Outreach issues 2003

From: millienium bear <millienium_bear@yahoo.com.sg>
Reply-To: millienium_bear@yahoo.com.sg
To: Victor Keng <vick3394@hotmail.com>, ney1578@pacific.net.sg
Subject: Re: Plans for Deaf mums
Date: Mon, 26 May 2003 14:32:58 +0800 (CST)

Victor

Yes, to meet their needs. IMHO, I agree with the priority and for other mothers, I dunno. I believe that they especially working mums are yearning to taker a break from hard day at work n family commitments, hoping to leave the kids someone else’s care. It is their top priority. BUT they can’t leave kids alone in someone else’s care ( specially for the in-laws, they might pass unpleasant remarks about working mum and might not understand them due to generation, I m sure u know what I mean). To avoid these older generations thinking, working mums have no choice to tag kids along where they want to go… maybe to mums, kids might use their energy much, chat might not satisfied. Jenny, agree with my point?

So, it is best to plan both child and mum activities at the same time. For child activities, we can offer kids toys, books, and watch educational vcds (if there is a vcd player inside DIC) – sign language and using voice must be included pls  while volunteers can take care of kids for them.

For mum activites, should be simple planning like tea party to interact with one another. They are welcome to involve in kids activities if they feel wanting to.

For myself, meeting up like friends can wait and can be a few times once a year as I have my mum to share my frustration – mum is just a close friend, good enough for me. I mainly concern for my kids as my son is showing signs of delayed developments. I expect them to sign, given my standard of communication. I believe that it is less friction for us to have a serious talk if they get into trouble outside and allow us to feel a stronger bond despite my HI situation. Also, must instill the feeling of pride having HI parents in the kids when meeting their own friends. For that reason, I often see my relative’s kids depending on other people beside HI parents to solve their problems and tend to be more closer to other people more. Not only that, I have heard from my mum’s friends about the similar cases. Simple words from them is described that they are unimportant, helpless, feel “stupid” …. To make the things worse, kids don’t want parents to be involved in any school events, future marriage discussions.
April

Victor Keng <vick3394@hotmail.com> wrote: Dear April,
I have been thinking seriously about your offer.

Do you have any ideas how we should tackle the issue?

I mean....I would ask myself....
what is the reason for gathering Deaf mums?

Is it because of meeting their needs?

What are their needs?

I see it in 3 broad categories:
(a) Children's needs
(b) Mother's needs
(c) Family needs

Do you agree that they are in the correct priority?
If we plan something......are we planning for mother or for their children
first?

We need more feedback....because some mothers just want a break....to be
with their friends....

Then we should plan for the mothers.....
For you....you seem to be concerned about your children...

What do you think?
Victor

 

Forum on Deaf Needs and Brain Storming 17/5/2003

Obviously last Saturday, our slogan "Are you Left Behind"....it touched some of them and they identify with the Slogan.

 

 

But we cannot count the number of members.

This is because they still remember the past and MHI cannot give them any benefits.

 

Can we instead count the number of Training sessions we do.

 

Then we gather those who are willing to be trainers.

 

These trainers will do like what we do....they understand and share our vision and mission.

They can then be Managers.

 

From the managers, we can only select 1 or 2 leaders who will have foresight and be able to strategise our next step.

 

Again.....we want to avoid too many activities even though this attracts many people but we don't give them ownership.

 

For our Phase 1, we concentrate on Deaf.

 

How many training sessions can we hold?

I do feel alittle tired just for 1 session......this is because I must say things that will encourage them to speak their feelings.

But listening to them, we can measure how we can help them.

 

Will our target for managers be 5 by the end of this year?

Maybe we get 1 leader besides us?  Actually I am very keen for Jasmine to be running beside us.

 

But I need to convince her first.

 

I believe that leaders or managers, we want to adopt a culture of listening to the needs of others. Slow to give solutions, but excite the people to find solutions for their needs. That means we empower them.  Teach them to think and give them the power to be able to change their surroundings.

By using our leadership skills, we will motivate them and encourage like minded people to gather around them to work out the difficulties.

