Workforce Development Quickbits:

QUICKBITS & MICROLEARNINGS

These short online segments (3 –7 minutes in length) are designed for busy child welfare professionals at all levels and do not assume knowledge of the LAS or LAMM curriculum.

DIVERSITY QUICKBITS:

The Diversity QuickBits highlight content on Cultural Humility. They are designed for a general child welfare audience and are drawn from a one-hour module from the Leadership Academy for Supervisors on Diversity Leadership.

 

quickicon1.fwDiversity QuickBit Module 1: Cultural Identity and Situational Factors: Knowing ourselves helps us to recognize our personal biases and stereotypes and to see the world from the perspective of others. This short (7 minute) module, also explores two situational factors that affect our ever-changing sense of cultural identities: saliency and intersectionality.

 

quickicon1.fwDiversity QuickBit Module 2: Cultural Openness: An important dimension of cultural humility is to maintain an openness to the cultural differences. This short (3 minute) module provides an overview of the ways we can learn from the people with whom we interact, reserving judgment, and bridging the cultural divide between our perspectives.

 

 

WORKFORCE DEVELOPMENT QUICKBITS:

The Workforce Development series of QuickBits focuses on the NCWWI Workforce Development Framework. The content is abstracted from the LAS Core Curriculum module on Leading People.

 

quickicon1.fwWorkforce Development QuickBit Module 1: Why People Stay and Why They Leave. Our workforce is our most important resource and yet recruitment and retention continues to be an issue for many child welfare agencies. In this short module, less than three minutes in length, we look at the Pull factors that encourage staff to stay on the job and the Push factors that encourage them to leave.

 

quickicon1.fwWorkforce Development QuickBit Module 2: Workforce Development Framework. To address workforce challenges, the National Child Welfare Workforce Institute has developed a comprehensive framework (the WDF) to help attract and retain a high performing workforce. In just over four minutes, this module provides an overview of the components. Other modules in this series go into more detail about each of the components.

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Workforce Development QuickBit Module 3: Workforce Development Foundations. This three minute module focuses on the center of the NCWWI Workforce Development Framework (WDF) to highlight the strategies to implement a workforce development system. It identifies the importance of clear vision, mission and values and leadership at all levels in attracting and retaining a committed and high performing workforce.

 

quickicon1.fwWorkforce Development QuickBit Module 4: Understanding Job Requirements. Clear information about the job requirements is a fundamental building block in implementing a workforce development system. In just over three minutes, this interactive module demonstrates how job analysis and position requirements provide critical information for all of the elements in the Workforce Development Framework.

 

quickicon1.fwWorkforce Development QuickBit Module 5: Educational Preparation. People who come to the job with the right educational preparation and skills are more likely to succeed, to feel good about the job and to stay. This five minute interactive module demonstrates ways to promote closer relationships with colleges and universities that help to make the education and professional preparation process match the needs of child welfare work.

 

quickicon1.fwWorkforce Development QuickBit Module 6: Attracting the Best. People feel more competent and are likely to stay when they have realistic expectations about what the job entails and when there is a good match between the requirements of the job and their own capabilities. This five minute module provides information on effective recruitment strategies that begin with a consistent message both realistic about the job and inspiring to potential candidates.

 

quickicon1.fwWorkforce Development QuickBit Module 7: Selecting the Best. Competency-based, standardized interviewing processes provide insight into candidates’ potential “fit” with the job. Hiring procedures that minimize cumbersome processes and lengthy delays are also important strategies. This five minute module provides information on the screening and selection process, the importance of focusing on entry level competencies and the steps in a screening and selection system.

 

quickicon1.fwWorkforce Development QuickBit Module 8: Creating a Supportive Culture. People are motivated to stay on the job when their basic safety and security needs are met, and when they feel supported, both personally and in their work. This four minute interactive module describes strategies that leaders at all levels can implement to create a more supportive environment.

 

quickicon1.fwWorkforce Development QuickBit Module 9: Dealing with the Effects of Secondary Trauma. Secondary trauma is a predictable and frequent occurrence in child welfare. This short module, just under four minutes in length, describes the important role of leaders in recognizing and intervening in the experience of secondary trauma.

 

quickicon1.fwWorkforce Development QuickBit Module 10: Creating a Learning Culture. Helping staff grow professionally is a key workforce development strategy. This includes both a comprehensive training infrastructure and promoting a learning culture where continuous learning is encouraged. This five minute module includes a self-assessment and strategies to promote a learning culture within an agency.

quickicon1.fwWorkforce Development QuickBit Module 11: Supportive Community Context. People need to feel that as child welfare professionals, they are a valued partner in the larger community and that everyone is collaborating together to support children, youth and families. This xx minute module describes how good media relations, partnerships with families and local community agencies and university collaborations all help weave the web of connections that support this goal.

 

quickicon1.fwWorkforce Development QuickBit Module 12: Performance Management in Child Welfare. The quality of supervision, clear performance expectations and a coherent, consistent performance management system are key factors in promoting commitment and retention of staff. This xx minute module describes the importance of making performance management an on-going process and illustrates thse short online segments (3 –7 minutes in length) are designed for busy child welfare professionals at all levels and do not assume knowledge of the LAS or Le parallel between performance management and child welfare practice. 

 

quickicon1.fwWorkforce Development QuickBit Module 13: Creating an Inclusive Team Culture. People need to work in a culture and climate where they feel valued and part of a team committed to a common goal. This five minute module describes how people need to be included in meaningful decision-making and see that diversity and individual differences are valued to achieve the vision and mission of the agency.

 

 

LEADERSHIP AND CHANGE IMPLEMENTATION MICROLEARNINGS:

 

quickicon1.fwChange & the Roles People Play (2 minutes) This microlearning provides an overview of the different stages people buy in and effective engagement strategies for each. Completing this course will develop your leadership skills in the Leading People and Fundamental Competencies domains of NCWWI's Leadership Model. It also provides strategies that can be used to support the organizational environment & community context components of the Workforce Development Framework.

 

quickicon1.fwGet on the Balcony (3 minutes) Leadership requires assessing the overall environment which can be done by stepping back to view the patterns, relationships, and context. It's the understanding of the big picture that separates leadership from management. We know this isn’t as easy as it sounds so this microlearning will provide some strategies for getting on the balcony which is 1 of the 7 behaviors of adaptive leadership. Completing this course will develop your leadership skills in the Leading Change and Leading People domains of NCWWI's Leadership Model. It also provides strategies that can be used to support the organizational environment & community context components of the Workforce Development Framework.

 

quickicon1.fwLeading Change with Vision (2 minutes) This microlearning explains how to develop effective vision statements for change initiatives. Completing this course will develop your leadership skills in the Leading Change and Fundamental Competencies domains of NCWWI's Leadership Model. It also provides strategies that can be used to support the Vision, Mission & Values component of the Workforce Development Framework.

 

quickicon1.fwOrchestrating Conflict (2 minutes) Heifetz and his co-authors identified seven major behaviors that can help you address challenges successfully and manage change. This microlearning will provide some practical ways to orchestrate conflict. Completing this course will develop your leadership skills in the Leading People, Leading for Results and Fundamental Competencies domains of NCWWI's Leadership Model. It also provides strategies that can be used to support the community context and organizational environment components of the Workforce Development Framework.

 

quickicon1.fwRegulating Distress (3 minutes) This microlearning focuses on one of the seven behaviors of adaptive leadership – regulating distress. Completing this course will develop your leadership skills in the Leading People and Leading for Results domains of NCWWI's Leadership Model. It also provides strategies that can be used to support community context, organizational environment and incentives/work conditions components of the Workforce Development Framework.

 

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