LARRY ROBBIN UPCOMING YOUTH EMPLOYMENT
WEBINARS AND CONFERENCE TRAINING SESSIONS!
The National Youth Employment Coalition (NYEC) is sponsoring these upcoming webinars presented by Larry Robbin. Each hour and a quarter information packed webinar costs $25 for NYEC members and $65 for non-members. To join the NYEC, go to
. For questions about the webinars, contact the Director of the NYEC Thomas Showalter at
. Don't miss this opportunity to put the state-of-the-art youth employment practices into your program!
HOW TO MAKE THE BUSINESS CASE FOR HIRING YOUTH!
Learn how to make the profit making case to employers so they see the bottom line benefits of hiring youth. Find out why describing your services is a big mistake and get better ways to communicate what you do. Fill your employer presentations with the antidotes to their resistance to hiring youth. Close the gap between what you say and how employers think - open the doors to more employment opportunities for the youth in your program!
Click here to register for the webinar
THE RULES OF ENGAGEMENT
Recruiting youth is a challenge, but keeping them engaged so they stay in your program and take full advantage of what it has to offer can be even a bigger challenge. Discover how engagement with your program is, in part, determined even before youth start your services. Learn from the feedback of youth what programs inadvertently do that alienates them. Upgrade all the aspects of your model and direct services so they appeal to youth at the highest levels and you can help them finish your program successfully!
Click here to register for the webinar
The California Workforce Association Youth Employment Conference is one of the best conferences for youth workforce development professionals and the youth you serve. It features state-of-the-art youth workforce development presentations and youth are presenters and an important part of the conference. This year I will be presenting
DOES YOUR PROGRAM MEET YOUTH PERFORMANCE STANDARDS?
as a special preconference session. You can meet all of your funding source performance standards, but that does not mean that youth think your program is the best program for youth! Learn what youth want from your program. If you meet youth performance standards, it will guarantee that you will have the best outcomes for your program. I am proud to say that I have been invited to present at this conference more times than any other presenter. To register for the conference, go to
. For more information about the training and consulting that I provide for youth employment programs
The National Association of Workforce Development Professionals (NAWDP) annual conference is the biggest gathering of front line and management workforce development professionals in the country. Over the years, I have done more training for NAWDP than any other trainer. This year I will be presenting a special preconference workshop titled The Captain and Coach Approach to Case Management. The traditional approaches to case management for youth and adults are outdated and do not empower job seekers to case manage themselves. This innovative new way to do case management puts the job seeker in the role of the captain of their job search progress team with the staff person in the guiding role of a coach. If you want to achieve better outcomes in less time, do not miss this workshop. To register for the conference go to www.nawdp.org. If you are interested in bringing this training to your program, click here for a description of the all day workshop.
DO YOU WANT THE HARD-TO-EMPLOY RESOURCE LIST?
HOW LONG DOES IT TAKE TO FILL A JOB OPENING?
One of the most frustrating parts of job hunting is waiting to hear back from an employer. Do you know what the average turnaround time is for a job offer so you can help your job seekers anticipate how long it will take? Do you know that there are both regional and industry differences in the turnaround time? You need to read this report and share its findings with your job seekers so they can manage their expectations and reduce their job search anxiety.
Click here to read the report
ARE YOU TEACHING PEOPLE HOW TO HANDLE ALL THE INTERVIEW STYLES?
We prepare job seekers to give the right answers for interview questions. But, we rarely help them anticipate the many different types and styles of interviews. In addition, our mock interviews often fail job seekers because we only conduct them in one format and one style. If you want the best way to prepare your job seekers for interviews that will get job offers, you need to teach them how to be successful with a variety of interview formats and styles.
For more information on this topic click here
ARE YOU USING TWO GENERATION STRATEGIES TO HELP CHILDREN, YOUTH AND FAMILIES IN POVERTY?
Two-generation models target low-income children, youth and parents from the same families in hopes of interrupting the cycle of poverty. However, the models themselves vary widely and policymakers and practitioners need guidance on how to best design them to achieve their ambitious goals and capitalize on their multiplier effects. To that end, this brief builds on the insights from the Housing Opportunities and Services Together (HOST) Demonstration to present an updated theoretical framework for two generation models. The framework emphasizes the importance of using family goals as the lens for targeting individual family members, setting individual goals, and aligning tailored appropriate solutions. This lens also necessitates prioritizing relationship building over programs, designing flexible evaluation approaches, and working for systems change to support families in their efforts.
For more information on two generation approaches click here
WHEN IS IT A GOOD STRATEGY TO DECLINE A JOB INTERVIEW AND HOW SHOULD IT BE DONE?
We work so hard at helping people get job interviews that it is hard to think about helping them decline an interview. There are six possible reasons why it is a good strategy to decline an interview. This article will help you understand those reasons and give you strategies you can share with your job seekers about the best way to turn down an interview.
To see the article, click here
WOULD YOU LIKE RESOURCES ABOUT BEST PRACTICES FOR INDIVIDUAL LEARNING PLANS TO HELP YOUTH WITH DISABILITIES?