Then we make use of the facilities of COSC to make their solutions work. Use the money of MHI to make their dreams a reality.....

Very different from how we worked last time.

 

 

 

Implementing a strategy

 

Gather group of people who may be interested in rebuilding MHI ------ brain storm for needs to be met ------singled out the priority

 

Training -----planning ----- executing.

 

Communication

 

Discussion on Friday 25 April 2003

 

**We realise that there are difficulties for us as Outreach Managers to run the programs because the expectations of our Deaf friends are different from the expectations of the Committee as well as LCEC.

For example, our Deaf friends may only be interested to stay on in MHI only when their needs are met. We took Meiqi for example. She has a child and she can only come to serve in MHI when her needs of having somebody take care of her child are met.  On the other hand, Committee has limited resources to help us meet that need.  Even the deployment of the full time worker to meet the needs of a small group of Deaf friends can be difficult because there are bigger issues to be met by the full time worker.

 

**We discussed with Evelyn about putting the full time worker for the Outreach Department for the following reasons:

1)      Outreach Department has limited resources especially when we are basically volunteers and have limited time

2)      We need some body to walk the streets and meet the needs of our friends when we are not available.

3)      We need some body to do the necessary RESEARCH to find out more so that we can plan Programs and Projects in order to fulfil the Aim of Outreach Department.

 

**Evelyn states that it is difficult because :

a)      Target groups are very small

b)      Outreach Department cannot be very clear of our aims in deploying the full time worker

c)      We should not micro manage

d)     Full time is to make sure Tuition, counselling and case work are to be carried out.

 

**We discussed that we have to be careful because there are those who wants to return to MHI for ulterior motive. We know that some of them are participating in pyramid selling for a company. They need the contacts. We agree that we will not stop them, but it is our responsibility to tell others that buying anything in MHI has got nothing to do with MHI. Their desire to purchase any items from their friends are purely their own intentions. We cannot be held responsible for any unfavourable outcomes.

 

 ** We discussed about those who suddenly show their keenness to join MHI. We decided that our first move would be to inform them about the new vision and how it is different from the old MHI.  Then we need to organise the activities so that we can select for ourselves which category of people they belong. They can be either leaders, managers, volunteers or just participants.  Then we will organise training sessions for them. 

 

**We discuss how we should focus in the target groups for Projects. A table was drawn on the various target groups with Deaf, Hearing and HH.  There are many groups. But we think by picking up the target groups, getting them into MHI and then training them, they can be placed in positions which they can take care of other target groups for us. In this way, we can meet the needs of the life cycle.

 

 

 

 

 

 

 

 

 

 

 

 

Aim

Outreach Department of MHI aims to motivate its members and allow them to maximize their potential in the areas they are capable.  We will be family oriented so that we can become One Community.  We aim to fulfil the Vision of MHI with all our members.

 

Strategy

·         Develop friendships                                                    } Create dynamic

• Motivate them to stay – ownership                            } and unique Community
• Develop personal character and qualities                    } Transform lives
• Develop Outreach Department to meet the needs of members in every aspect of their life cycle.                                                                            } Touch lives for Christ

 

Expectations

·         Hard of hearing         --          Introduce and gain acceptance. Motivate them to join our Bilingual Culture

 

• Deaf                            --          Motivate them to be dynamic; to maximise their ability and become contributing to the MHI Community

 

• Hearing                      --          Motivate them to work with Deaf. Friendship to develop to become a member of a unique church with the above.

