Policy & Practice | December 2021

staff spotlight

Name: Tina Wright-Ervin Title: Organizational Effectiveness (OE) Consultant Time at APHSA: I have been with APHSA since June 2021. Life Before APHSA: I hold a Masters of Social Work degree and have more than 20 years of organizational development, management, supervision, and training experience. Prior to joining APHSA, I worked for 12 years for the County of San Bernardino in Southern California, serving as a Social Service Practitioner for Children and Family Services, a Training and Development Specialist and Supervisor, and ultimately as the Training and Development Manager. I also worked for the Disney Corporation for six years in various capacities (administration, training, and supervision) where I gained invaluable insight into training, organizational development, staff engagement, and customer service. Priorities at APHSA: I love that as a member of the OE Team, I can work on myriad projects that allow me to exercise my various skills, with the main goal of supporting our members to build capacity in various aspects of their organizations, to carry out their missions, and improve the lives of the communities, families, and

individuals they serve. I am a co-leader on the Race Equity Learning and Education Committee and am dedicated to incorporating an equity perspective into all my work. I have also had the privilege to work in support of Emerging Leaders as well as various projects with our members and partners across the country. What I Can Do for Our Members: Using the Human Services Value Curve framework as well as various tested and proven OE tools, I provide consultation, coaching, consensus building, and technical support. My goal is to help build capacity within systems, organizations, departments, and individuals so they can achieve their visions. Best Way to Reach Me: I can be reached via email at twright-ervin@aphsa.org When Not Working: I am always looking to try new things! I love art and music and enjoy spending free time painting, sewing, crafting, taking dance classes, or enjoying a concert, play, or museum. I love spending time with family and friends and look forward to being able to travel again in the future. Motto to Live By: I am “unapologetically enthusiastic” and truly seek to enjoy life, be authentically me, and learn something new every day.

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3. Serve as a role model for remote or hybrid work. We have all heard the mantras about the importance of “walking the talk” within a workplace. In general, it is important for employees to see their colleagues and leadership model and engage in whatever workplace guidelines and expectations have been set for employees. For example, if a message has been sent to staff that it is important for employees to maintain a healthy work–life balance as they engage in remote, hybrid, or in-office work, then this should be

supported by the behavior and actions of employees at all levels. If employees act in a contradictory fashion, par ticularly those in leadership, this sends a mixed message to staff, which ultimately leads to confusion and uncertainty. 4. Provide the needed technology and resources. Studies support that when staff feels prepared and equipped to get their jobs done, productivity and staff morale are more likely to remain steady and positive. Also, ensuring staff has the

technology and resources needed to get their jobs done (in-person, remote, or hybrid) demonstrates that they are valued as an important part of the organization and their resource needs matter.

5. Be intentional in connecting with and celebrating staff.

As mentioned previously, studies show that staff who have a feeling of connectedness to others in the workplace have a better sense of well-being. The remote and hybrid

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