Person Centered Organization

Colorado Bluesky Enterprises (CBE) Board of Directors and Management Team committed to becoming a Person Centered Organization in 2013.  In January 2014, the organization implemented the yearlong Person Centered Thinking (PCT) training for all current CBE employees.  Additionally, Service Agencies and State employees who wished to participate received this training, resulting in over 250 persons being trained in 2014.  As part of this process 20 PCT Coaches and 4 PCT Trainers were identified.  The Management Team was identified as PCT Leaders with the charge to work with the Coaches and Trainers to implement PCT values and practices throughout the organization. 

The process of becoming a PCT Organization is based on 3 levels of change:

  • Level 1 Staff - changes the staff can implement in their daily duties regardless of the department they work in.   Obviously, staff working with the persons they support will have a direct impact on those individuals.  These changes not only affect persons receiving services, but also how we relate to others in general.
  • Level 2 Organization - changes the organization can implement through policies and overall management operations. 
  • Level 3 State - changes that the State of Colorado can make through rules & regulations, waiver redesign, and quality improvement surveys. 


What have we learned? 

  • We learned that even though we thought of ourselves as person centered, we had a lot that we could improve on. 
  • We learned that some of our management practices were not in line with PCT values and principles.
  • We realized that it is important to work closely with the State to help implement Level 3 changes. 


What have we done?

  • We have implemented many of the tools from the PCT tool box in all departments.
  • We have made changes to annual staffing’s that are conducted by using more PCT techniques.
  • We have made changes to support plans for individuals receiving services by implementing tools that encourages more of their input.
  • We have made changes to agency policies, job descriptions, and employee evaluation forms to include PCT language and expectations.
  • We have worked at the State level through Alliance of Colorado to begin collaborating with the State to secure funding to train organizations in the State on PCT. 


Where do we go from here? 
CBE has entered into a contract with the same firm to begin year three of this process.  It is estimated that the process to become a PCT Organization takes no fewer than 3 years, but as many as 5 years.  Becoming a PCT Organization is also identified in CBE’s 5 year Strategic Plan and is on the track to be in compliance with the Medicaids Final Settings Rule.

CBE is excited about the road we are on and while Medicaid rules will require that organizations receiving Medicaid funds implement PCT values and practices in their service delivery, CBE believes that more importantly it is the right thing to do.  PCT fits with our Vision which is: “To Teach. To Support. To Inspire.”

We Teach. We Support. We Inspire.

As Colorado Bluesky moves forward with person    centered thinking we have had the opportunity to learn new tools that we can put to use in all aspects of the agency. The following is a list of the skills that we have learned, what the method does and one of the many ways that skill can be used:

Important To & Important For is a way to organize information we collected. By sorting what we have learned into these two categories, it gives us a deeper understanding of that person. We can use this alongside other skills to help think through a situation.

The Donut helps to identify roles and responsibilities. This can be used to help everyone understand where their responsibilities are and it can help create job       descriptions.

4 + 1 Questions helps us to learn from what has already been done and where we should go from there. This skill can be used many ways and we often find our selves using this after big events to make changes and improvements.

The Learning Log help us to identify learning structures and to pass information on to other staff  to improve our communication. This is used to assist in writing contact notes, better training and teaches us where we need to make changes in specific areas.

Working & Not Working is a great way to analyze specific situations and perspectives. It provides a detailed snap shot of how things are currently working. This has been used in many department and interdisciplinary team meetings to help drill down any situation while getting perspective from everyone involved.

Relationship Mapping this create a visual picture of who is in a persons life.  This is used to help decide who needs to be involved in planning, identify who is in a persons life and to help with staff matching.


Rituals and Routines identifies how a persons day goes from start to finish.  This is used to help understand a person better and what is important to and for that person.  This also identifies specific supports someone may need during their day.

Good Day/Bad Day is a simple way to understand how someone can perceive their own day to be good or bad. It assists in  clear communication and understanding of each persons point of view. We use this to help identify important to/important for and to help increase the good days.

Two Minute Drill helps us to learn information about an individual in a relaxed non-threatening way. This is used to help learn new staff and persons we support. It’s also used to help gain more important to and important for information.

Communication is a one page document to get a quick view of how a person communicates. This can be especially useful for individuals who are non-verbal. Staff can use this to quickly learn new individuals and the best way to support them.

Positive Reputation  is another way to learn important to and important for information. It also gives a positive description of someone; a “like & admire” type of document. We can use this to help increase positivity, learn how to support each other, and identify positive characteristics.

Matching gives us a great way to make good matches with staff and persons we support. It can match characteristic's, personalities, likes, dislikes and encourage good matching for skills and supports.