APS Supervisor Core: �Strengths-Based Development / Supervision
Instructor-Led Training
We create experiences that transform the heart, mind, and practice.
About the Academy & APSWI
The Academy is a project of San Diego State’s School of Social Work. Serving over 20,000 health and human services professionals annually, the Academy’s mission is to provide exceptional workforce development and learning experiences for the transformation of individuals, organizations and communities.
APSWI, or Adult Protective Services Workforce Innovations, is a training program of the Academy that provides innovative workforce development to APS professionals and their partners.
ACADEMY PROGRAMS
San Diego State University
Purpose of Land Acknowledgement
The purpose of a land acknowledgement is to recognize the relationship of Indigenous peoples to the land. It is multi-faceted in its meaning. It shows respect to the people of the land, to the land itself and to their relationship to one another. They are statements that recognize the dispossession from the land, the harm brought by colonial practices, beliefs and policies. They validate and recognize the continued presence of Indigenous peoples everywhere. Lastly, when offered in earnest and with sincerity, they are the first steps in reconciliation and healing.
Land Acknowledgement
National Deliveries
For millennia, hundreds of Tribal nations have been a part of this land. This land has nourished, healed, protected, and embraced them for many generations in a relationship of balance and harmony.
As members of the Academy community, we acknowledge this legacy. We promote this balance and harmony. We find inspiration from this land and its original inhabitants of this Nation.
�Making a statement isn’t enough. It is important that we share ways people can take action to support Native American people and land back efforts. This can involve researching and learning more about the indigenous communities of the lands you are on at Native Land Digital; returning artifacts and land to their appropriate tribal communities; working to protect and preserve the land, and much more.
For more information and resources, see our Land Acknowledgement page.
Housekeeping & Introductions
Technology
Agenda
Agreements
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Top 5 [STRENGTHS, ROLES, ETC:
Learning Objectives
Group Agreements
Group Agreements
"Confidentiality will be maintained: What happens during this training will not be shared outside of this group with the exception that the learning and key takeaways can be shared. Specific details shared by members of these groups during this learning session will not be divulged."
What is Strength?
Who Represents Strength?
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Deficit Model
This photo by Getty Images
Discover Your Strengths
Benefits of Strengths-Based Approach
27 workplace studies of strengths-based interventions:
Miglianico, Marine et al. (2020). Strength Use in the Workplace: A Literature Review. Journal of Happiness Studies. 21.
Benefits of Strengths-Based Approach
Benefits of Strengths-Based Approach
Gallup. “2015 Strengths Meta-Analysis Report.” https://www.gallup.com/cliftonstrengths/en/269615/strengths-meta-analysis-2015.aspx
Benefits of Strengths-Based Approach
“Organizations that invest in strengths-based development achieve as much as a 29% increase in profit.”
Benefits of Strengths-Based Approach
(Source: Rath, T. (2007). StrengthsFinder 2.0. New York: Gallup Press.)
Benefits of Strengths-Based Approach
If your manager primarily… | The chances of active disengagement are… |
Ignores you | 40% |
Focuses on your weaknesses | 22% |
Focuses on your strengths | 1% |
Rath, T. (2007). StrengthsFinder 2.0. New York: Gallup Press.
Poll: Strengths Use Gut Check
Limitations of Strengths-Based �Approach
Leaves Weaknesses Unaddressed
Solutions:
OR
OR
Jones, J. (n.d.). “The Two Problems with the Strengths-Based Approach.” Retrieved February 5, 2021, from https://drjasonjones.com/characterstrengthsapproach/
Limitations of Strengths-Based �Approach
Overusing strengths or using inappropriately
Solution: Self-awareness is key.
Zhang, Liguo. 2014. “Reflections on the strength based perspective of a social worker.”
Limitations of Strengths-Based �Approach
Focuses on the individual
Solutions - Ask yourself:
Limitations of Strengths-Based �Approach
Neglects Structural Obstacles
Solutions:
Strengths Assessments
Clifton Strengths
VIA Character Strengths
Strengths Profile
Stand Out Strengths
Strengths Assessments
Your Prework
Complete Part 1 and Part 2 (questions #1 and #2 only) of "Your Top Strengths" Worksheet.
Part 1.
Your Prework
Part 2. Reflection Questions
Solo Work: Matching
Fill out the Question #3 (in Part 2) by matching top strengths to your important responsibilities:
How have your Signature Strengths/Strengths Roles helped you be successful in what you listed for Questions #1 and #2?
Top Responsibilities | Signature Strengths/StandOut Roles |
Helping to resolve employee issues and disputes | Individualization, which helps me custom-design solutions that will satisfy all involved. Consistency, which helps me create clear and fair rules that everyone can follow. |
Solo Work: Action Planning
Complete Part 3 (Action Planning) of "Your Top Strengths" Worksheet.
Small Group Discussion Questions
Large Group Discussion
Briefly, please share with us:
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Any takeaways, discoveries, surprises?
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Strengths-Based Supervision
“The practice of frequent and positive interactions whereby [the] supervisor identifies talent, creates opportunities to develop that talent, and encourages employees to align their talents and tasks toward a specific goal.”
Academy for Professional Excellence. Feb. 10, 2017. “Implementing Strengths-Based Supervision.” Presentation.
Strengths-Based Supervision Examples
Strengths-Based Supervision
“Essentially a ‘way of being’ with supervisees where attention is given to power ‘with’ rather than power ‘over,’ and the environment is such that both supervisor and supervisee contribute their expertise to the relationship.’”
Davys and Beddoe. (2010). Best Practice in Professional Supervision: A Guide for the Helping Professions.
Poll – Strengths-Based Supervision
Solo Activity – Self Assessment
Tool: Strengths-Based Questions
Small Group Work: APS Scenario
Instructions:
Feel free to use any of the coaching questions, and draw on your own experiences/solutions you've used.
Small Group Work: APS Scenario
An APS caseworker struggled with the fact that there was less control over their schedule/caseload and needed to be extremely flexible, unlike in their previous position with In-Home Supportive Services (IHSS), where one had more control.
As the supervisor, what would you do in this case?
Large Group Debrief
Please share your plan with us!
Workshop Summary & Questions
We covered:
What questions do you have?
P-I-E
Reflect and note:
Evaluations
Your feedback is valuable!
Thank you for taking time out to spend on your own professional development.
Thank you for what you do for our communities!