 

Phases

Phase I (1^st Year)   Targetting the Deaf

-          1) Activities to attract them back to MHI

-          2) Promote friendship amongst the Deaf

-          3) Motivate them to stay

-          4) Select leaders and managers. Those who are not willing to serve to continue to participate in activities or programs

-          5) Tell them about Phase II

 

Phase II (2^nd Year)   Targetting the Hearing

-          1) Training in Sign Language

-          2) Promote friendship with the Deaf

-          3) Motivate them to work with the Deaf. Not to look down on Deaf and not to see Deaf as only people who are helped

-          4) Motivate them to join MHI Church; a church and community of Deaf and Hearing

-          5) Tell them about Phase III

 

Phase III (3^rd Year)   Targetting the Hard of Hearing

-          1) Introduce into the Community of Deaf and Hearing

-          2) Motivate them to adopt a bilingual Culture

-          3) Learn Sign language

-          4) Become the Unique Church of Deaf, Hearing and Hard of Hearing

 

 

 

 

Outreach dept

 

We already agreed that plans could be subdivided into:

1.      Long term plans

2.      Medium term plans

3.      Short term plans

 

In order to obtain results and study whether the activities do benefit our ministry as well as members and outsiders.

 

The target market needs to be analysed. This target market primarily consists of individual needs who or will be

-          Light user

-          Moderate user

-          Heavy user

 Of the needs to be met.

 

It is much difficult to define.

 

Vision statement is divided into two sections

a)      Internal – who are we?

                       Who do we do?

b)      External – what is being satisfied?

                        Who is being satisfied?

                         How is the need being satisfied?

 

We may have to break down into four phases.

-          Phase one ( the beginning)

-     Phase two (growth)

-          Phase three ( maturity)

-          Phase four ( the end or a new beginning )

To complete the vision…

 

We roughly talked about:

 

·         Corporate plans

 

We have new MHI vision so we are modifying our ideal outreach concept to suit in the MHI vision indirectly.

Not only that, we are thinking of ways to unite people together into one community.

 

First thing, we target on Deaf, as it is a high majority where we need to bring back.

How? Continue to organise more informal gatherings by communicating effectively with them until they felt secure with the vision.

 

Objective: Promoting family oriented in MHI

 

When? It will be held on every three months where we can eat together. The budget will be always be variable from twenty to twenty five dollars.

 

What style of dinner should be appropriate? Buffet should be worth spent.

 

I will start the first gathering in late may. Tentative place is at Marina Square - Thai food buffet.

 

Target number of people is at least 20 people.

 

What we need is to do:

 

To ask our members to update their particulars in the record. It is much easier to send e invitations than sms. Sms is a purpose to remind them of incoming activities. Some people do not have email; we can send them by post.

Easier to maintain

We have to tell what we have for this year as introduction.

 

What does the plan benefit us- outreach managers?

 

This plan produces a positive encouragement in multiplation of numbers of people.

 

We encourage every member to bring one friend to join for every gathering.

 

First gathering in may – 20

Second gathering in august – 40

Third gathering in Nov – 80

 

What tool of management is used?

Continuous Motivation

 

The strongest factor in motivation is growth opportunities. This provides all of us with the chance to develop and to succeed. It allows them to reach the potential that is within them.

 

People will stay where there is an opportunity for growth. The benefit of growth motivation is that people will be retained and be able to perform at a higher level of skill. But it also requires a long term orientation and commitment from us. We have to create those opportunities for growth and allow people to stay and develop the vision.

 

- Second thing, we are to encourage hearings to be active in full participation in terms of befriending. Push them to be more daring in approaching.

 

Hearings need to be able in flexibility. They need to walk the talk as we do.

How? We make them involved in our programs.

 

Lets say second gathering, we hope to get 40 people. We have to make every hearing to sit together with a group of Deaf dinning in one table.

 

One table consists of 10 persons

-          9 Deaf

-          1 hearing

 

I will arrange the ongoing support training for new comers like befrienders.

Determine the values of training?

 

- Third thing, as for hard of hearings we are to promote the bilingual culture where hard of hearings can see the strong interaction of hearings and Deaf in communication and

It is much difficult to find hard of hearings in street. If available, it is a really unpleasant to make a conversation therefore hard of hearings do have their own restriction in making friends with.

 

Victor brought up the idea about reaching out to Methodist schools where got hard of hearings. We can promote free tuition, self-development assessments to them. Not only that, we do have opportunities for them to make friends with hearings as well as Deaf. They are allowed to display their talents and maximise their potential. We do provide training.

