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Motivation rounds out our new acronym for TEAM: Trust, Empowerment, Accountability, and Motivation. It is not only important to know what motivates you as a team member, but also what motivates your fellow team members. Dynamic Works shares an interesting article on how to help motivate your co-workers for team success.
Every member in your team has a role to play. If one member does not live up to his or her responsibilities, the entire system suffers in the long run. Accountability means that you understand the role you play and understand its importance in the big picture of the organization. If you do not live up to your responsibilities, ultimately someone else will have to fill them for you.
If you consistently fail to perform, your job may be in jeopardy. Everyone is important in making the entire system work. Likewise, your team must hold one another accountable. Team members need to be willing to confront one another about behaviors and deliverables that do not conform to agreed-upon decisions. If you make a mistake face it. Accept responsibility and move on. The key is to accept responsibility for your mistake and try to avoid having it happen again.
Who hires ex-offenders?
The truth is that some companies hire many people with a record–people who have the skills and abilities to do the work, even if they have a criminal record. Others may be afraid that people who have criminal records won’t be good workers. In those cases, it’s up to you, the workforce professional, to show them that’s not true.
So, what can you do, as a workforce professional, to improve employment prospects for your client, an ex-offender?
Do you know how to get an ex-offender interview ready?
What are the Green Elements Standards?
How should they talk about their conviction?
What are employer benefits for hiring a worker with a criminal record?
If you don’t know the answers to these and other questions, consider taking our new Ex-Offender Job Development Series.
This series contains lessons allowing you to uncover strategies your client can utilize to overcome employer resistance in hiring individuals with a criminal history. Learn how labeling negatively impacts an individual with a criminal history. Discover how motivational interviewing strategies can assist the client with a criminal history to find his or her voice and the strength to obtain meaningful employment. Help your clients advocate for themselves so they can experience a brighter future. Then put it all together with a summary lesson for next steps in your work with Ex-Offenders.
Check out this free lesson on Putting It All Together.
“The Ex-Offender training I took was immensely helpful!
I gained skills to better provide services to this population. I also learned about how they think about themselves and how I can help them to change their mindset. I appreciate how important it is for them to change the way they think about themselves so that they can present themselves with more confidence to potential employers. I wanted to run out and start informing employers about the importance of being thoughtful in deciding not to hire people with backgrounds to avoid inadvertently violating EEOC requirements.”
Contact us today to learn more at firstname.lastname@example.org or click here to purchase!
Empowerment is the process of an individual taking action, controlling work, and making decisions in autonomous ways—it comes from you, the individual. Empowerment is not something that is given to you. Individuals can and should look for improvement opportunities. This involves taking initiative.
We’ve all heard that the acronym for TEAM is Together Everyone Achieves More. What if TEAM stood for not what teams do, but what the characteristics of a good team are? Four characteristics of an effective team are Trust, Empowerment, Accountability, and Motivation. For March, our Training Tip Tuesdays will focus on these four characteristics of a good team.
Let’s begin with Trust. Without trust, you’ll never developed an effective team. Building trust includes clearly defining the responsibilities of every member of the team. How often will you meet? For how long? What are the consequences for non-participation? Next, develop communication guidelines, or ground rules for your meetings. Finally, identify a conflict resolution mechanism.
GoGuideTM is an innovative, interactive, intuitive and easily usable tool, which allows students the opportunity to discover who they are, where they want to go, how they want to get there, what challenges might get in their way, and how they will make it to their destination!