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The Caseworker's Role in a Results-Oriented Culture (7 minutes)

Designed for caseworkers, this 7-minute Quickbit explores how workers can contribute to, and benefit from, practicing in a results-oriented culture. The module provides specific strategies for looking at data in a worker's caseload and how focusing on data-based decision making is important in contributing to the outcomes of children and families. (2018)

Leadership Academy for Middle Managers (LAMM): 3-Day Curriculum

This competency-based training prepares middle managers to lead meaningful change in our nation’s ability to serve our most vulnerable children, youth, and families, and prepares leaders for the environment of constant change and equips them with new information, skills, and hands-on opportunities to apply practices and principles based on an empirically informed Leadership Model. (2018)

Leadership Academy for Middle Managers (LAMM): 3-Day Curriculum

This competency-based training prepares middle managers to lead meaningful change in our nation’s ability to serve our most vulnerable children, youth, and families, and prepares leaders for the environment of constant change and equips them with new information, skills, and hands-on opportunities to apply practices and principles based on an empirically informed Leadership Model. (2018)

A Results-Oriented Culture (7 minute microlearning)

Leaders in a results-oriented culture look at data, interpret it, and take action to make changes to improve outcomes based on the information the data provide. In this 7-minute module, we explore the characteristics of a results-oriented culture and share strategies for developing and enhancing an organization culture focused on results. (2018)

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Partnership for Sustainable Change (12 minutes)

Research indicates that change is not sustainable when we do not meaningfully engage those most impacted by a change (even when it's being developed to improve services for them). Learn 24 strategies that contribute to effective partnerships that achieve sustainable systemic change. (2018)

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Implementing Change (9 minute microlearning)

When working in an environment of constant change, it is helpful to use a framework to help us navigate the turbulence and implement changesthat have desired outcomes and that are sustained over time. This 9 minute Quickbit will explore the three driver dimensions identified by NIRN that help us understand the factors that make the difference between when change is successful and sustained, and when it is not.

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Leading in Permanent Whitewater (7 minute microlearning)

Change is constant in our environment and in child welfare, in particular. Just under 8 minutes, this Quickbit describes the characteristics of permanent whitewater and offers strategies for navigating these rough waters; how people can keep the vision alive and stand in the gap of the creative tension between the vision and reality.

Leading in Permanent Whitewater (7 minute microlearning)

Change is constant in our environment and in child welfare, in particular. Just under 8 minutes, this Quickbit describes the characteristics of permanent whitewater and offers strategies for navigating these rough waters; how people can keep the vision alive and stand in the gap of the creative tension between the vision and reality.

Leading in Permanent Whitewater (7 minute microlearning)

Change is constant in our environment and in child welfare, in particular. Just under 8 minutes, this Quickbit describes the characteristics of permanent whitewater and offers strategies for navigating these rough waters; how people can keep the vision alive and stand in the gap of the creative tension between the vision and reality.

Child Abuse Characteristics and Patterns among Cambodian, Chinese, Korean, and Vietnamese American Families

This curriculum strives to meet the core competencies as outlined by the California Social Work Education Center (CalSWEC), to provide child welfare and social workers with the information to serve their clients with basic practices that are ethnically sensitive and multicultural in scope. (2006)

Dismantling Racism: A Resource Book: For Social Change Groups

This resource book is a compilation of materials designed to supplement a Dismantling Racism workshop, which supports organizations to build a shared analysis of race and racism, to engage in anti-racist organizational development and to move racial justice organizing campaigns. (2005)

Knowing Who You Are

This training designed to raise awareness about the importance developing a healthy sense of racial and ethnic identity (REI). It helps child welfare professionals explore race and ethnicity, preparing them to support the healthy development of racial and ethnic identity of youth in care. (2010)

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Culturally Competent Practice with Latino Children and Families-Instructor Manual

This training curriculum is designed to train child protection staff on culturally competent practice with Latino children and families by building competency for work with this population using a Systems of Care model. (2005)

Strengths Based Teams (4 minute microlearning)

The path to great leadership starts with a deep understanding of the strengths you bring to the table. Since no one can be good at it all, learn how to build a strengths based team so you have the strengths together to get the job done.

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Open to All Voices (4 minute microlearning)

Working effectively with a variety of stakeholders impacted by a change requires a diverse set of competencies which is why this microlearning on this critical adaptive leadership behavior is chock-full of resources.

Creating an Inclusive Team Culture (6.5 minute microlearning)

People need to work in a culture and climate where they feel valued and part of a team committed to a common goal. This six and a half 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.