 

To have sign language camp for hard of hearings kids to enjoy in fun learning environment.

Jane will make special arrangements with us if we want her to help out.

 

Our pastor needs to liase with principals for future automation where hard of hearings could be referred to us through Hannah.

We support welfare and counselling sessions with them in their well being concerns.

 

Hope to see the increase in hard of hearings in every activity. Maybe the fifth or sixth gathering.

 

 

·         Budgetary plans

 

Total proposed budget is $18 000. Emergency for last min purposes of budget is two thousands dollars.

 

Sars will affect the people s donation. We have to think of recycling and find ways to reuse old things.

 

·         Operational plans

 

Sars is a big problem. We have to wait and observe how the sars affect the life in secondary schools. If failed, we may have to withdraw the ASC from our program list.

If fully affected, we have to urge a crisis meeting with committee members.

 

If a situation improves, I would like to suggest few things to be added in the facilities of ASC.

 

-          Besides LAN games, self-educational assessments (CD-ROM) should be added in PC to allow the students to practise and revise their work.

-          Not only that, self-development assessments (CD-ROM) are needed to added so that to build one s character. E.g. leadership , etc

-          General Quiz to keep them entertained in testing their knowledge if they are bored with games. Where to find these quiz? Go to the website www.knowledgenet.com.sg where got national education and social studies. Then saves the quiz in the floppy disk and install it in all PC.

-          Inform students that they can do projects in centre.

-     “Just once a month” workshop – team building, how to do well in presentations and etc.

 

How do we determine how we can make without information from situations?

What happens if the government or Bishop condemns part or all of our location?

What happens if part or all of our activities or MHI centre is destroyed due to a natural or man-made disaster?

 

·         Marketing plans

 

Problems:

Biggest problem is financial constraints where Deaf face. Many Deaf prefer to have heavy usage of benefits.

 

Lifecycle benefits will help to achieve the goal of winning people?

Yes but it is intensive in terms of resources.

 

How are we going to change people s mindset?

 

MYTH: What are MHI benefits for people? They are known as free food and free subsidies of activities.

 

MYTH: What are people benefits for MHI? Cheap labour and be mocked by.

 

We are to invent the cultural integration style to be used in every activity. Where do we get time to emerge the two cultures into one? Three targets (hearings, hard of hearings and Deaf) at a time

 

Is our training on cultural integration effective to hearings?

 

Research on cultural integration is needed so a special task force has to be made. Special task force members will help us to draw the three targets closer to be one.

 

What are the advantages of outreach department compared to Touch and Sadeaf?

To become a community where all come to be equal regards of what they are.

 

 

What are the disadvantages of outreach department compared to Touch and Sadeaf?

 

Job placements

 

 

What are our MHI obligations to promoting people s needs?

 

Share the joy and love with them through God. 

 

·         Production plans

 

Old computers need to be repaired.

Need to arrange a target schedule of things to be done.

When to open and close?

 

How long they can be maintained in the fast changing pace?

 

·         Manpower plans

 

Training for befrienders – once every six months

How many befrienders to be in maximum?

Otherwise they will be on float at all times.

 

Befriender’s commitments?

 

What are our obligations as a manager?

 

What are the members’ obligations?

 

What are the outsiders’ obligations?

 

Have we made a comprehensive list of all the obligations and responsibilities we are required to perform?

 

Determine the values of service?

 

What continuous value do we provide the members after they have been in existence for a period of three to four years?

 

What can member expect when he or she joins?

 

For beginning year, what is the definition of outreach?

Characteristics?

Applications – whom we target?

 

How to recognise person whether he or she is a member?

I suggest we need to send an Acceptance and notification / revocation with validity period letter to the interested parties.

Preliminary enquiry may be raised, given a month between invitation to tender membership. The invited parties are in a position to comply the regulations and obligations when necessary.

 

 

Is the initial term long enough for us to finish all the targets?

Forecasting plans – must plan permanent activities for future

 

Strategy:

 

Content: Realistic – represent a reasonable estimate of what the needs of market take.

