HOW DO YOU START AND IMPROVE JOB CLUBS?
Some of the first Job Clubs in the country were started by the psychologist Nathan Azrin. He developed Job Clubs to help people get support, share job leads and job search information. His book, Job Club Counselor's Manual: A Behavioral Approach to Vocational Counseling, originally published in 1980 is still in print. You should read it if you want to improve your Job Club.
If you want to learn how to start of Job Club, click here
WHAT CAN BE DONE TO EXPAND ECONOMIC OPPORTUNITY FOR YOUTH USING SUMMER JOBS?
ON THE CUTTING EDGE WITH MY CLIENTS
This column features my clients that are doing things on the cutting edge of their field.
certainly fits this description. Since 1984, this innovative program has been operating a variety of programs in the East Bay area in California. All of their programs operate from a core mission. The Brighter Beginnings mission is to "support healthy births and successful development of children by partnering with parents and helping to build strong communities." The mission gains its strength and aspiration from our core belief and vision that, "Every family matters, and every child deserves a happy, health future." Under the leadership of their creative, very dedicated and high skilled Executive Director Barbara Bunn McCullough, Brighter Beginnings has developed an array of effective programs and strategies that turn their vision into reality.
Brighter Beginnings is not a workforce program. But, they have a deep understanding about the importance of vocational development and the challenges their clients face in trying to gain the skills and experience to help them become successfully employed. They have used my training and consulting to help them work with people to help them get closer to being a part of the labor market. One of the workshops I presented for them was titled,
How to Conduct a Family History Vocational Assessment
. They are one of the few programs to request this training. (
For more information on this workshop contact me
.) Their interest in this training topic reflects how they see things not from an individualistic perspective, but from a family systems perspective. It also shows their strong commitment to helping people with vocational development.
How do they do this without being a workforce program? A number of years ago I began to believe that there were ways that all types programs that were not workforce programs, could contribute to the vocational development of the people they serve in the course of delivering their regular services. Imagine if every program that served people in poverty used some strategies to make vocational development a part of their work! If this was part of their work, when the people they serve went to workforce programs they would be much more highly motivated to finish them successfully. In addition, I saw that adding a workforce development perspective to programs would enhance their own program outcomes. I call this process vocationalizing. I vocationalized all types of programs. (
For more information about vocationalizing click here
). Through a series of trainings, Brighter Beginnings vocationalized their program.
If you want to see one example of their success using this strategy click here
. It is a pleasure and a honor to have Brighter Beginnings as one of my clients that is doing work on the cutting edge.
WHAT ARE THE EMPLOYER'S RESPONSIBILITIES IN RESPONDING TO WORKPLACE HARASSMENT?
One out of four people have been harassed in the workplace. Thirty-seven percent of them quit or were fired as a result of the harassment. People from some demographic groups are more likely to be the victims of harassment than other individuals. Harassment comes in many forms. It can also be complicated to assess. For example, certain behaviors like teasing may or may meet the definition threshold to be called harassment depending on specific circumstances. Very few workforce professionals know what to do about this serious and often devastating problem. It is important that we, our job seekers and employers know how to identify harassment and what to do about it. This information packed webinar will give you that information.
Click here to go to the webinar
ARE YOUR EMPLOYEES TRULY EMBEDDED IN THEIR JOBS?
The term "job embeddedness" is used to describe how committed people are to their jobs. Job embeddedness not only has an impact on retention, but it also has a relationship to many other aspects of working including teamwork, productivity, creative contributions, outcomes with job seekers and employers and leadership development. Also employees that are less embedded will often require more attention from their manager so this can take away from your valuable time. This article will give you an in-depth look at what you can do as a manager to improve job embeddedness in your organization.
To see the article click here
WHAT CAN YOUR JOB SEEKERS DO TO ADD FREE AND LOW COST TRAINING TO THEIR RESUME?
How do you help people that do not have enough training on their resume to make them competitive for a job they would really like? There are 8 good sources of online training that can help people improve their qualifications so they have a chance of getting that good job. This article explains how to access the training and use these important resources on a resume to make it more competitive.