Youth with disabilities and their parents must navigate the complicated world of education in order to ensure that schools give these youth the proper accommodations and resources in order to make sure they get the best education possible. This set of information briefs will help workforce development professionals assist youth, parents and schools to make Individual Learning Plans successful.
For more information click here
For information about the training and consulting I provide for organizations serving people with disabilities
HUMOR ABOUT WORK
Sam walks into his boss's office and says, "I'll be straight with you, I have three companies after me, and I would like to respectfully ask for a raise." After a few minutes of haggling the boss finally agrees to a raise, and Sam happily gets up to leave. "By the way," asks the boss, "Which three companies are after you?" "The electric company, water company, and phone company!"
WHAT ARE THE TOP COMPANIES FOR DIVERSITY?
More than 1,800 companies participated in the Diversity Inc. 2016 survey to determine the best companies for diversity. There is no fee to participate and every company receives a free report card assessing its performance against all competitors. The survey, now in its 16th year, leads to a detailed, empirically driven ranking. This is not a superficial look at diversity. The free report card assesses performance based on four areas of diversity management:
* Talent Pipeline: workforce breakdown, recruitment, diameter of existing talent, structures
* Talent Development: employee resource groups, mentoring, philanthropy, movement, fairness
* Leadership Accountability: responsible for results, personal communications, visibility
* Supplier Diversity: spend with companies owned by people from underrepresented groups, accountability, support.
HOW TO SAY YES TO THE PERSON AND NO TO THE TASK
The job description for people who work in workforce development is a simple phrase, "other duties as assigned." We are asked to do to so much in so little time that it easily leads to stress and burnout. We are not very good at saying no when a request pushes us past our capacity. This helpful article will give you strategies for saying yes to the person making the request at the same time you say no to the task.
Click here for this helpful article
FIVE STRENGTHS THAT WILL SELL MATURE WORKERS TO EMPLOYERS
If you work with people over the age of fifty-five or if you do job development for them, you will be more successful helping them get hired if you and your job seekers know these five selling points. These selling points can help to convince employers of the value of hiring mature workers. For more information about the training and consulting I provide for mature worker programs
Click here for the list of the five strengths
ARE YOU FAMILIAR WITH THE CONNECTIONS BETWEEN WORKPLACE DISCRIMINATION, STRESS AND JOB PERFORMANCE?
Many workforce professionals and the people we serve experience workplace discrimination. A wealth of psychological research shows that discrimination can exacerbate stress. Moreover, discrimination-related stress is linked to mental health issues, such as anxiety and depression, even in children. In this year's examination of the state of Stress in America, the American Psychological Association (APA) highlights the connection between discrimination and stress, along with the resulting impacts on relationships, employment and overall health. It is very important that you and the people you serve understand the connections between workplace discrimination and stress and job performance in order to take the steps necessary to reduce or eliminate workplace discrimination.
Click here for this important article
WHAT SHOULD PEOPLE DO TO QUIT THEIR JOBS THE RIGHT WAY?
As workforce development professionals, we focus most of our energy on helping people get jobs. But an important part of working life and getting ahead in the world of work is knowing how to quit jobs. We rarely discuss the best practices for quitting. Quitting in the wrong way will hold people back in the world of work, while quitting in the right way keeps them on the pathway to success. This article has some important lessons about how to quit jobs the right way. You should be incorporating these lessons in your work with job seekers.
Click here to learn more about helping people quit jobs in the right way
ARE YOU TEACHING PEOPLE HOW TO WRAP UP THEIR INTERVIEW ANSWERS?
We teach people how to answer interview questions. Their answers are only part of the equation for giving a job interview that will lead to a job offer. The answer to an interview question is like the opening in a sales presentation. What really matters is how they close the answer. This information is often left out of interview training and it is often the difference between an interview that goes no where and one that results in getting the job. You need to help people understand the formula for wrapping up their answer to an interview question.
Click here to learn how to do it
THE BEST PRACTICES FOR SERVING OPPORTUNITY YOUTH
This is an excellent collection of ideas and best practices from programs serving youth facing multiple and severe barriers to employment. It features ideas and strategies that will help you make employment progress with opportunity youth. For more information about my training for programs serving disconnected youth
To access the best practice information click here
LOOKING AHEAD TO 2017
I want to thank all the people that used my consulting services and that attended my trainings in 2016. I also want to thank the many individuals that I worked with in my volunteer work. In addition, I want to thank my fantastic webmaster and newsletter editor, Further Evaluation. All of you are a never ending source of support and encouragement that helps me continue to do this challenging work. As I look ahead to 2017, I want to thank all of you for the lessons you have taught me and for the support you have given me. You have inspired me in so many ways. You make me feel that the work we do to help people overcome their barriers to employment and the work we do with employers is some of the most important work that can be done in a lifetime. Thank you so much for being a part of my work and a part of my world! I look forward to reconnecting with you in 2017!