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Displaying records 1 through 10 of 12 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: Introductory. 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.

The True Meaning of Succession Planning. Year Developed: 2013. Source: Association of Maternal and Child Health Programs. Presenter(s): Michael Warren, MD, MPH; Linda McElwain, RN; Patricia Tilley, MS, MA. Type: Webinar Archive. Level: Introductory. Length: 60 minutes. Slides

Annotation: This webinar is structured around the premise that succession planning is not just about identifying and grooming the next generation of leaders. Rather, it is an on-going part of workforce development efforts designed to sustain an organization or agency’s capacity. During the webinar, Michael Warren, provides an overview of the concept of succession planning and shares efforts related to workforce development in his state of Tennessee. MCH leaders, Linda McElwain (WY), and Patricia Tilley (NH) share their experiences and resources related to building a competent workforce by developing skills, knowledge and leadership among their staff.

Learning Objectives: • Define professional development. • Learn the challenges of succession planning. • Understand the skills, competencies and models of success in succession planning.

Mentoring and Coaching. Year Developed: 2011. Source: South Central Public Health Partnership. Presenter(s): Louis Rowitz, PhD. Type: Narrated Slide Presentation Podcast. Level: Introductory Intermediate. Length: 120 minutes. Troubleshooting Tips for South Central Public Health Partnership Courses

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 to the South Central Public Health Partnership is required. For new users it will take one weekday to receive an access email. If you are registered in TRAIN, login using that username and password. Click on “Course Offerings” and search for “How to Manage Conflict so it Doesn’t Manage You.” [Note: videos may not be compatible with Apple computers.]

Creating Innovative Cultures. Year Developed: 2011. Source: Maternal & Child Health Public Health Leadership Institute. Presenter(s): Claudia Fernandez, PhD. Type: Narrated Slide Presentation. Level: Introductory. Length: 25 minutes.

Annotation: This 25-minute slide presentation is a quick reference on understanding the different aspects of thinking that assist teams in producing innovative solutions and fostering a culture that encourages innovation. Different types of innovation are touched upon, such as breakthrough innovation (invention of the internet) and incremental innovation (cell phone upgrading). Dr. Fernandez also focuses on the four lifecycle stages of an enterprise: Start Up, Turn-around, Realignment, Sustaining Success and how the creative process fits in to these stages. Also presented are the four basic components that a team needs to engage in, in order to be creative: 1) Clarify Situation, 2) Generate Ideas, 3) Implement Ideas, and 4) Develop Solutions. Information on the FourSight tool, a leadership assessment tool, is offered, including a Web link.

Learning Objectives: • Understand the nature of the creative thought process. • Create an organizational culture that nurtures and supports innovation thinking. •Learn strategies to help your team engage more creatively.

Special Instructions: To access this learning opportunity, scroll down on the landing page to “Creating Innovative Cultures” leadership module and click on “View Module Presentation.”

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 Advanced. Length: 180 minutes. Troubleshooting Tips for South Central Public Health Partnership Courses

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 to the South Central Public Health Partnership is required. For new users it will take one weekday to receive an access email. If you are registered in TRAIN, login using that username and password. Click on "Course Offerings" and search for "Coaching and Mentoring: Learning with and from Others". [Note: videos may not be compatible with Macs]

Building and Maintaining a Collaborative Culture. Year Developed: 2011. Source: South Central Public Health Partnership. Presenter(s): W. Jack Duncan, PhD; Bryn Manzella, MPH. Type: Narrated Slide Presentation. Level: Intermediate. Length: 120 minutes. Troubleshooting Tips for South Central Public Health Partnership Courses

Annotation: Successful collaborations among public health professionals greatly enhance population health outcomes. This presentation discusses the importance of collaboration within public health, how to build a collaborative culture, and barriers to effective collaboration. Involving key people on a collaborative team is critical for successful collaboration, and this element is also explored. In addition, the presenters review different definitions of collaboration and flush out common themes that can be applied to all. Two interactive case studies are also discussed, in order to offer practical advice for building and maintaining collaborative teams.

Learning Objectives: • Assist in understanding your personal orientation toward collaboration. • Examine common themes among different definitions of collaboration. • Illustrate why collaboration is important. • Identify the steps involved in successful collaboration. • List the elements of a collaborating culture. • Provide a series of factors against which your organization can be evaluated relative to the ease of collaboration. • Identify four familiar impediments to effective collaboration. • Demonstrate why getting the “right” people on the team is important, even critical, to effective collaboration. • Provide a series of guidelines for forming a collaborative team. • Offer some practical advice for building and maintaining collaborative teams.

Special Instructions: Registration to the South Central Public Health Partnership is required. For new users it will take one weekday to receive an access email. If you are registered in TRAIN, login using that username and password. Click on "Course Offerings" and search for "Building and Maintaining a Collaborative Culture". [Note: videos may not be compatible with Macs; use Internet Explorer on a PC.]

Managing Conflict Effectively (Maternal and Child Health (MCH) Leadership Skills Development Series Module 4). Year Developed: 2008. Source: Johns Hopkins Bloomberg School of Public Health, Women’s and Children’s Health Policy Center. Presenter(s): Ann-Michele Gundlach, EdD. Type: Online Course Video. Level: Introductory. Length: 384 minutes.

