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Windmills 2016

Curriculum Guide
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Training CD
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      WINDMILLS (Revised 2016)
CHANGING THE PERCEPTION OF ABILITIES TRAINING PROGRAM

For WINDMILLS Training of Trainers, contact Milt Wright & Associates, Inc. at mwright@miltwright.com or call 818-349-0858.

What is the "Windmills" Training Program?
How can the "Windmills" Program help my organization?
History of Windmills Training
Windmills training Goals and Objectives
Training Modules

WHAT IS THE "WINDMILLS" TRAINING PROGRAM?
Revised in 2016, “Windmills” is a high-impact, changing the perception of disability training curriculum. The program consists of 12 modules that use participation and discovery as learning vehicles.

HOW CAN THE "WINDMILLS" PROGRAM HELP MY ORGANIZATION?
Many organizations would like to employ persons with disabilities but find that fears, biases and myths create barriers in the hiring process. The training focuses on attitudes and human factors, while addressing concerns including legal requirements and accommodation. The modules primarily consist of exercises relevant to the everyday world of work to which participants can relate and then remember on the job. The new “Windmills” program also incorporates language and requirements of the Americans with Disabilities Act Amendment Act ADAAA.

HISTORY OF WINDMILLS
In 1981 the California Governor’s Committee on Employment of People with Disabilities (Governor’s Committee) identified employers’ attitudes and misconceptions as major barriers to increasing the employment rate of people with disabilities.

Friends of Californians with Disabilities, Inc., a non-profit, 501(C)3 organization has overseen several revisions that have modified WINDMILLS to reflect the new ADAAA and the most current language, laws, technology and social trends relating to the culture of disability.

In 2008 WINDMILLS was revised to be consistent with the ADAAA and three new modules were added to include: post traumatic stress, emotional disabilities and traumatic brain injuries.

WINDMILLS was highlighted in a report in the American Journal of Rehabilitation. The article was the result of a fourteen-year study on attitudes and the barriers to employment.

In 2016 the WINDMILLS modules were updated by Milt Wright & Associates, Inc. to reflect recommendations from trainers throughout the country and to address current Disability Inclusion issues and the Americans with Disabilities Act – Amendment Act (ADAAA).

WINDMILLS TRAINING GOALS AND OBJECTIVES
WINDMILLS is based on the concept that attitudes about persons with disabilities are instrumental in forming behaviors toward individuals with disabilities. If supervisors change the attitudes they have about persons with disabilities, they will be more open to changing their own behaviors. The Windmills program will promote the employment and advancement of persons with disabilities.

WINDMILLS has a proven history of assisting those with and without disabilities to better understand the culture of disability in the workplace. It is best defined as an employer-employee training tool designed to change attitudinal barriers and create a new perspective on the unique abilities of individuals. It accomplishes this by offering modules wherein participants and a professional trainer interact. Although there are twelve modules, training sessions may vary from a single module to several modules or all of the modules in one or a series of workshops.

WINDMILLS is implemented most effectively by a Windmills professional trainer who has excellent communication skills, a disability, or is a strong disability advocate. It is imperative that the trainer be well-versed in the delivery of the 12 modules.

WINDMILLS USERS
As an employer-employee awareness program, WINDMILLS has expanded from a Human Resources’ and Administrators’ program to include all levels of employment in:

Through participatory exercises, participants are able to identify emotions, stereotypes, and attitudinal barriers that may make them less effective managers when dealing with persons with disabilities. Through group discussions the participants will reach an understanding of those attitudes, and will learn methods and techniques to assist them in becoming more effective managers.

THE 12 MODULES INCLUDE:

  • MODULE 1: THE STORY MODULE
    Ice breaker exercise that allows participants to realize that they have all had experiences with disabilities or persons with disabilities and can identify with the importance of disability inclusion.

  • MODULE 2: PICK A DISABILITY
    Examine stereotypes associated with common disabilities and illustrates participants’ emotional reactions to specific disabilities. Helps participants understand how an individual’s prior perception of a disability can keep successful applicants with disabilities from being hired.

  • MODULE 3: PROFILES
    Examine how stereotyping of persons with disabilities may impact employment decisions and teaches participants to evaluate on a case-by-case basis each person with a disability.

  • MODULE 4: REASONABLE ACCOMMODATION
    In this interactive exercise participants are asked to evaluate the potential needs of persons with disabilities and to formulate possible creative solutions. Participants learn the interactive communication process to develop reasonable accommodations.

  • MODULE 5: DISABILITY – FACT OR FICTION?
    This diversity disability inclusion module is an exercise wherein participants complete a questionnaire and review their knowledge about disabilities. The goal is to become more comfortable and effective in our workplace interactions with people with disabilities. Participants become aware of respectful etiquette and language for creating a comfortable work environment and they learn the basics of disability employment law.

  • MODULE 6: TAKING THE EMOTION OUT OF EMOTIONAL DISABILITIES
    This exercise introduces the concept that persons with emotional disabilities are also able to perform on the job as effectively as persons without emotional disabilities. Participants learn to objectively consider reasonable accommodations for persons with emotional disabilities.

  • MODULE 7: THE CALENDAR GAME
    This exercise gives participants a chance to formulate better ways to utilize employees with disabilities. The activity includes interactions between four departments within the same company needing to resolve a schedule problem while examining the dynamics of the groups’ interactions with their new employees with disabilities.

  • MODULE 8: TRAUMATIC BRAIN INJURIES
    This module will introduce participants to practical information about traumatic brain injury (TBI) as well as participants’ assumptions and beliefs about how traumatic brain injuries affect job performance. Participants identify effective ways to accommodate employees with traumatic brain injuries.

  • MODULE 9: ENCOUNTER
    This interactive session will help participants feel more confident and relaxed in dealing with disabilities. Participants are able to ask questions to a panel of people with disabilities in a safe, information-sharing environment. This exercise may be combined with Module 12 - Ask It Basket.

  • MODULE 10: WHOSE FAULT
    A successful diversity program is reflected in a company’s hiring practices, and is embedded in the company’s culture. The hiring and promotion of persons with disabilities relies on an integrated working relationship among many levels of management and staff. Participants will hear examples of how “miscommunications” can impact the workplace. Participants will then determine where miscommunication occurred and brainstorm strategies that might have prevented the miscommunication.

  • MODULE 11: THE RUMOR GAME
    This exercise is designed to illustrate how rumors and inaccurate information can affect the employment and return to work of people with disabilities. It offers practical suggestions for avoiding rumor problems that can arise when employing people with disabilities.

  • MODULE 12: ASK IT BASKET
    This exercise is designed to reduce inherent fears about asking questions regarding disabilities or persons with disabilities. Participants will learn simple and easy ways to get answers to any future questions they or their co-workers might have about disabilities.