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MMA Leadership Series: Day to Day Supervision Part 2 - Shared screen with speaker view
Elaine H Wilson
19:48
Hello All, EWilson, LMSW , MI
Amanda Krisher
20:10
Hello from Baltimore, MD! :)
seraine danner
20:45
Hello from Spring Grove, PA! :)
Yvette Tucker
21:28
Hello from Phoenix, AZ
Bri Dittlinger
21:41
Hi from Portland, OR! Bri Dittlinger, MSW, LCSW
Tabitha Smith
23:03
Hi Everyone! Lexington, SC
Amanda Krisher
24:47
2 truths and a lie
Amelia Howard
24:49
2 truths and lie
seraine danner
24:59
Penny For your Thoughts
Elaine H Wilson
25:02
great things about a staff
Amelia Howard
25:13
fav quarantine snack
Yvette Tucker
25:19
How Did You Get Your Name?
Bri Dittlinger
25:26
Name and adjective that describes you that starts with the same letter as your first name
Amelia Howard
25:31
How many stamps on your passport?
Elaine H Wilson
25:32
my best day this week...one word only
Yvette Tucker
26:04
What is your favorite family tradition?
Bri Dittlinger
26:30
how do you eat your corn on the cob!
Elaine H Wilson
30:01
your own personal narratives....life journeys also motivation factors for SW....impact on others
Ayla Colella
32:43
How are you managing your workload? send some tips below
Nicolle Eaton
33:39
Based on strengths I try to keep specific tasks assigned to specific people and spread them out so one person is not doing all of the work while another is not.
Lora Jacobson
34:22
I supervise community support specialists/caseworkers; re: productivity, I've had to help them identify the things they are doing without the client in the office that really could/should be done WITH the client. Goes to the do FOR v do WITH.we also focus a lot on staff developing the skill of collaborative documentation, which helps keep the client engaged in their treatment plan and open up time not with clients for preparing/doing other important things.
Elaine H Wilson
34:30
yes, it was funny...hallarious
Jaime Brewer
34:31
Evaluate how time is spent (time study), what (if any) tasks can be delegated?, if the expectation reasonable?, do staff need to work with HR on an accommodation?, what does organization of tasks look like?, how are staff scheduling things?
Jeanne Supin
35:02
Here’s Brene Brown’s video on empathy and sympathy: https://youtu.be/1Evwgu369Jw
Ayla Colella
35:18
Thanks, Jeanne!
Connie Hanson
37:28
Yes.
Jeanne Supin
37:38
Here’s a link to a great Marcus Buckingham video on strengths: https://youtu.be/_9aU5EiKfkA
Jade Catherine Osilla
38:30
My team has a shared Google doc spreadsheet that tracks trainings, conferences, and webinars they've attended. We want to make sure that our staff members are accessing professional development opportunities
Frannie Yin
39:22
Here is the registration link for next week's webinar! https://thenationalcouncil-org.zoom.us/webinar/register/WN_QZyeEPZ5Q5e8tU-xWoINqw
Frannie Yin
39:34
It will be held on Wednesday, July 22nd from 2-3pm ET
Ayla Colella
40:44
whats your MBTI? share it below! I'm an ESFP :)
seraine danner
40:53
ESFJ!
Bri Dittlinger
40:55
ENFJ!
Jade Catherine Osilla
40:58
I am 50/50 ENTJ/ENFJ
Lora Jacobson
41:02
INFP
Amanda Krisher
41:05
ENFJ!
Anna Karina Delage
41:22
ENFP
Audrey Beardsley
41:28
INFJ
Jaime Brewer
43:45
no fluff
Sybil Franklin
43:46
to the point
Elaine H Wilson
43:50
too the point
Jade Catherine Osilla
43:50
For me? Get. To. The. Point.
Shala Hartmann
43:55
ENFP, to the poing
Shala Hartmann
43:58
point
Rebecca Krzeminski
44:00
to the point but at times some fluff
Noelle Daigle
44:01
I like to the point!
brian sanfilippo
44:06
to the point
Mandy Urbont
44:15
to the point as much as possible, but pictures and arrows for the folks who don't like tech (I'm in IT)
seraine danner
44:36
It depends on the subject and the situation, however most of the time I'd rather have to the point.
Bri Dittlinger
44:37
I don't know if I thought of it as fluff, but I am long winded, I like the dialogue and the process
Audrey Beardsley
44:41
I like some fluff. I think people sometimes can appreciate more information and more details.
Omar IRIZARRY
44:43
to the point, but depending who it is going to, you may need some fluff... depends on who is the receiver
Lora Jacobson
45:01
I tend to write more conversationally.... but when I'm in a hurry, I cut it out. That said, when I get emails that have zero fluff, they can come across as curt and snippy.I'm learning to use bullet points for those who want/need to skim
Tosa Two Heart
45:25
fluff only because I've gotten feedback that it is too abrasive. people attribute tones to emails.
Danita LeBlanc
45:45
I like to do both. Subject line has topic & what i want/need from them (action needed, FYI, etc.) and 1st part of email is the what want. Fluff comes last.
Jeanne Supin
46:33
Hi Omar!!!
REBECCA VALDES
46:57
To the point with bullets. I've noticed that works best with my staff.
