Read a selection of your colleagues’ posts.

Respond to at least two colleagues in at least one of the following ways:

• Explain whether you agree with your colleague’s definition of success and method for evaluating success, and why.
• Critique your colleague’s recommendation for improving the program’s effectiveness.
• Be sure to use reference in your response

DB 1—Kylie

Success of CalWORKs

CalWORKs was a federally funded program that assisted families of low-income status with financial assistance, job seeking, and educational/vocational opportunities. The program had stipulations for those receiving services, which include a timeframe of 5 years to obtain an educational degree or vocational training or finding stable employment with the help of Job Club courses. Those who did not wish to participate could choose to receive benefits at a lower threshold. The idea of this program was to motivate participants to receive stable income and employment by the end of the 5-year timeframe to decrease the number of families on welfare (Plummer et al, 2014).

While the program did show successful rates of smaller numbers of families on the welfare program for several years, the economic decline from 2007 to 2011 dramatically affected those in need of services. Because of this event, the number of families participating in this program increased by nearly double. As a result, the program extended the timeframe for family members (Plummer et al, 2014). While the program was helpful to many families, the potential of environmental factors such as the economic turmoil was not considered (Lawrence et al, 2013, p 6-7). In turn, the program led to an increased number of families and prolonged welfare assistance. As the administrator, these factors dictate whether the program is successful and if adjustments need to be made.

Improving the Program

To improve this program, I would suggest implementing educating high school aged children on employment and educational/vocational goals post-graduation. In addition, assisting students with obtaining grants and scholarships as well as educating them on finances is beneficial. By having educating children at a crucial time as they are nearing adulthood and increased responsibilities, there is potential for a decreased need for welfare services once they reach adulthood. I feel this could lower the number of recipients in the future.

References

Lawrence, C., Strolin-Goltzman, J., Caringi, J., Claiborne, N., McCarthy, M., Butts, E., & O’Connell, K. (2013) Designing Evaluations in Child Welfare Organizations: An Approach for Administrators, Administration in Social Work, 37:1, 3-13, DOI: 10.1080/03643107.2011.607887

Plummer, S.-B., Makris, S., & Brocksen, S. M. (Eds.). (2014c). Social work case studies: Foundation year. Baltimore, MD: Laureate International Universities Publishing [Vital Source e-reader].

DB 2—Jacqui

he goals of CalWORKs program were to facilitate more self-sufficiency among the welfare recipients, confront long term dependency on welfare, reduce the cost of welfare services, provide job training, placement, and other assistance to families. Some of these goals were met. and some were not. The fact that these goals sometimes conflicted with each other made obtaining the goals very hard. Some of the goals could not be done with the other goals in mind, The program got people working and less dependent on the welfare system nut these programs still cost a lot of money. You have to look at the results versus the opportunities when observing this program. The goal of reducing public assistance was met and then not met and did money was not necessarily saved.

I think that from an education empowerment point of view this program is a great one. However, I believe that in the efforts to save money this may not be a very effective plan. I do think that encouraging people to go to school and get job training by offering them increased welfare is a great idea. I also think that the two years at a time, five years total is a great plan. This way families cannot take advantage of the welfare system and live off of it forever.

The best way to make this plan work is to look for some kind of educational grant to cover the educational part of the expense for these people. Then the welfare money can strictly be used for welfare and the ediucation money can be used just for that. It makes things a little more cut and dry, especially to the stakeholders and grant people reading the reports. As an administrator I would feel that some of this plan was achieved and some of it was not. I woud suggest that the plan for the CalWORKS be looked over by a professional business ananlyst. I would as an administrator be proud of the postiives of the plan outcome and look for ways to plan and fix regarding the parts of the plan that didn’t work. I would be troube shooting to make the most out of the plan that can be made.

References

Plummer, S.-B., Makris, S., & Brocksen, S. M. (Eds.). (2014c). Social work case studies: Foundation year. Baltimore, MD: Laureate International Universities Publishing [Vital Source e-reader].

