Policy & Practice February 2018

IGNITING THE POTENTIAL continued from page 11

systematic way not only “gets things done” more effectively and efficiently (regulative and collaborative levels of the Value Curve), it serves as a lens for identifying and addressing root causes (integrative and generative levels). Guiding organizations—espe- cially the workforce—to see the world through these upper stages of the Value Curve, where the focus is on understanding why a family seeks services and what is happening in a community as a whole, is at the heart of our consultative approach. To access our OE services, contact Emily Campbell at ecampbell@aphsa.org. If your organization has a compel- ling story to share about how you are supporting and advancing the H/HS workforce, we would love to hear from you. If you’d like to con- tribute a feature story to this magazine or our blog, please contact Jessica Garon at jgaron@aphsa.org . Also look for APHSA emails announcing calls for presentations at our 2018 conferences and summits.

fully? How do we know when staff needs a break or connection to others? Other sectors exposed to high stress and trauma—including law enforce- ment, emergency rooms, and the military, have these kinds of indica- tors—why not H/HS? By bringing together practitioners and thought leaders, we hope to develop a set of indi- cators by which to better understand how the workforce is actually doing, understand the social determinants of a healthy workforce, and begin to develop a set of tools to assess, prevent, and effectively intervene to promote cultural health and well-being. While this year we will be devel- oping new leadership tools and guidance in support of the H/HS work- force, there are a number of resources already available to our members. These resources include writings and tools on the Human Services Value Curve from our Organizational Effectiveness (OE) team, an Adaptive Leadership Assessment and Improvement Guide (incorporated

into the toolkit), publications from our affinity group, the National Staff Development and Training Association (NSDTA), and guidance and toolkits from the National Collaborative. NSDTA is particularly well-posi- tioned to help grow the workforce of the future. This peer community is committed to building professional and organizational capacity in human services by sharing ideas and resources on organizational development, staff development, and training. In addition to an annual fall educational event, NSDTA publishes an annual journal dedicated to helping build human capital and leverage new and inno- vative workforce strategies (see the NSDTA page at www.aphsa.org ). Through the tools and proven practices applied by our OE con- sulting team, we help organizations strengthen their fundamental skills in managing change and progressing along the Human Services Value Curve. Supporting leaders and teams at all levels of an organization in this

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