Annotation: Module 4 of the MCH Leadership Skills Development Series starts with a 25 minute lecture on “Perspectives on Conflict” by Ann-Michele Gundlach, EdD. She discusses varying perspectives on conflict, emotions in disagreement, and creates personalized strategies to deal with personal differences. The next 20 minute lecture by Dr. Gundlach focuses on “Strategies for Navigating and Resolving Conflict”. She identifies where and why the disagreement exists, and preparing and implementing an approach to addressing the conflict. The module also includes group discussion questions, case studies, self-assessments and personalized plans relating to conflict resolution.

Learning Objectives: • Examine personal views of, and reactions to, conflict. • Examine the effects of their emotions on their effectiveness at work. • Enhance communication and negotiation skills to more productively deal with conflict. • Learn and apply new strategies for analyzing and responding to conflict.

Developing People (Maternal and Child Health (MCH) Leadership Skills Development Series Module 6). Year Developed: 2008. Source: Johns Hopkins Bloomberg School of Public Health, Women’s and Children’s Health Policy Center. Presenter(s): Kathleen Edwards, PhD; Michael Fraser, PhD; Holly Grason, MA; Laura Kavanagh, MPP. Type: Online Course. Level: Introductory. Length: Self-paced.

Annotation: Module 6 of the MCH Leadership Development Series includes 6 separate themes for use in either group or individual settings, with discussion questions, interviews with MCH leaders, and self-reflections. Section 1 includes a 10 minute panel introduction to developing people with Kathleen Edwards, Michael Fraser, Holly Grason, and Laura Kavanagh. Section 2 concentrates on organizational environments to support developing people, with an exercise and a 15 minute video clip of the above panel. Section 3 focuses on motivating employees with a story and exercise to help facilitate dialogue. The panel discussion continues in Section 4, discussing developing people from different backgrounds, demographics and generations. This theme, as well as section 5, also links to a 60 minute presentation on mentoring from Carol Woltring, MPH, from the Center for Health Leadership and Practice at the Public Health Institute. She presents why mentoring new professionals is necessary, as well as the process, tools and activities needed to provide an effective mentor relationship. Section 5 further focuses on mentoring, including a networking tip sheet and three clips from the panel on supervising and coaching versus mentoring, and risks in developing professionals. Lastly, the panel is further used in Section 6 to address avenues toward leadership.

Learning Objectives: Module 1: • Participants will identify characteristics they consider important to leadership. • Participants will identify their own leadership qualities and those they would like to further develop. • Participants will understand the difference between management and leadership in the context of organizational development. • Participants will be able to apply their concepts of leadership to a case study scenario. Module 2: • Participants will appreciate how self-limiting models weaken creativity and thinking processes. • Participants will understand the importance of shared vision. • Participants will be able to discriminate between a good shared vision and a poor one. • Participants will know the steps in nurturing a good shared vision. Module 3: • Participants will appreciate the different functional (as opposed to professional) roles teams members play. • Participants will draw from their and their colleagues’ experiences to identify effective and ineffective team dynamics. • Participants will understand the role of leadership in fostering an organizational climate that empowers and inspires people. Module 4: • Participants will examine their personal views of, and reactions to, conflict. • Participants will examine the effects of their emotions on their effectiveness at work. • Participants will enhance their communication and negotiation skills to more productively deal with conflict. • Participants will learn and apply new strategies for analyzing and responding to conflict. Module 5: • Participants will understand the roles of behavior and emotion in resistance to organizational change. • Participants will be able to assess and influence an organization’s readiness for change. • Participants will understand the critical steps in creating and maintaining a successful change effort. • Participants will examine strategies both for leading change and for responding to change in their own organizations.

Building and Supporting Teams (Maternal and Child Health (MCH) Leadership Skills Development Series Module 3). Year Developed: 2008. Source: Johns Hopkins Bloomberg School of Public Health, Women’s and Children’s Health Policy Center. Presenter(s): Holly Grason, MA. Type: Online Course Video. Level: Intermediate Advanced. Length: 204 minutes.

Annotation: Module 3 of the MCH Leadership Skills Development Series starts with a 30 minute lecture by Holly Grason who discusses the importance of teams in the public health field. She continues by noting the roles, dynamics and leadership styles that can occur in both effective and ineffective team settings, and addresses issues with engaging consumers in team settings and organizational climate. Lastly, the lecture focuses on the differences between dialogue and debate. The module includes video clips with corresponding discussion questions and exercises, finalizing with a self-assessment and individual plan.

Learning Objectives: • Appreciate the different functional (as opposed to professional) roles teams members play. • Draw from their and their colleagues’ experiences to identify effective and ineffective team dynamics. • Understand the role of leadership in fostering an organizational climate that empowers and inspires people.

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. Troubleshooting Tips for South Central Public Health Partnership Courses

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 to the South Central Public Health Partnership is required. For new users it will take one weekday to receive an access email. If you are registered in TRAIN, login using that username and password. Click on “Course Offerings” and search for “Managing Conflict in the Workplace.” [Note: videos may not be compatible with Macs].

Continuing Education: A completion certificate will be awarded if you receive 70% or higher on the course quiz.

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This project is supported by the Health Resources and Services Administration (HRSA) of the U.S. Department of Health and Human Services (HHS) under grant number UE8MC25742; MCH Navigator for $180,000/year. This information or content and conclusions are those of the author and should not be construed as the official position or policy of, nor should any endorsements be inferred by HRSA, HHS or the U.S. Government.