Implementation Team

Implementation Team

Darla L. Henry & Associates supports overall implementation of the 3-5-7 Model™ by using a consultative process focusing on preparation of systems to support 3-5-7 Model™ practices.  Implementation of the 3-5-7 Model™ requires a team of individuals who will “champion” the activities of implementation and provide leadership through an Implementation Team structure.  This team will coordinate and facilitate planning meetings, follow up with attendees, support documentation needs, and identify additional resources needed to support implementation.  This team will assist the organization in navigating the tasks of organizational change as impacted by the 3-5-7 Model™.  These tasks are:

  • Clarification
    • Identification of the need to be addressed by the 3-5-7 Model™
      • Understanding system in its current state
      • Exploring possibilities for change
    • Gaining and maintaining stakeholder buy in and disseminating information about 3-5-7 Model™ implementation
  •  Integration
    • Defining roles of professionals, supervisors, administrators, partners
      • Identification of the practitioners of the 3-5-7 Model™
      • Development of communication and decision-making structures to support 3-5-7 Model™ Framework, thus creating a safe environment for practitioners to implement the model
    • Use of 3-5-7 Model™ Fidelity System to ensure appropriate use of the model
    • Review of organizational policies and procedures that may need to be modified as a result of 3-5-7 Model™ implementation
  •  Actualization
    • Monitoring progress toward the organization’s desired future state
    • Monitoring changes in Safety, Permanency, and Well-Being indicators

At a minimum, the 3-5-7 Model™ Implementation Team should consist of the following representation:

  • Front line staff (caseworkers, case managers)
    • Provide important input on day-to-day operations and functions
    • Often identify potential barriers and opportunities to implementation strategies
  • Supervisors
    • Support front line staff during the practice change process; changing from familiar and common responses to case situations
    • Key to the success of the project
  • Organizational Administration representation (with the ability to function in a decision-making capacity)
    • Responsible for securing final approval of team recommendations
    • Critical that this individual attend all planning sessions to keep the team headed in the right direction with regard to changes in process
  • Systems Partners (MH providers/therapists, educators, legal systems)
    • Provide guidance regarding integration of service delivery to avoid duplication
  • Resource Parents and Youth representatives
    • Highlight issues impacting implementation from a recipient perspective

Note: Since most child welfare systems work with children and families in a coordinated effort through a public-private agency partnership, Implementation Team membership should reflect both the public and private organizational perspective and resources.

For each Implementation Team, a Team Leader should be established.  The Team Leader will have the following responsibilities:

  • Providing a single point of contact for communication with Darla L. Henry & Associates
  • Distributing planning materials to the Implementation Team
  • Acting as a liaison between the organization and Darla L. Henry & Associates for coaching activities
  • Responsible for notifying Darla L. Henry & Associates of implementation barriers that arise so they may be documented and followed-through to resolution

Implementation Team members should attend 3-5-7 Model™ training and should plan to meet regularly throughout the initial inquiry, training and application phases of implementation, to ensure momentum toward desired outcomes.  Our intent is to help leadership team members to identify the steps needed within their spheres of influence to explore, install, and implement the 3-5-7 Model™.  Support is provided to determine what is needed individually and collectively between departments and across agencies to change the culture, procedures, attitudes and norms that have led to the unwanted, negative outcomes for children, youth and their families.  The 3-5-7 Model™ is a relational practice.  From a parallel process perspective, it is critical that positive, valued and reciprocal relationships are functioning at the executive and administrative levels in order to fully actualize the workforce to embrace these values and expectations at the practice level.