               Comprehensive - assessments of future levels of all the needs

               Comprehensible – must be able to understand the plan

               Appropriate – manpower reliable

 

-          The retirement benefits are benefits where we can get for our children as well as ourselves in reducing the unpredicted financial constraints and lessening our worries.

            Example: Having a childcare centre where we can put our kids to be looked after as well as to let our kids grow in the cultural integrated environment where we desire our ministry to be.

 

-          employment

 

 

 

Welfare

 

High percentage of Deaf jobless

·         car wash at fort canning car park

·         Once a month at third place café or any lobang of third place event, they can sell food and drinks but the food must be creative.

·         Set up deaf event management group to scout for any deals that needs us to organise for people. Let s say dancing for weddings and etc

 

Lin Shifeng

17^th April 2003

 

 

Aim:

 

·         Train people to become leaders and managers for next batch.

 

·         Maximize their potential in whatever areas of their gifts eg logistics, befriending, organising, counselling, etc within their freedom of learning and using.

 

·         Share our Outreach Department vision to help them understand MHI vision and build a Retirement Home for everybody where they can enjoy the retirement benefits.

 

·         Encourage team work

 

 

Method:

 

·         Continue with activities organised by COSC or outside COSC. These activities just gather the people, but may not have any long term aim

·         Organise Programs for them. Programs are a series of activities which will fulfil MHI vision and Outreach Aim

·         Think in terms of projects which will benefit the targeted groups (not individuals) to fulfil the Outreach Department Aim

 

Benefits:

·         We will avoid selling Outreach Department by rewarding people with status benefits (i.e. promotion).

·         We try not to promise them anything except we may have to offer different forms of benefits which our members are used to (e.g. member looking for a job, but instead of finding a job, we help them build a business)

·         instead we will encourage people to maximise their potential by training them (either in MHI or other organisation)

·         Training increases benefits, which cannot be counted or seen. It benefits the character and the person as a whole.

·         Benefits can be counted as the satisfaction to be in an organisation where everybody has their own area of specialisation and the organisation grows (dynamic) because of that.

 

 

We discussed expectations:

 

1) Members have different expectations. E.g. what is the meaning of no future? Expectations for some of members may be just to have a simple job from Monday to Friday, have friends to chat with on Saturday and Sunday. To be able to hang out.

2) Some enthusiastic members may not be leaders, but they can be managers. Leaders are expected to bring the team together and think of long term plans and visions. Managers help run programs.  "Volunteers" as we are finding out have different expectations. Some are "ad hoc" they don't plan, they don't organise, they just want to "help" during the activities and then leave. Some are keen to "help" on programs eg tuition (more regular, but not plan or organise)

 

3) Hearing expectations and Deaf and HH expectations are maybe different.

 

4) With SARS, the needs of all are changed. It may be short term goals because no body is certain about long term.

 

 

We discussed other things:

 

1) Need to get ex MHI to come back.

2) Tell them about new Vision and direction of Outreach Department

3) Start training and motivating those who are willing to serve as leaders, managers, volunteers, etc.

4) Change mindsets and expectations

5) Ex MHI needs may have change and we need to interview them about their changing needs.

 

 

_____________________________________________

 

This was not really discussed:

 

·         If we sell Outreach Department to attract people to create their retirement home, it may not be suitable for the younger ones.

 

To avoid that, we sell with a smile and positive words. Positive words build bridges.

 

·         I feel that we need to hold the old thinking, " We intend to make MHI our Second Home" A much easier idea to accept for the younger ones.

_____________________________________________

 

Evelyn's style of management:

 

- Flexibility

- Gives general direction for the Department to work

- Draws restriction and limitations

- Do not reward with tangible things e.g. promotion; rather the rewards is to see the organisation grow

- Encourages training and team participation

- Does not beg for the best person to be in the department, prefers team players rather than the most abled person to do the job

- Family oriented

- Recognise that the Committee works better in an organisation which is respected by others outside; emphasise publicity

- Prayer oriented

- Consultative style of management

 

________________________________________

 

Victor Keng

15^th April 2003