Most coaches share similarities in how they present themselves to clients, as well as in the skills and competencies they possess. For instance, coaches tend to be warm, encouraging, attentive, probing, and, among many other things, thoughtful. While most coaches possess similar characteristics, skills, and competencies, the degree to which they utilize each is dependent on the area of coaching in which they practice and are focused. Whether a coach focuses on leadership development, succession planning, skills development, career transition, or team effectiveness, there are a specific set of skills and competencies integral to each.

Think for a moment about the areas of leadership coaching of particular interest to you. What skills and competencies are critical to these areas? What areas of leadership coaching do you think you might be good at, based on your Assignment this week?

To prepare for this Discussion:

• Review the lead-in to this assignment, focusing on specific areas of leadership coaching.
• Review Chapters 4–6 in the course text, Coaching and Mentoring at Work.
• Review Chapter 4 in the e-brary book, Therapist Into Coach.
• Think about skills needed for specific areas of leadership coaching (e.g., leadership development, succession planning, skills development, career transition, or team effectiveness) that are of interest to you.
• Review the BCC Competency II. Consider sills and competencies needed for specific areas of leadership coaching.
• Reflect on your Assignment from this week and on BCC Competency II. Think about the skills and/or competencies in which you think you might be most and least proficient.
• With this in mind, identify an area of leadership coaching in which you think you might be best suited. Consider specific skills and competencies needed for the area you identified.

With these thoughts in mind:

Part 1

Post one coaching area related to leadership coaching in which you think you are best suited and explain why. Then describe at least two skills and two competencies you think are most important for the area you identified and explain why. Be specific.

Note: Identify the coaching area you discussed in the first line of your post. You will be asked to respond to a colleague who discussed a coaching area that you did not.

Be sure to support your postings and responses with specific references to the Learning Resources.

Read a selection of your colleagues’ postings.

Part 2

Respond to at least one of your colleagues’ postings. Be sure to respond to a colleague who discussed a coaching area that you did not. Respond in one or more of the following ways:

• Ask a probing question.
• Share an insight from having read your colleague’s posting.
• Offer and support an opinion.
• Validate an idea with your own experience.
• Make a suggestion.
• Expand on your colleague’s posting.

Consider the two individuals in the following scenario:

#1-Roger works for a business software firm and is passionate about his work. He is committed to delivering high-quality software solutions on schedule. He maintains a precise and accurate project schedule with meticulously detailed documentation of product design specifications and processes. Roger’s subordinates never have to guess about expectations. When the rigorous quality assurance process uncovers a problem, Roger can proceed largely unfazed. He knows the capabilities of the developers on his team so well that he knows exactly who to assign to fix the issue. He is quick to offer encouragement and guidance when needed. Roger’s team is productive and happy.

#2-Linda works at the same company as Roger. She closely monitors industry trends. She is watching the rapid rise of mobile computing and sees competitors introducing new mobile applications with rapid speed. The company has yet to attempt to design software for a mobile platform, but she knows that the company can be competitive in the industry if it makes changes quickly. She is working hard to gain support from members of the executive board and is planning a kickoff meeting for the employees to announce the company’s entry into the new market. She wants to make certain the employees see the change as a great opportunity and know that training will be available. She already has the company’s first mobile project and an ideal timetable in mind. She is anxious to hit the ground running.

What are the roles of the individuals in the above scenarios? Are they managers, leaders, or both? What distinguishes management from leadership and managers from leaders? The nature of the relationship between leadership and management remains a topic of debate among scholars. The debate provides insight into the definition of leadership and offers a suitable avenue for beginning an in-depth exploration of the topic of leadership.

Directions:

Submit a 3- to 4-page analysis of the differences between leadership and management. In your analysis, do the following:

Evaluate the two scenarios by answering the following questions:

• • What are the roles of the individuals in the scenarios?
  • Are they managers, leaders, or both?
  • What distinguishes management from leadership and managers from leaders?
• Analyze the similarities and differences between leadership and management.