Roza Sargsyan
46:58
ISTJ here; usually to the point in email but do add some fluff for some folks
Bri Dittlinger
47:45
I am using lots of self-assessments and tools to check in on self-care and wellness. Also more frequent check ins and more time to process for safe space and challenges as needed. Trying to do more team building but any ideas for virtual get togethers would be great!
Leah Soland
48:30
What type of self-assessments and tools are you using?
Elaine H Wilson
48:36
set up private space/ small area/ great photos/ artwork in background....with the camera or off camera...allow flexible with camera
Josh Spinney
48:58
ENFJ. I generally try to use Supervision times scheduled in my calendar to create a safe place for my therapists to discuss the challenges they are facing throughout the week, but I also have a door open policy when I'm in my office.
Mandy Urbont
49:03
safe spaces: all my staff know that a private Zoom chat - text or video - to me is the same as a private in person conversation (open door at any time, about anything). allow staff to not join by video
Josh Spinney
49:10
I also use gratitude in my emails.
Lora Jacobson
49:30
One of my staff noted that the arrangement of a supervisor's office can change the feeling of openness/safety or add to the intimidation factor. They preferred to be able to feel "alongside" their supervisor and not sit across from a desk during supervision.
Elaine H Wilson
50:26
rules of engagement...in advance
Bri Dittlinger
51:13
Leah, my favorite is the PQOL.
Yvette Tucker
51:30
Good point Lora!
Bri Dittlinger
51:37
I also use FIT models with my staff just like they do with my clients. Its cheesy but works!
Amelia Howard
52:43
yes you can if you know how to set good boundaries
Amy Miller
52:46
Friendly, but not friends. I make a point not to friend people on social media or spend time with them outside of work unless the whole team is invited.
brian sanfilippo
52:48
no..just my opinion
Bri Dittlinger
52:48
No. You can be friendly with direct reports, but not friends. People you don't directly supervise are a little different I think.
Melissa Roy
52:50
depends on the staff
Amelia Howard
53:30
I was friends with my team before I was promoted so to suddenly NOT be their friend would not be genuine. So I had to have challenging conversations in 1 x 1's
Mandy Urbont
53:31
agree with other comments - friendly, but not friends
Melissa Ackley
53:34
many of us have been promoted info our jobs so supervisees were peers and friends first. important to set boundaries
Amanda Krisher
53:37
I think you can if you're both comfortable with that and have appropriate limits
brian sanfilippo
53:41
my outside world and work world will never mix
Lora Jacobson
53:42
Friendly; but I don't hang out with people from work outside work, especially not folks I supervise.
Chad Coleman
53:46
friendly, but not friends
Amy Miller
53:53
Dare to Lead
Lora Jacobson
53:54
DAre to Lead
Jeanne Supin
54:02
Brene Brown’s Dare to Lead
Dora Saso
54:51
I prefer to limit my relationships outside of the workplace with coworkers. I can see issues and benefits to staff spending time together outside of professional setting.
Rebecca Krzeminski
54:56
I believe it depends on the person and definitely needs boundaries and stick by them but most often than not-friendly but not friends
Josh Spinney
54:58
I live in a small community so the rules change in regards to friendships, as there is quite a limited population. I think it's not my place to tell someone who they can and can't be friends with, but I can mention if I feel it is becoming damaging to thir work/life relationship to help set limits.
Elaine H Wilson
55:11
Friends.. really depend...different levels of friends...sometimes it happen at work...length of time at work....limited time away from work....protential privacy issues / lots of variable to consider...be impartial, etc
Jeanne Supin
55:14
Here’s a link to Brene Brown’s video on the Anatomy of Trust: https://brenebrown.com/videos/
Danita LeBlanc
58:09
Re friends with employees - be cautious about sharing too much personal information/gripes with management/the company with employees. You can gripe up but it's never good to gripe down.
Melissa Ackley
01:02:51
i went to a leadership training where they said that if you do the sandwich, staff only here either the meat or bread, so those should actually be two different conversations so both messages are heard. Thoughts?
Roza Sargsyan
01:03:23
yeah I have heard that also or them ignoring the negative
Monique Kulkarni
01:04:27
I have experienced the same -- also I think supervisors sometimes water down the constructive feedback when it's sandwiched (being direct is hard for some) so the message is lost more easily
Yvette Tucker
01:04:44
What other feedback model have you heard about other than the Sandwich model?
Dora Saso
01:13:05
I think the strengths and constructive criticism need to be related to improve focused discussion.
Jeanne Supin
01:13:41
Different Myers-Briggs types also respond to and like/dislike/find valuable the “sandwich” approach differently. We’ll talk about this a bit next week.
Frannie Yin
01:14:58
https://thenationalcouncil-org.zoom.us/webinar/register/WN_QZyeEPZ5Q5e8tU-xWoINqw
Frannie Yin
01:15:09
Above is the link for next week's webinar
Omar IRIZARRY
01:15:30
Thank you Josh! Nice job
Yvette Tucker
01:15:32
Thank you!!
Evelyn Ahlstrom
01:15:33
Thank you
Amanda Krisher
01:15:36
Thank you!
seraine danner
01:15:38
Thank you!
Kristen DiFilippo
01:15:43
thank you!
Jessica Wickman
01:15:47
Thank you!
Elaine H Wilson
01:15:48
Sanctuary Model...trauma informed work environment.....thank you for your time/ reflective event...Stay safe all..BEST to all
REBECCA VALDES
01:16:00
Thank you