www.LarryRobbin.com

IN THIS ISSUE...

 
 
 
 
 
 
   
 
 
 
 






Training


Larry Robbin Training Topics

Larry trains on more than 300 topics. This list features some of the most requested workshops. Click here for the list of training topics. If you do not see what you need, please contact Larry to see if he trains on that subject. Larry trains onsite, by telephone or by webinar.

c1TEN TIPS FOR TIME MANAGEMENT IN THE WORKPLACE

Time management is a challenge for workforce development professionals and for your job seekers.  Are you getting the most out of your challenging daily schedule?  Are you teaching job seekers how to manage their time at work?  We need to find ways to both manage our time more effectively and to teach job seekers how to manage their time at work.  This helpful article will help you and your job seekers get better at time management.  Click here for some helpful time management ideas.

c2HOW A JOB SEEKER AND YOU CAN MANAGE THE ONLINE REPUTATION

As you are reading this newsletter, someone is probably checking you and your job seekers out on line.  Google is the first resume for the vast majority of employers and your professional contacts.  How good is your online reputation and the reputation of your job seekers?  This is a must read article for every workforce development professionals and your job seekers.  Click here to learn more about managing your online reputation.

c3EMPLOYER TOOLKIT
 
For over ninety-five years, Community Gatepath has been providing a wide range of services to children, youth and adults with disabilities.  For more information check out their website at www.gatepath.org.  I am proud to say that they are one of my client agencies.  I was honored to be invited to consult with them on their toolkit for working with employers to improve the hiring of people with developmental and other disabilities.  Management and staff from all types of workforce programs that work with employers to improve the hiring of people with any barrier to employment will find a lot of useful information in the toolkit.  It has information about new sales strategies, return on investment, structuring the job development function, moving to engagement relationships with businesses and much more.  It is one of the most comprehensive guides to working with employers that have seen in my over forty-five years of work in this field.  To access the toolkit click here.

c4ON THE CUTTING EDGE WITH MY CLIENTS
JVS AND SALESFORCE TRAINING
 
Welcome to a new feature of the newsletter!  I am very fortunate that I get to work with workforce programs that are doing new things on the cutting edge of workforce development.  This section of the newsletter will focus on their accomplishments. JVS is one of those cutting edge organizations.  I am proud to say that I have been providing consulting and training services to them for over thirty years.  I have always been impressed at how willing they are to try new things and their ability to make perpetual program improvement a cornerstone of their culture.  They are widely regarded as one of the most exemplary workforce programs in the country and have won many awards for their outcomes with both job seekers and employers.  Abby Snay, Executive Director of JVS, is a highly respected leader in workforce development. She is a member of the California Workforce Development Board and the Board President for the National Skills Coalition.  She was also appointed to 
the workforce development working group of the Clinton Global Initiative America.  Her work has brought her and JVS widespread recognition.  One of the hallmarks of the work at JVS is the close partnerships they develop with employers that go far beyond the typical hiring relationships of most workforce organizations.  Their groundbreaking project providing Salesforce training to the long term unemployed is one example of this kind partnership. Click here to learn more about this project.

c5FOURTEEN SIGNS YOU ARE
ABOUT TO RECEIVE A JOB OFFER

One of the most stressful times for a job seeker is the period of time after an interview.  This time is filled with uncertainty.  Job seekers grill themselves with questions like how well did I do in the interview, what should I have done better and will I get the job offer.  Workforce development professionals do not know how to help people figure out how well they did after the interview.  This insightful article will help people evaluate whether or not the interview will lead to a job offer.  Click here to see the article.

c6MANAGEMENT CORNER - 
STRENGTH BASED LEADERSHIP
As someone in a management position, you are often expected to be a leader in every aspect of the organization.  Really effective managers know what they are good at and what they need help with in order to lead effectively.  This revealing article will show you how to excel at strength-based leadership.  For more information on this important topic click here.

c7EQUIPPING REFUGEES WITH THE SKILLS FOR THE WORKFORCE

As the United States becomes more diverse, knowing how to serve refugees becomes more important to workforce development professionals. This is a transcript of a webinar about best practices on this topic that will be of help to you.  Click here for more information.
c9KEYS TO QUALITY YOUTH DEVELOPMENT

