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supervision and management The NRC offers supervision and workforce development training for a variety of human services organizations. We have developed multi-module curricula of eight to ten days in length for supervisors in public child welfare and for supervisors of family support programs. In addition, we offer one- and two-day trainings which can be tailored to organizational needs. Multi-Module Curricula
Supervision of Practice Supervision focused on case practice is directly related to increased competence and to job satisfaction among child welfare workers. This training gives supervisors the training and hands-on tools they need to develop their workers' practice skills and improve outcomes for families. Supervisors will be provided with a variety of hands-on tools to enhance their strength-based supervisory practice. The training is based on a field-tested curriculum developed by the National Resource Center for the Iowa Department of Human Services with funding from the U.S. Children’s Bureau. For details, click here. Reflective Case Consultation/Clinical Supervision This one-day hands-on training is for supervisors who wish to enhance their skills as reflective supervisors. Cases will involve common decision-making points, such as mandatory reporting, and case closure, as well as clinical issues, including substance abuse, adult and child mental illness, and domestic violence. Videotaped examples of reflective supervisory sessions are used, We offer
versions of this training for child welfare, family support, and
income maintenance supervisors, and can tailor the training to other
organizations. Participants will learn the elements of effective interviews, compare four different interview styles, learn about behavioral based interviewing techniques and write behavioral based questions, and become familiar with a variety of pre-screening tools used to more accurately assess and forecast applicant’s suitability to employment, including Realistic Job Previews. The training also aims at decreasing the role of bias in interviewing through exploration of subtle patterns in assessing applicants’ qualifications and suitability. Recruiting & Retaining a Diverse Staff This workshop explores the role of staffing in developing organizational cultural competency. We discuss issues of organizational preparedness, recruitment, retention and the development of an organizational culture in which people of all backgrounds can thrive, contribute, and develop necessary competencies for a diverse workforce. We examine participants' organizations and work together to define actions to create an organization with a culturally diverse and competent staff. Participants should bring information about: the demographic make-up of paid and unpaid staff (including volunteers, board of directors), demographics of clients (i.e., service users, patients, customers), and a demographic profile of the community, as well as any general brochures and/or staff-related materials that are currently used in the agency. Design a Developmental, Competency-Based Supervision Program Learn how to use a set of competency based tools to write your own competencies and conduct formative, developmental evaluations of your workers. Design your own supervision manual and learn how to partner with workers to maximize their potential. Tools include the NRC’s Developmental Planning and Support Tool, Supervision Manual template, a set of developmental competency templates and examples from child welfare and family support, individual and unit development plans, and a tool for developing effective in-service programs.
Managing Underperforming/Impaired Workers This workshop will explore supervisory challenges when supervising underperforming and impaired workers. First, we will explore working with staff members who are underperforming specific tasks of their job. Participants will be introduced to a assessment process for identifying the primary contributing factors resulting in unacceptable performance, apply it to a current workplace concern, and identify possible interventions for improving performance . The same process will be applied to supervising underperformance due to impairment and how to identify changes in employee behavior indicative of personal concerns interfering with work performance. Documentation will be addressed. Managing a Diverse Workforce This training increases managers' competence in managing diverse workforce dynamics. Topics include the impact of majority/minority dynamics. how to use perspective-taking to manage those dynamics, and skills for effective communication across social and cultural difference. We explore how managers can work with majority identity workers to build their commitment to diversity, and how to integrate that commitment throughout the unit and organization. Understanding Learning Styles The training provides an overview of learning styles (perceptual and processing) , their importance in supervision, and suggestions for integrating learning styles and adult learning principles into individual supervision and in-service presentations. Participants will identify their own learning preferences and take home a simple-to-use tool for staff use.
Supervision of Intergenerational Diversity This popular workshop explores the strengths of generational diversity in the workforce and the accompanying supervisory challenges. Supervisors participate in exercises in perspective taking to better understand how to attract and retain a generationally diverse workforce and how to effectively manage intergenerational conflict. Professional Writing: Skills for Supervisors This workshop teaches
strategies for effective communication through the common types
of written documentation in family centered practice including case
notes, court reports, and referral letters. Participants will
be able to
Identify ethical
considerations involved with professional writing, understand
the supervision process of professional writing, and identify
the structure and methods of feedback involved with assisting supervisees
and co-workers with their professional writing, including use of
various software. Leadership
Skills Supervisors will learn techniques for empowering workers through change, guiding workers through transitions, understand different “learning styles” of change, articulate the elements of a change communication plan, use an action plan for change, and incorporate “small wins” into a change strategy Giving Effective Feedback Learn effective strategies for giving feedback to employees; practice giving and receiving feedback. Running Good Meetings Taught as part of child welfare leadership skills, this workshop teaches skills for running effective meetings based on John Tropman’s work, including agenda formation, meeting decision rules. Participants also learn techniques for avoiding “Group Think”. Empower Your Team The "platinum rule" in human services organizations is "treat others as you would have them treat others". Organizations with a strength-based, family-centered, empowering approach to clients must model a parallel process in their relationships with staff. This workshop uses case examples to increase supervisors' skills in identifying team strengths and empowering teams to reach levels of excellence. Manage Team Conflict Conflict can lead to better ideas and more team productivity, but too much conflict saps the energy out of the team and its leaders. This short training focuses on when and how to mediate, arbitrate, or negotiate workplace conflict. Trainees participate in a computer simulation.
Leadership Skills for Child Welfare Supervisors: This one or two day workshop focuses on essential skills for leadership in child welfare. Topics may include: leading positive change, running effective meetings, managing underperforming/impaired employees, team facilitation, managing diversity and/or managing conflictual teams. Developing
Successful Programs Multiple studies have correlated stress with worker turnover. This training presents a variety for supervisory techniques for managing workplace stress, with a focus on promoting resilience and building a strong, safe workplace. Topics include building your staff’s resilience, addressing secondary trauma in the workforce, what you need to know about critical incident debriefing and critical incidence stress management, and agency safety checklists. Secondary Trauma in Child Welfare: Managing the Effects of Daily Exposure to Trauma The child welfare
profession is unique in terms of rewards
and demands. Ironically,
one of the most cherished qualities necessary for effectiveness
-- empathy -- is also one that can make the worker vulnerable.
This workshop explains the causes and symptoms of secondary traumatic
stress and vicarious traumatization and offers guidance to supervisors
for assisting their workers in dealing with the daily exposure to
trauma. A self-assessment checklist is provided. Ethical Program
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