Indiana Supervisor Core Training

This training prepares new supervisors to practice continuous clinical supervision in order to: develop and implement effective leadership that integrates the Mission, Vision and Values of DCS; create an environment that supports increased retention, positive morale, and a learning culture, and; utilize data to advance safety, permanency and well-being for children, youth, and families. (2016)

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Performance Management in Child Welfare (5 minute microlearning)

The quality of supervision, clear performance expectations and a coherent, consistent performance management system are key factors in promoting commitment and retention of staff. At just under five minutes, this short module describes the importance of making performance management an on-going process and illustrates the parallel between performance management and child welfare practice. 

Think Politically (2.5 minute microlearning)

This microlearning (2 1/2 minutes) explains ways to think politically, one of the seven behaviors of adaptive leadership. Completing this course will  help partticipants develop leadership skills in all domains of NCWWI's Leadership Model (http://bit.ly/1S2Drlp). It also provides strategies that can be used to support community context and organizational environment components of the Workforce Development Framework (http://bit.ly/1VHwWKk). 

Think Politically (2.5 minute microlearning)

This microlearning (2 1/2 minutes) explains ways to think politically, one of the seven behaviors of adaptive leadership. Completing this course will  help partticipants develop leadership skills in all domains of NCWWI's Leadership Model (http://bit.ly/1S2Drlp). It also provides strategies that can be used to support community context and organizational environment components of the Workforce Development Framework (http://bit.ly/1VHwWKk). 

Think Politically (2.5 minute microlearning)

This microlearning (2 1/2 minutes) explains ways to think politically, one of the seven behaviors of adaptive leadership. Completing this course will  help partticipants develop leadership skills in all domains of NCWWI's Leadership Model (http://bit.ly/1S2Drlp). It also provides strategies that can be used to support community context and organizational environment components of the Workforce Development Framework (http://bit.ly/1VHwWKk). 

Change & the Roles People Play (2 minute microlearning)

At just over two minutes, this microlearning course provides an overview of the roles people play during different stages of change iplementation and suggests engagement strategies for each role. Completing this course will develop an individual's leadership skills in the leading people and leading in context domains of NCWWI's Leadership Model, and provides strategies that can be used to support the organizational environment & community context components of the Workforce Development Framework.

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Change & the Roles People Play (2 minute microlearning)

At just over two minutes, this microlearning course provides an overview of the roles people play during different stages of change iplementation and suggests engagement strategies for each role. Completing this course will develop an individual's leadership skills in the leading people and leading in context domains of NCWWI's Leadership Model, and provides strategies that can be used to support the organizational environment & community context components of the Workforce Development Framework.

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Adaptive Leadership

This course explains the difference between adaptive challenges and technical work and provides opportunities to practice applying these concepts. It also covers the practical application of Adaptive Leadership including the major behaviors that will help address and manage change successfully. Completing this course will develop an individual's leadership skills in all domains of NCWWI's Leadership Model, and it provides strategies that can be used to support the organizational environment component of the Workforce Development Framework.

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Get on the Balcony (3 minute microlearning)

This three minute microlearning course provides strategies for "getting on the balcony" which is one of the seven behaviors of adaptive leadership and includes assessing the overall environment by stepping back to view the patterns, relationships, and context. 

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Get on the Balcony (3 minute microlearning)

This three minute microlearning course provides strategies for "getting on the balcony" which is one of the seven behaviors of adaptive leadership and includes assessing the overall environment by stepping back to view the patterns, relationships, and context. 

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Orchestrating Conflict (2 minute microlearning)

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 domains 2, 3 & 5 of NCWWI's Leadership Model, and provides strategies that can be used to support the community context and organizational environment components of the Workforce Development Framework. (2016)

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Orchestrating Conflict (2 minute microlearning)

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 domains 2, 3 & 5 of NCWWI's Leadership Model, and provides strategies that can be used to support the community context and organizational environment components of the Workforce Development Framework. (2016)

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Regulating Distress (3 minute microlearning)

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. (2016)

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Regulating Distress (3 minute microlearning)

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. (2016)

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Regulating Distress (3 minute microlearning)

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. (2016)

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Giving Work Back (3.5 minute microlearning)

Heifetz and his co-authors identified seven major behaviors that can help you address challenges successfully and manage change. This microlearning (3 1/2 minutes) will focus on one of those – giving work back to the people. Completing this course will develop your leadership skills in the Leading in Context, Leading People and Leading for Results domains of NCWWI's Leadership Model (http://bit.ly/1S2Drlp). It also provides strategies that can be used to support organizational environmen components of the Workforce Development Framework (http://bit.ly/1VHwWKk). (2016) 

Your Guide to Holding Steady (3.5 minute microlearning)

