Displaying records 1 through 6 of 6 found.
Tribal SOC: Perils of Management and Supervision. Year Developed: 2017. Source: National Indian Child Welfare Association and Substance Abuse and Mental Health Services Administration. Presenter(s): Dan Aune. Type: Webinar. Level: Intermediate. Length: 56 minutes.
Annotation: This tribal systems of care learning community webinar focuses on management and supervision. It explores the differences between leadership, management and supervision; provides tips on effective communication with employees; demonstrates how to use behavioral competencies as building blocks in supervision; and defines the keys to successful management.
Mentoring and Coaching. Year Developed: 2011. Source: South Central Public Health Partnership. Presenter(s): Louis Rowitz, PhD. Type: Narrated Slide Presentation. Level: Introductory Intermediate. Length: 120 minutes.
Annotation: The purpose of this course is to distinguish the difference between a mentor and a coach, how to develop strategies for picking a mentor or coach, and how to shape and structure these relationships. The different benefits of these relationships are also touched upon. The presenter discusses the importance of and how to develop a learning contract to help in this process. Exercises are included to help understand how to use a learning contract and how to choose a mentor or coach.
Learning Objectives: • Distinguish between mentoring and coaching. • Develop strategies for picking a coach or mentor. • Learn to develop a learning contract. • Identify the steps in structuring a coaching relationship. • List the benefits of coaching and mentoring relationships.
Special Instructions: Registration required.
Continuing Education: 2.00 Participation/CE. Tulane Professional and Continuing Education (PaCE) awards 2.00 hour(s) of credit for completing Mentoring and Coaching
Coaching and Mentoring: Learning with and from Others. Year Developed: 2011. Source: South Central Public Health Partnership. Presenter(s): Sheila W. Chauvin, PhD, MEd. Type: Online Course. Level: Introductory Intermediate. Length: 180 minutes.
Annotation: This course examines how individuals can purposefully learn with and from others. It focuses on the continuum of supportive relationships and the different definitions of these learning activities, including role modeling, coaching, advising, supervising, and mentoring. Dr. Chauvin continues by describing coaching and mentoring from the perspectives of a protégé and as of a mentor. Stages of establishing a mentoring relationship and organizational considerations conclude the module. Worksheets and tools are available to aid in learning.
Learning Objectives: • Differentiate role model, coach, advisor, supervisor, mentor. • Reflect on personal needs and preferences. • Enhance one’s use of coaching and feedback. • Enhance one’s use of mentoring relationships. • Explain each stage of the mentoring process. • Appreciate the role of individual and organizational influences on mentoring.
Special Instructions: Registration is required.
Continuing Education: 3.00 Participation/CE. Tulane Professional and Continuing Education (PaCE) awards 3.00 hour(s) of credit for completing Coaching and Mentoring: Learning with and from Others
Managing Conflict in the Workplace. Year Developed: n.a.. Source: South Central Public Health Partnership. Presenter(s): Tim Keogh, PhD. Type: Video Course. Level: Intermediate Advanced. Length: 120 minutes.
Annotation: This course has two modules, the first discussing the difference between aggressive and assertive behavior and various behavior styles. The instructor also concentrates on the concept of “style-flexing” and planning for conversation with employees. Module two focuses on arguing, the basics of principled negotiation, managing emotions, and listening with judgment. The course also includes a video vignette case study with corresponding PDF questions, as well as a PDF case study with answers. A multiple choice exam is available to test comprehension of the material.
Learning Objectives: • Identify the 6 keys to managing conflict in the workplace. • List some root causes of workplace conflicts. • Identify the fundamentals of principled negotiations. • Describe the four steps for managing workplace conflict. • List the steps to take when planning for a conversation about conflict. • State the difference between assertive and aggressive behavior. • Explain the value of the “long term relationship” in managing workplace conflict. • Describe how the four style preferences react to conflict. • Explain the techniques of good listening skills for managing workplace conflict.
Special Instructions: Registration is required.
Continuing Education: 3.00 Participation/CE. Tulane Professional and Continuing Education (PaCE) awards 3.00 hour(s) of credit for completing Managing Conflict in the Workplace
How to Manage Conflict so it Doesn't Manage You. Year Developed: n.a.. Source: South Central Public Health Partnership. Presenter(s): Ellen Belzer, MPA. Type: Video Course. Level: Introductory. Length: 180 minutes.
Annotation: This course presents essential strategies to improve effectiveness when dealing with interpersonal and group conflicts that you may experience with co-workers, bosses, and employees in the workplace. You will learn how to develop a conflict manager's mindset, how to depersonalize conflict, how to deal with people's emotions, and how to use a proven 4-step process for resolving most types of disputes. Next, because organizations can't function to their maximum potential if people view their work units, areas, departments, divisions, or programs as autonomous "silos," we will address ways to avoid and deal with territorialism and turf battles. Whatever your role and responsibilities, you'll find that applying these anti-turf strategies will help you build solid, collaborative relationships with the groups and individuals that you should be dealing with on a more regular basis.
Learning Objectives: • Identify the benefits of adopting a “conflict manager’s mindset”. • Identify the five predominant styles of conflict management and the situations when each is most appropriate . • Apply strategies to neutralize your own emotions as well as those of others. • Utilize the four-step conflict resolution process to achieve better outcomes to most simple conflicts. • Deal more effectively with complex or difficult conflicts through the use of seven “turnaround strategies" • Understand the effects of turf battles on the functioning of state health departments. • Apply structural and interpersonal strategies to identify and resolve turf problems within the department. • Describe the three types of integrated effort that are more likely to be achieved when turf issues have been resolved.
Special Instructions: Registration is required.
Continuing Education: 3.00 Participation/CE. Tulane Professional and Continuing Education (PaCE) awards 3.00 hour(s) of credit for completing How to Manage Conflict so it Doesn't Manage You
Conflict Management. Year Developed: n.a.. Source: South Central Public Health Partnership. Presenter(s): Josh Klapow, PhD; Lisa Goldstein Graham, MS. Type: Video Course. Level: Intermediate Advanced. Length: 180 minutes.
Annotation: This video course has nine modules, each related to conflict management. In module 1 and 2, the instructors provide an introduction to what conflict is, and Module 3-8 provide the steps to conflict management: adopt a learning stance; start from the neutral story and extend an invitation; explore their and your story; problem solving; and lastly, reinforce behavior change. Furthermore, module 9 uses conflict management role playing as a learning tool. Corresponding module handout scenarios are available as well as a course PowerPoint. A quiz is also available to assess comprehension.
Learning Objectives: • Define conflict and resolution • Know how to structure a conflict management process • Be able to feel more confident about approaching conflicts
Special Instructions: Registration is required.
Continuing Education: 3.00 Participation/CE. Tulane Professional and Continuing Education (PaCE) awards 3.00 hour(s) of credit for completing Conflict Management