Support your work with a minimum of two specific citations per page from this week’s Learning Resources and/or additional scholarly sources. These may include specific media examples of leadership behavior and other relevant organizational information.

*The template that must be used is attached.

*Only resources from https://academicguides.waldenu.edu/library can be used.

Read a selection of your colleagues’ posts.

Respond to at least two colleagues by commenting on at least one idea he or she has shared and by suggesting and/or providing a resource that might be of assistance.

DB 1—Zycara

Post your thoughts about your future career goals

My future goals include direct service to clients through clinical and holistic therapy, life coaching, traveling, and owning/operating a development agency for POCs. These goals will require different levels of social work regarding leadership and administration. Clinical and holistic therapy would involve understanding leadership style and traits and comprehending how they work with different people. It also involves allowing the client to be the “expert” of their own story and utilize their right to self determination. Life coaching and traveling will require skills in marketing and networking; both of which can be impacted by leadership and administration. The development agency will require the most attention to leadership style and administration. I would like to utilize many different talents to provide development training and opportunities to POCs including psychologists, psychiatrists, physicians, educators, etc.

your interest in moving into leadership or management positions

Moving into to leadership or management is overwhelming at this current point. I know many new practitioners that are ready and willing to move into these roles right out of graduate school, however I would like to work under a skilled and experienced practitioner for a few years before entering this level. I have noticed that I enjoy learning from others who have been in the position i am interested in than acquiring the position and learning as I go. My interest in management will increase the more experience I obtain as a specialist and I will begin to change my trajectory if that is the next phase in my career.

the benefits and challenges of a social work administrator’s role.

The benefits of social work administrator’s role is compensation, resources, and education are more elevated and expansive than social work specialist roles. Austin et al. (2013) discusses how the transition can be different and difficult for new managers stating that the focus of practice shifts from individualized to communal or organizational (Austin et al., 2013, pg 2). Transitioning upward in the professional arena involves transitioning thoughts, feelings, and perspectives on practice. For example, as a manager of an organization, your focus is not on the individual client(s) but has shifted to the focus of the organization or community. The best interest of the organization/agency is the focus and not so much as the clients/population served. This could also been seen as a challenge to the social work administrator’s role. For example, I enjoy seeing the transition of my clients and feel a greater connection when working directly with clients. I find it difficult to work where the focus is on productivity and profit and not people. Another challenge would be multitasking management. As a specialist, managing clients can be overwhelming but the purpose is the same for each client: increasing well being. According to the NASW (2021) preamble, “The primary mission of the social work profession is to enhance human well-being and help meet the basic human needs of all people, with particular attention to the needs and empowerment of people who are vulnerable, oppressed, and living in poverty” (NASW, 2021, preamble). As a manager, management would consist of employees, community partners, funders, directors, etc. where the focus may change with the different areas. Time would also impact management. In the micro level of practice, results can be seen immediately or quicker than at the mezzo and macro levels due to the different factors that influence service provision.

References:

Austin, M. J., Regan, K., Gothard, S., & Carnochan, S. (2013). Becoming a manager in nonprofit human service organizations: Making the transition from specialist to generalist. Administration in Social Work, 37(4), 372-385.

The National Association of Social Workers (NASW). (2021). National Association of Social Workers (NASW). Retrieved from https://www.socialworkers.org/About/Ethics/Code-of…

DB 2—Darlene

Discussion 1: Future Career Goals

Post your thoughts about your future career goals, your interest in moving into leadership or management positions, and the benefits and challenges of a social work administrator’s role.

My future career goals include working with individuals with mental health challenges and disabilities. I plan to work for a state agency to advance my social work skills further and gain additional experience with the population of interest. I hope to one day move into a position of leadership or management. I would like to be a clinical director for either a mental health agency or a government agency. I eventually want to pursue establishing private practice working with adults living with a mental disorder. I am not sure where the road may lead. However, I am open to new opportunities. I have learned that I enjoy working with adults in a counseling and therapy capacity.