Youth development, the process of growing up and developing one's capacities, happens no matter what we do. The challenge is to promote positive youth development and plan quality experiences with young people.  It would be nice if there was a drive-through window where you could order the positive aspects of youth development when planning a program. But it takes active involvement and careful planning to fill the order. KEYS to Quality Youth Development encourages you to plan and prepare a complete menu for positive youth development.  This guide is a working tool to stimulate, challenge, and encourage youth and adults as they work together to plan, conduct, and evaluate quality experiences.  For more information click here
c10FOUR CONSEQUENCES OF LYING IN A
JOB INTERVIEW
 
The majority of job seekers do not start out lying in an interview.  But after a long protracted and frustrating job search, some people will out of desperation lie in an interview.  Right now it looks like one of three job seekers is committing gross exaggeration or outright lying in the interview.  This happens with job seekers at all levels.  I was recently involved in a hiring situation for a Vice President in a corporate setting and we found one finalist that lied about having a particular college degree.  As a workforce professional, you may never know which of your job seekers will be tempted to lie because they will not tell you, but you should make all of your job seekers aware of the many consequences of lying in a job interview.  Click here to learn more about the impact of lying in a job interview.

c11HELPING FIRST GENERATION COLLEGE STUDENTS
 
People who are the first individuals to go to college in their families face many challenges as they pursue higher education.  Their fellow students can get help navigating the college bureaucracy from their family members that went to college.  They will also get a great deal of support from their relatives for the decision to go to college.  These things may not happen for first generation college students.  Family members cannot help them with the logistics of going to college.  Some family members may want them to get a job so they can contribute to the family income.  First generation students may have more severe financial constraints than other students.  First generation students are at high risk for dropping out for a variety of reasons.  If you are helping people go to school and do something that no one in their family has done, you need to know how to support them in this process.  Click here for some very helpful information for working with first generation college students.

c12ARE YOU HAVING THE MONEY CONVERSATION?
 
One of the missing pieces in many workforce development programs is financial literacy training.  Financial literacy is about the strategic and smart use of money.  The problem of poor money management can create many barriers to employment.  People will be stressed out because they are always short of money.  People will go into debt or bankruptcy and ruin their credit rating.  Some people will quit jobs because they say the job does not pay enough.  While this may be true, it could also be that this individual does not know how to get the most out of their paycheck.  People will not be able to accrue the money it takes to move to a better neighborhood so they stay in dangerous, high crime communities with few resources and poor schools.  The lack of ability to manage money is a powerful hidden barrier to employment.  This issue will not only impact our job seekers, but it can also be an issue for all of us.  If you want to know what your program can do to address it click here.

c13WHAT HAS LARRY BEEN UP TO LATELY?

Here are some of the highlights of things I did in December.  It was a short month because my office was closed for part of the time.  In my role as the capacity building WIOA consultant and trainer for the city of Oakland, I presented my training Case Management Skill Building for the staff and management of their community workforce programs.  To give people an understanding of how case management has evolved, I did a historic breakdown of the various stages of case management.  We focused on writing an effective employment plan.  Most employment plans do not represent the actual employment an individual obtained.  I took people through my employment plan model that makes the employment plan a living document that actually guides the work.  We worked on using the DAP (data, assessment and plan) model to make case notes more focused and helpful in the employment process.  The session included a discussion on the best strategies for managing large caseloads.  Aimee Durfee of the Y & H Soda Foundation used my consulting services to work with Loaves and FishesLoaves and Fishes provides free meals to people that have limited resources to buy food.  The organization wants to use its kitchen as a culinary training program for at-risk youth.  I did a consultation session with them to explore the feasibility of this program development.  We went through a comprehensive analysis of the challenges they would face and discussed how to overcome them.  I am looking forward to hearing about how they develop this important program.


"If you can't fly then run, if you can't run then walk, if you can't walk then crawl, but whatever you do you have to keep moving forward."

Dr. Martin Luther King, Jr.
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