothes. However, she has been busy with paperwork and meeting the store’s goals, so she has not had the chance to discuss this behavior with Mario yet. The trainer decides to set aside time to make sure Mario understands his responsibilities.
Scenario 3: Fatima
Fatima leaves her work area constantly to talk to her job coach trainer. She always has a question, but the job coach trainer thinks that Fatima probably knows the answers already and could just be seeking attention. The job coach trainer has dismissed Fatima several times, saying that he is busy and cannot assist her. When Fatima comes to him to ask a question that he knows he has already answered, he decides to address the behavior.