PROCEED, Inc

ORGANIZATIONAL INFRASTRUCTURE DEVELOPMENT

"This clinic was hands down the BEST PROCEED training I have ever attended.
It was more useful than the previous Grant writing trainings I attended."

 - Senior Management,
Participated in Advanced Grant Writing Workshop, 2009

 The Essentials of Strategic Planning (Beginner Level) 

The focus of this introductory course is to inform participants of the purpose and importance of organizational strategic planning. It provides participants with information on how to prepare for the strategic planning process; details the steps to be executed during the strategic planning process; explains how organizations can make strategic decisions that are in line with their mission, vision, and values and discusses strategies on monitoring the progress of the strategic plan.   

Strength Based Performing Teams (Beginner to Intermediate Level)

This training identifies the role of leaders and managers in team productivity and performance and allows participants to identify and discuss various Domains of Leadership.  Participants discuss key concepts surrounding the strengths and talents that impact organizational, program, and individual performance. Team assessments tools are reviewed and discussed. Other widely used organizational development models that are reviewed and discussed include: SWOT (Strengths, Weaknesses, Opportunities, and Threats) Analysis, Appreciative Inquiry, DISC, and StrengthsFinder. 

System Preparation for the Implementation of Outcomes Monitoring and Evaluation (Intermediate Level)

This training program enables participants to develop and implement an outcomes monitoring and evaluation system for prevention programs and systems of care using existing organizational resources. As a result, these organizations are equipped with the tools necessary to effectively and thoroughly monitor program outcomes and make program improvements. The training is intended specifically for Executive Directors, Prevention and Care Program Directors, managers, and coordinators. 

Transitioning into Management: Making the Leap from Team Member to Team Leader (Intermediate Level)

Transitioning from a staff position to a management position can be a challenging experience. In many instances, staff members are promoted to a management position without any previous management experience and, therefore, are inadequately prepared for a role that includes new responsibilities and expectations and that requires new skills.  This interactive training will offer strategies to navigate a new position of authority through guided discussions on the five functions of management. In addition, participants will gain practical understanding of the four components of the Situational Leadership Model during the completion of case study activities.

Employee Engagement (Beginner Level)

This training session focuses on the impact of a team member’s engagement in his or her position within an organization at the individual, departmental, and organizational levels.  The training details how to recognize the signs of an engaged, not engaged, and actively disengaged employee, which can be extremely helpful to supervisors, managers, and directors in determining steps to be taken to address issues of performance, professional development, and discipline. The three phases of Triangulation of Engagement will be discussed and applied to various scenarios. 

Grantsmanship: Program Planning and Proposal Writing (Intermediate Level)

Grant funding is the lifeline of many community based organizations. To address the reality of an extremely competitive grant seeking environment, PROCEED Inc. offers this multi-day, group-level training in grant writing and proposal development which provides a step-by-step walk-through of the proposal development process from program conceptualization to monitoring and evaluation.  All of the essential components of a grant application are covered and hands-on experience is provided through small group work and other interactive activities. An advanced level Grantwriting Techniques Training is also available. 

INGRID: Infrastructure Needs for Greater Implementation of DEBI (Intermediate Level)

“INGRID” (Infrastructure Needs for Greater Implementation of DEBI), a Human Resources Certificate Program) is a Human Resource Certificate Program for middle level management staff of organizations implementing effective behavioral interventions (EBIs) within their HIV prevention and or substance abuse programs. This 10 session course consists of 50 hours of coursework spanning across a 9 week period. INGRID’s curriculum emphasizes staff development, program development and budgeting, teamwork and leadership a means of supporting the implementation and efficacy of EBIs. INGRID was developed in collaboration with Thomas Edison State College, School of Professional and Continuing Studies, Center for Distance Independent Adult Learning. In September 2008, INGRID received the Regional Award for “Excellence in New Programming” from the University Continuing Education Association. 

Board Accountability & Organizational Risk Management (Intermediate to Advanced Level)

This training is designed for members of the Boards of Directors and senior management staff. Its purpose is to provide information that will aid organizations in identifying and managing organizational risks. While every nonprofit must work conscientiously to recruit and retain suitable board leaders, establishing clear Board accountability is key in effective risk management. Topics covered include the development of a risk management committee, assessing your organization for risk, protecting your Board and your organization’s assets, and preventing fraud.     

