In this Issue
5 Blogs We Love...
and Hope You Will, Too!

Blogs are a great way to explore the most relevant issues you face as supervisors, learn possible solutions to workplace challenges, and connect with others around important topics.

One problem: There are so many great blogs related to supervision and leadership it's impossible to keep up with them all!

How do you find time to keep up with all that information? It's impossible, which is why we selected five of our favorite blogs to share. This is by no means a comprehensive list, these are just a few of our favorites.
Healthier Workplaces by Larry Wengar
Blanchard Leaderchat moderated by David Witt
The Mind Tools Blog by the Mind Tools team
Leading with Trust by Randy Conley
Coaching for Leaders by Dave Stachowiak (This is a podcast for those of you who'd rather listen than read) 

We want to hear from you! What blogs do you love? Send your favorites to and we'll share them in an upcoming newsletter.
Ageism and Older Adults

By April Fleming, M.S., C.P.G.

In this country and in some countries abroad, many older adults experience social, health and financial disparities, lowered self-image, rejection leading to lack of purpose, and exaggerated or undiagnosed health identification (Irving, 2015). Inequities such as these were officially recognized and defined in America as ageism in 1969. Ageism is discrimination against older adults (Gergov & Asenova, 2012).
On its website, the National Center on Elder Abuse ( posted the following definition of ageism:
"A process of systematic stereotyping of and discrimination against people because they are old, just as racism and sexism accomplish this with skin color and gender. Old people are categorized as senile, rigid in thought and manner, old-fashioned in morality and skills...Ageism allows the younger generations to see older people as different from themselves; thus they subtly cease to identify with their elders as human beings ..."
(Butler, 1975).


To read more about ageism and older adults, and what you can do as a supervisor to combat against it, click here

Creating a Culture of Creating
Continuous Learning
If it was possible for you to have a profound impact on the professional development of your staff, to motivate them to achieve excellence, and to expand the leadership skills for your entire unit, would you be interested in finding out more? If so, the following article is for you.
Supervisors are powerful learning agents in the workplace. Supervisors' actions and attitudes about learning greatly impact how their staff will respond to learning needs and opportunities.
Every supervisor has the opportunity to transform their unit into a culture of continuous learning: where supervisors encourage their staff and help them acquire and apply new knowledge and insights. In such a culture, people are learning how to learn together, and everyone is committed to continuously improve themselves (Potter and Brittain, 2009).
You're probably thinking "This sounds like a great idea, but where do I start?"
Dear Supervisor
"Dear Supervisor" is our take on the well-known "Dear Abby" advice column. This segment is devoted to helping supervisors meet the challenges of the job. The questions come from you, child welfare supervisors. If you have a challenge you'd like us to address, email us at

Supervisor Question: I've been a supervisor for over ten years. I currently supervise five caseworkers, two of which are attending Caseworker Core. When these two workers return to the office after training, they talk about things I've never heard before, and sometimes tell me we're doing things incorrectly in the unit. The other caseworkers resent these new workers and I'm really frustrated. Is there any advice you have for me?

Superstar SupervisorSuperstarSup
Congratulations Laura Bobo, Athens County Children Services Intake Supervisor!
Nominated by: Tracie Stein, SEORTC

Laura began her career at Athens County Children Services on June 13, 1988. She started as a Foster Care worker assigned to a Family Services team, later transitioning to an on-going caseworker on that team. She moved from Family Services to Intake Investigator in 1999. In 2004, she became the Intake Supervisor and said she has "smiled every day since".
I had the honor of working with Laura on the Intake team for eight years. Although the work was challenging, I remember laughing every day. Laura has a unique perspective on life and her work. She remains calm and composed, even when everyone around her is freaking out! I have told her more than once she needs to write a book. Her sense of humor is unmatched!
Laura's supervisor Sheila Shafer, Deputy Director of Programs, stated that Laura is truly a dedicated professional. She is a strong advocate for children, but also values family connections. Because of the collaborative spirit Laura models, many families will reach out to Laura and her staff for information and referral after the CPS intervention has ended. ACCS staff and administration have confidence and take pride in Laura's leadership.
What makes Laura a "superstar supervisor"? Let's hear from her colleagues!

Laura is not afraid to go out on a limb to ensure that kids are getting what they need when they need it to be safe!
Laura is a wonderful supervisor, leader and friend. I admire her ability to take control of a situation. From work and even to assisting in car accidents outside of work, she is able to manage, direct and comfort in times of crisis. She has a common sense approach to everything that comes her way. Proactive, empathetic and compassionate are other words that would describe Laura too. She has a unique sense of humor that makes our days fun.
In short....Laura is a magical unicorn.

 Congratulations Laura! Keep up the great work!

Do you have someone you would like to nominate as a "Superstar Supervisor"? Email and tell us about them.

Barriers to Getting Your Professional BarriersDevelopment Needs Met

Please, tell us your thoughts.
Supervisors, what brings you to training and what keeps you away? The OCWTP would like to hear your thoughts and ideas about training, and what barriers you may face in getting your professional development needs met. Help us become a better resource for you!
DLDistance Learning Opportunities for You and Your Staff
Understanding Borderline Personality Disorder
The course consists of three two-hour, instructor-led sessions offered on three consecutive Thursdays. Participants can choose to register for the three morning sessions or for the three afternoon sessions. To receive the 6.0 training credits, you must attend all three sessions. Once registered, you will receive an invitation that will link you to an online site. You will need computer headset with a mic so you can participate in the class by viewing your computer screen at your desk and hear and interact with the trainer and other participants.



Ethics: 3 Rs - Recognition, Resolution, and Response
This three-hour course is offered in two 1.5 hour sessions via a virtual classroom so staff can participate from their own desks. Participants will be emailed a registration confirmation from Go to Training (containing connectivity instructions) within a week of E-Track registration. The course provides a review and exploration of Ohio's ethical standards for counselors, social workers, and marriage and family therapists with attention paid to resolving dilemmas and risk management. 
Caseworker Core Overview for Supervisors
This is a two-hour webinar for supervisors, to inform them of updates to Caseworker Core. The webinar will also prepare supervisors to help caseworkers apply what they learn in Caseworker Core to casework practice.
Upcoming opportunities are:
  • Tuesday, April 26th from 1-3 p.m.
  • Thursday, April 28th from 1-3 p.m.
To register, please contact Brandon Cornute, at Space is limited so register ASAP!  


What a Success! The 22nd Annual Eastern Ohio Leadership
Thank you East Central and Southeast Ohio Regional Training Center's for putting on a FANTASTIC Leadership Conference last month. The conference offered several relevant and practical workshops for supervisors. The setting allowed supervisors to learn, share thoughts and ideas, and network in a safe and relaxing environment.
Mark your calendars! The 23rd Annual Eastern Ohio Leadership Conference will be held March 22-24, 2017 in Sugarcreek, OH.
If you have ideas or suggestions for workshop topics for next years conference, please contact the staff at the East Central Ohio Regional Training Center,
ITNA50% of Supervisors Have Completed Their ITNA!
It's been very exciting to see the supervisor Individual Training Needs Assessment Data (ITNA) roll in. With half of Ohio's child welfare supervisors having completed their ITNA's the OCWTP has gotten to work creating new learning activities based on what you've told us your needs are. Over the next few months you should see new learning activities popping up in E-Track and at your Regional Training Centers (RTC).
For those who haven't had opportunity to complete your ITNA, here's how to get started.
If you have questions about the ITNA process or your Individual Development Plans (IDPs) contact the staff at your RTC.


OCWTP Resources for SupervisorsResforsup
Hear from you
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