If you want to help your job seekers get closer to what employers are looking for, click here
DO YOU KNOW HOW TO TEACH PEOPLE WHO ARE WORKING IN TEMPORARY JOBS THE STRATEGIES THEY NEED TO TURN THE JOB INTO A PERMANENT POSITION?
A huge and growing sector of the labor market consists of people who are working as a temp and would like to be offered that job as a permanent position. The information in this article can also apply to people on work experience or in internships. These strategies can take your job seekers from temp to perm.
Click here to learn how to help them do it
HOW DO YOU HELP PEOPLE THAT ARE RELUCTANT TO NETWORK?
Workforce professionals frequently tell people that they should be networking to find their next job. This is good advice because networking will yield more job lead connections than many other job search strategies. Your job hunter may nod in agreement as you talk about networking, but they may actually find the thought of doing what you are describing to be too difficult for them to try. This fear of networking can come from someone having no experience with networking, being a shy person or having cultural communication networking challenges. It can also come from a disability that makes networking communication difficult or from the low self-esteem that plagues many people who are unemployed. There are many other sources of networking anxiety as well. You should ask people how they feel about networking and look for the signs that it may be a big challenge for them. Once you have identified their challenges to networking, you can use the 10 strategies in this article to help people learn how to network successfully. This is a skill that will help them in many areas of their life, not only job search.
For information on the strategies, click here
WHAT HAS LARRY BEEN UP TO LATELY?
I had an amazing experience being invited to present a keynote speech and a training session for a special event sponsored by the
Los Angeles County Department of Mental Health. I have been doing training for the LADMH for many years on a wide variety of topics designed to improve employment outcomes for consumers. You may not be familiar with the tern consumers in this context. In mental health, people who access services are generally not called clients, they are called consumers. Every year the LADMH holds an event for consumers that are using their services, consumers that are on their staff and for the rest of their staff and management. This year I was invited by
Maria Funk, Lize Ruiz and Kecia Coker to speak and train at the event.
Jan Friend was a great help with the logistics and my disability accommodations. The LADMH, unlike many similar agencies, has a very strong emphasis on helping consumers become employed. Many mental health organizations focus exclusively on therapy and do not see or believe in the therapeutic benefits of helping consumers find a good place in the world of work. The LADMH does the opposite and they have used multiple strategies to make employment a priority for their organization. You could see that emphasis in action at this event with it's focus on consumers in the world of work.
The room was filled with incredible energy as the department honored two consumers who gave very powerful speeches about their struggles with bipolar disorder, depression and other forms of mental illness. What was amazing was how they had found ways to cope with those challenges and become productively employed. Their words were so inspiring! I was moved to tears by what they said and the strengths and strategies they used to be able to be successful in the world of work. I was honored to be in their presence.
Dr. John Brekke gave an excellent keynote highlighting research that proved having mental health consumers involved as peers in helping other consumers had many positive benefits for everyone involved. My keynote speech was titled
Consumers in the World of Work Yesterday, Today and Tomorrow! I shared some of my personal stories about having family members that were consumers. I also talked about some famous people that were consumers. Research by three psychiatrists from Rutgers University proved that half of the people who were Presidents of the United States from 1900 to 1974 were in fact consumers! Ludwig Von Beethoven, Charlie Parker, Marlon Brando and many other individuals who made incredible contributions to our world were also consumers. This was proof of the ability of consumers to work. I also talked about what I have learned from consumers about what it takes to help them get motivated to conduct a successful job search. My speech included comments about public and employer misconceptions about consumers and the discrimination they face in trying to get jobs. I am proud to say that my speech received a standing ovation from many members of the audience.
In the afternoon, I presented a training for agency staff and some consumers that was titled,
From Job Search to Job Offer! How to Help Consumers with Employment. I shared multiple strategies and techniques that can be used to close the gap between consumers and the labor market. I was very impressed with the high levels of commitment and interest about employment that people in the workshop demonstrated.
This was an incredibly moving and inspiring day for me. I have many years of experience designing mental health employment related programs and providing consulting and training for mental health organizations around the country. This day that was driven by the success of the consumers was a fantastic culmination of that work for me. Thanks to the Los Angeles Department of Mental Health for their belief and work around employment and for giving me the opportunity to be a part of such an outstanding event!
If you would like to see the kind of employment related services that I provide for organizations serving consumers, click here