Fund and Resource Development (Beginner Level)

Having a comprehensive Resource and Fund Development strategy in place is a must for today’s non-profit organization. This training emphasizes resource/fund development for organizational sustainability and teaches participants how to look beyond writing grants as a primary source of funding.  Through guided activities, participants learn to identify potential resources, both financial and non-financial, learn to engage internal and external partners, practice strategies for cultivating relationships with diverse stakeholders, conduct solicitation, and learn to provide appropriate fund development recognition. In addition, participants will discuss implementation and evaluation techniques for their fund and resource development plans.

Appreciative Inquiry in Organizational Development (Beginner Level)

Appreciative Inquiry (AI) is used as a capacity building approach for change that can be used by organizations to affirm the past, build on the present, and inspire hope for what could be.  This introductory training on the Appreciative Inquiry focuses on how AI is used to enhance organizational infrastructure and programs in areas such as Strategic Planning, Mission Statement/Vision Development, Organizational/System Redesign, Quality Improvement Initiatives, Human Resources Practices, Performance Management, Employee Development, Appraisals and Performance Management, Leadership Development, and Executive Coaching. 

PROGRAM ENHANCEMENT AREAS

"Using Motivational Interviewing in counseling and testing as really helped with getting clients open
and willing to discuss their risk behaviors and come up with their own solutions
to the issues they are faced with."

Program Participant
Motivational Interviewing for HIV and STI Prevention, 2009 

Group Facilitation Training (Beginner to Intermediate Level)

In response to the demand on agencies to conduct group work, this Group Facilitation Training is designed to guide staff through facilitation of groups. It discusses methods to effectively plan for, facilitate, and evaluate groups and has utility for both the novice and more experienced group facilitator.

Co-Supervision Training (Beginner to Intermediate Level)

Staff members often rely exclusively on their supervisors for critical feedback regarding their work performance. Co-Supervision is a technique used by peers which allows for exchange between members to ensure that each respective peer gains insight on how s/he is performing relative to their newly learned skill.  This training introduces participants to co-supervision as a strategy to enhance staff performance by underscoring the value of peer support in learning a new practice or philosophical approach, utilizing it, and reflecting upon the fidelity in which the learned practice or approach is performed.

Recruitment and Retention for Evidence-Based Interventions Training (Beginner to Intermediate Level)

This training enables behavioral counselors to define and discuss recruitment and retention strategies in relation to the implementation of evidence-based prevention interventions. Trainees develop demographic and behavioral profiles of target populations using data from multiple sources. Trainees also review and discuss various retention strategies and the important components of a successful retention plan. This training reflects program collaboration and service integration in the community to maximize the holistic public health model.

Effective Linkages Training (Beginner to Intermediate Level)

This customized workshop encourages trainees to apply program collaboration and service integration in their respective communities. It focuses on the benefits of developing effective linkage agreements and the role linkage agreements play in a client’s ability to access a continuum of services. Participants develop a linkage plan of action to facilitate the referral process and address any service gaps identified within their organizations and/or communities.  Participants also learn how to address potential barriers to successful linkages.

Motivational Interviewing for Prevention and Treatment Programs (Beginner to Intermediate Level)

This workshop focuses on the use of motivational interviewing (MI) as a non-confrontational counseling style for enhancing a person’s motivation to change high risk behaviors. This approach emphasizes the development of strong empathic listening and communication skills and the ability to heighten discrepancies between a person’s goals and present circumstances and his or her behaviors.  Participants also learn and practice specific strategies designed to enhance an individual’s motivation, self-efficacy, and capacity for self-directed change.

Adapting the National CLAS Standards to HIV and STI Prevention: Increasing the Cultural Competence of Organizations while Providing HIV and STI Evidenced-Based Interventions (Beginner to Intermediate Level)

This training assists organizations in applying the US Department of Health and Human Services Office of Minority Health’s (USDHHS OMH, 2001) National Standards for Culturally and Linguistically Appropriate Services (CLAS). The training program provides an overview of cultural competency, discusses the CLAS standards, reviews implementation guidelines of the CLAS standards, and guides organization in adapting the standards to various cultural groups. The curriculum also provides instruments, assessment tools, and resources to support culturally and linguistically competent service-delivery.

Applying Cultural Competence to Enhance Service Delivery among the LGBTQI2-S Community (Intermediate Level)

 This course focuses on useful strategies for changing the cultural climate of an organization to eliminate the barriers persons within the LGBTQI2-S (Lesbian, Gay, Bisexual, Transgender, Questioning, Intersex, and Two-Spirit) community face when accessing prevention programs and supportive services. It also offers practical techniques that can be employed by staff members at all levels of an organization to recruit, engage, and retain persons who identify as being part of or an ally of the LGBTQI2-S community.