There are significant benefits of a social work administrator. Their role requires experience and training to manage the day-to-day functions of an organization successfully. Social work administrators have services that can be life-changing. As a social work administrator, you are privilege to manage a team, lead, and influence. This can be a rewarding yet challenging experience. Austin, Regan, Gothard, and Carnochan (2013) shared that manager often face challenges as they learn to exercise authority, negotiate competing interests, manage organizational politics. Managers face challenges as they move from their role as technical specialists to becoming managerial generalists. Social work administrators may experience similar challenges. As a social work administrator, your workload and responsibility mean overseeing, directing, and evaluating services. This role is a significant career advancement and opportunity to make an impact. (Austin, Regan, Gothard & Carnochan, 2013).

Reference

Austin, M. J., Regan, K., Gothard, S., & Carnochan, S. (2013). Becoming a manager in nonprofit human service organizations: Making the transition from specialist to generalist. Administration in Social Work, 37(4), 372-385.

Read a selection of your colleagues’ posts.

Respond to at least two colleagues with a thoughtful question or suggestion that builds on your colleague’s strategy for debriefing.

Be sure to use references in your response

DB1—Majia

n this weeks video of Jake, the social worker seems to be a little worked up and emotional after working with Jake. I could relate to her because this has happen to me before as an intern. Emotions are normal and unavoidable sometimes (Gilbey, 2017). Sometimes their situations are so vivid in our minds and so horrific that you can’t help to dwell on it sometimes and feel for them as well. In order for her to continue working with Jake and be able to provide him the best services she should manage her feelings and talk to her supervisor to see if there is anything she can do. This can lead to burnout. I would go to a safe space to process my emotions because allowing emotions into the workplace can sometimes hinder the way I work with clients but sometimes can be beneficial.

As a supervisor working with this social worker I would provide her with that open space to talk about how she feels and why. This alone could help her to reduce the amount of emotion she has. I would also give her some advice on something that she could do to assist her with not taking her clients problems home. Having supportive supervision is very important in social work because it is needed and it always the social worker to feel they have someone to go to if needed. Manager-initiated time offered through reflective supervision is a key part in allowing an opening for emotions to be used (Gilbery, 2017).

Gilbey, B. (2017). Too Involved or Unable to Cope? Can we bring emotions into social work? https://www.communitycare.co.uk/2017/08/15/involve…

DB2—Zycara

Post a strategy that you, as the social work supervisor in the Levy case study video, might use to debrief the social worker after the session described in the video.

One strategy that might be useful to debrief the social worker in the Levy case would be weekly team debrief meetings. We currently utilize this method at my field education placement and it provides a space for the social work interns to speak with colleagues and supervisors regarding their cases and ways to process the sessions. According to the NASW Best Practice Standards in Social Work Supervision (2013) “It is the supervisor’s responsibility to ensure that the supervisee provides competent, appropriate, and ethical services to the client” (NASW, 2013/ pg 8). These weekly meetings are ways for the supervisors to ensure we are practicing competently, ethically, and appropriately. It is also a chance to continue the education and learning needed to improve the skills and knowledge of the supervisees. It also assists the supervisees with learning to process their emotions regarding their caseloads. Pamela Szczygiel (2020) discusses the importance of allowing yourself to sit with and process your emotions when working with clients who are dealing with traumatic experiences (Szczygiel, 2020). As a future supervisor, I would ensure there are avenues and spaces for my employees and teammates to debrief and process the sessions of their caseload so as to keep them mentally and emotionally strong. I would also provide ways to decompress and learn self-care skills to increase health and strength while practicing.

References:

National Association of Social Workers and Association of Social Work Boards. (2013). Best practice standards in social work supervision. Retrieved from https://www.socialworkers.org/LinkClick.aspx?filet…

Szczygiel, P. (2020). The Profound Act of Sitting With Difficult Emotions and the Value of Process in Social Work Practice. SocialWorker.com. https://www.socialworker.com/feature-articles/practice/the-profound-act-of-sitting-with-difficult-emotions-and-value-of-process-in-social-work-practice/.