Supervisors Core

Days 5-6 A Micro-Climate of Sanity

A Micro-Climate of Sanity: Maximizing Individual Worker Performance and Strengthening Educational Supervision Skills

Level: Core Practice – Supervisor

Credits: 12 (6 hours per day)

Intended Audience: New Supervisors, 0-2 Years

Intended Objectives:

  • Identify the stages of social worker development and the needs that are a part of each stage, and be better able to implement strategies and take approaches that meet those needs for staff.
  • Identify a variety of learning and problem solving styles, and be better able to help staff learn to do their job better.
  • Recognize the process of transfer of learning and what needs to occur before,during and after training to increase effectiveness.
  • Identify the participant’s own learning and problem solving style and how it affects the participant in the role of teacher and trainer.
  • Be better able to clearly communicate performance expectations and standards to staff and utilize factors that motivate staff towards improved job performance.
  • Create a learning environment focused on the development/maintenance of competencies, professional judgment and sound decision making through strength based supervision.
  • Be able to assess the training needs of the staff and assess staff readiness for learning, apply principles of adult learning and assist staff to transfer knowledge/skills learned in training to their jobs.
  • Be able to analyze the performance discrepancies of staff, differentiate those that result from a lack of training from those that result from a lack of motivation and take necessary action.
  • Be able to coach staff towards improved performance through corrective action and effective delegation.
  • Be able to write more accurate performance evaluations and be able to write, and effectively implement, corrective action plans.
  • Be better able to effectively provide frequent, timely, and culturally sensitive feedback in culturally competent ways.
  • Use reflection and self-examination to address cultural competence issues with staff,be able to engage and assess the cultural competency skills of staff in evaluating their performance and develop plans for change where needed.
  • Value strength based approaches to addressing performance issues with staff.
  • Value the role of the supervisor in the transfer of learning process for staff that attend training.
  • Value professional development as a life-long process, and support staff in applying what is learned in their own training to the job.

Topics Include:

  • Setting and Communicating Expectations to Staff
  • Bringing Out the Best in People ( aka Diagnosing Performance Discrepancies)
  • TTABOO topics
  • Coaching for Improved Performance
  • Giving Feedback
  • Corrective Action Interview
  • Delegating Tasks for Staff
  • Maslow’s Hierarchy of Needs
  • Stages of Worker Development
  • Supervisors as Teacher/Trainer: Examining How We Teach and Train Staff
  • Testing your Knowledge of Adult Learning
  • Supervisor Training/Teaching Opportunities
  • Individual Learning Styles
  • Kolb’s Learning Style Inventory
  • Preferred Learning Situations
  • Transfer of Learning

Competencies Addressed:

AS9. Participates in the recruitment, selection, and transition process.

AS10. Assess employee performance issues and recommend intervention.

AS11. Able to effectively manage the unit.

AS12. Utilizes leadership skills to effect employee performance.

ES1. Understands and values diversity and different styles of perceiving, learning, communicating, and operating.

ES2. Understands the value of a developmental approach to supervision and can adapt supervision style to worker’s stage of development.

ES3. Knows how to improve the transfer of learning from the classroom to the field.

ES4. Understands the value and components of a mentoring program.

ES6. Able to provide constructive feedback.

ES7. Able to apply coaching techniques to supervision situations.

ES8. Knows and can recognize when a worker’s emotional responses and/or judgment interfere with the casework process and can empower the worker to identify and examine these issues.

ES9. Knows the value and components of proactive, structured supervision.

SS2. Knows how to motivate staff.

SS4. Able to recognize burnout and recommend interventions to address it.

SS6. Able to identify and facilitate successful resolution of conflict.

SS7. Able to apply strategies to increase the job satisfaction of workers and improve

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