This microlearning (3 1/2 minutes) explains ways to hold steady, one of the seven behaviors of adaptive leadership, during times of change. Completing this course will help participants develop leadership skills in the Leading People and Leading Change domains of NCWWI's Leadership Model (http://bit.ly/1S2Drlp). It also provides strategies that can be used to support community context and organizational environment components of the Workforce Development Framework (http://bit.ly/1VHwWKk). 2017

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Your Guide to Holding Steady (3.5 minute microlearning)

This microlearning (3 1/2 minutes) explains ways to hold steady, one of the seven behaviors of adaptive leadership, during times of change. Completing this course will help participants develop leadership skills in the Leading People and Leading Change domains of NCWWI's Leadership Model (http://bit.ly/1S2Drlp). It also provides strategies that can be used to support community context and organizational environment components of the Workforce Development Framework (http://bit.ly/1VHwWKk). 2017

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7 Behaviors of Adaptive Leadership (5 minute microlearning)

This microlearning (5 minutes) explains the difference between technical and adaptive challenges, and describes the seven major behaviors identified by Heifetz and his co-authors that can help individuals address challenges and manage change successfully. 2017

Your Guide to Holding Steady (3.5 minute microlearning)

This microlearning (3 1/2 minutes) explains ways to hold steady, one of the seven behaviors of adaptive leadership, during times of change. Completing this course will help participants develop leadership skills in the Leading People and Leading Change domains of NCWWI's Leadership Model (http://bit.ly/1S2Drlp). It also provides strategies that can be used to support community context and organizational environment components of the Workforce Development Framework (http://bit.ly/1VHwWKk). 2017

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Stages of Implementation (9 minute course)

 This short course (9 minutes) reviews the stages of implementation as described in the framework developed by the National Implementation Research Network (NIRN).This  implementation framework will help participants understand and manage the steps necessary for creating sustainable change. 2017

7 Behaviors of Adaptive Leadership (5 minute microlearning)

This microlearning (5 minutes) explains the difference between technical and adaptive challenges, and describes the seven major behaviors identified by Heifetz and his co-authors that can help individuals address challenges and manage change successfully. 2017

Creating a Supportive Community Context (5 minute microlearning)

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 5 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. (2017)

Creating a Learning Culture (5.5 minute microlearning)

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 5 1/2 minute module includes a self-assessment and strategies to promote a learning culture within an agency. (2017)

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Surviving Childhood: An Introduction to the Impact of Trauma

This online course about childhood trauma provides an overview of key principles of neurodevelopment, describes the emerging clinical and research findings, outlines the clinical implications, and discusses the role of public policy and preventative practices. (2002) 

The Cost of Caring: Secondary Traumatic Stress and the Impact of Working with High-Risk Children and Families

This course on childhood trauma introduces the concepts of burnout and secondary traumatic stress; reviews the impact on emotional, cognitive and physical functioning; explains the factors which increase or decrease risk for developing trauma-related symptoms and the value of developing individualized “protective” strategies; and directs individuals to additional resources that can further assist in meeting objectives. (2002)

Creating a Supportive Culture (4 minute microlearning)

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 4.5 minute interactive module describes strategies that leaders at all levels can implement to create a more supportive environment. 

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Selecting the Best (5 minute microlearning)

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 6.5 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.

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Dealing with the Effect of Secondary Trauma (4 minute microlearning)

Secondary trauma is a predictable and frequent occurrence in child welfare. At just under 4 minutes, this module describes the important role of leaders in recognizing and intervening in the experience of secondary trauma.

Understanding Job Requirements (3.5 minute microlearning)

Clear information about the job requirements is a fundamental building block in implementing a workforce development system.  This interactive 3.5 minute module demonstrates how job analysis and position requirements provide critical information for all of the elements in the Workforce Development Framework. (2016)

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Giving Work Back (3.5 minute microlearning)

Heifetz and his co-authors identified seven major behaviors that can help you address challenges successfully and manage change. This microlearning (3 1/2 minutes) will focus on one of those – giving work back to the people. Completing this course will develop your leadership skills in the Leading in Context, Leading People and Leading for Results domains of NCWWI's Leadership Model (http://bit.ly/1S2Drlp). It also provides strategies that can be used to support organizational environmen components of the Workforce Development Framework (http://bit.ly/1VHwWKk). (2016) 

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. 

Positive Psychology and Well-Being of Child Welfare Workers: Three Part Series

This training focuses on the application of positive psychology in order to improve the well-being of child welfare workers. The three modules provide: (1) an overview of certain problems found in child welfare work settings, including burnout and compassion fatigue; (2) a strategy for putting the research evidence from wellness approaches to use; and (3) recommendations to improve the well-being of others in the work place. (2016)

Why People Stay and Why They Leave (3 minute microlearning)

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. (2016)

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