Health and Mental Well-Being

Improve Your Workforce Resilience through Social Current Learning Collaborative

Social Current logo Social Current
June 1, 2022

We often say that employees are our greatest asset. This is most certainly true—and employees are also people who we need to connect with personally and partner with closely to create a resilient organization. Today, we are faced with many new and longstanding challenges to workforce resilience. The ongoing stress of the COVID-19 pandemic, challenges around advancing inclusion and equity, and secondary stress that some staff experience on a regular basis are a few of the many obstacles to creating a positive staff culture, which is the core of a resilient organization.

The new Social Current Workforce Resilience Learning Collaborative is a unique opportunity for organizations looking to strengthen their workforce culture and partner with staff to increase well-being and job satisfaction. This yearlong learning collaborative will provide sustained support to participating organizations and connect them with a cohort of other organizations working to advance similar efforts. Practically, organizations will learn and apply valuable core concepts and strategies, develop individualized theories of change, and put their plans into action.

Together, we will build the foundational strategies and navigate the steps for implementing recruitment, hiring, and retention practices that promote psychological safety, positive staff culture, and increased accountability. Participating organizations will receive knowledge, skills, and resources to strengthen their workforce during these challenging times.

Learn more in our free upcoming webinars June 7 and June 15 or office hours June 30 and July 7. Watch the recording of the informational webinar online.

Join the learning collaborative by submitting our online application. The deadline to submit is July 8, and all organizations will be notified by July 15. The learning collaborative will launch with a virtual kickoff meeting Aug. 22.

About the Curriculum

To ensure participating staff have the knowledge and skills they need to build theories of change, the learning collaborative will begin with two half-day trainings. In addition, a three-hour virtual training will be held each month for the first four months of the initiative. The learning will incorporate longstanding knowledge from various intersecting fields with timely, “pandemic-era” lessons learned. It is grounded in four core concepts of workforce resilience:

  • Advance understanding of brain science in the workplace
  • Build psychological safety
  • Prioritize positive workforce culture
  • Increase connection

View an outline of each meeting and training.

About the Collaborative Approach

This initiative prioritizes collaboration at multiple levels. First, staff from each organization will participate and be responsible for advancing the initiative.

  • Senior Leadership Team. This team is made up of two to four leaders, including a minimum of two executives and receives specific coaching and technical assistance.
  • Core Implementation Team. This team serves as the bridge between Social Current faculty and the organization, leads the theory of change process, and ultimately leads the planning and implement action steps identified in the organization’s theory of change. It includes the following roles:
    • Team lead
    • Human resources representative
    • Direct service staff
    • Management
    • Data/evaluation lead
    • Executive leader who facilitates connection with the Senior Leadership Team

Both the Senior Leadership and the Core Implementation teams participate in the full range of Learning Collaborative offerings.

The learning collaborative model offers the second level of networking. This initiative will engage 10-20 organizations that share similar goals and challenges around workforce resilience. They will be able to share ideas informally, as well as during scheduled cohort calls. Separate calls will be held for all Senior Leadership Teams and all Core Implementation Teams.

Timeline

June 7 from 2-2:45 p.m. ET: Optional Informational Webinar for interested applicants
June 15 from 2-2:45 p.m. ET: Optional Informational Webinar for interested applicants
June 30 from 2-2:45 p.m. ET: Office Hours
July 7 from 2-2:45 p.m. ET: Office Hours
July 8: Deadline to Apply Online
July 15: Organizations Notified
Aug. 22 from 1-5 p.m. ET: Virtual Kickoff Meeting
Sept. 12: In-Person Kickoff Meeting prior to SPARK 2022 in Baltimore

Pricing

Travel and expenses associated with joining the in-person meeting Sept. 12 in Baltimore and registering for SPARK 2022 are not included in the learning collaborative fee.

Learning Collaborative Activities

Download the full outline of learning collaborative activities.

Kickoff Meetings:

  • Part 1: Learning Collaborative Overview and Planning Your Initiative. This is a half-day virtual training.
  • Part 2: Introduction to Core Concepts of Workforce Resilience. This is a half-day in person training prior to SPARK 2022, Sept. 12 in Baltimore.

Four Three-Hour Virtual Trainings in Workforce Resilience Topics
One training will be held each month for the first four months of the initiative.

Mid-Year Virtual Meeting
Organizations will convene to share their learning and theories of change. This half-day virtual meeting will mark the start of moving from the learning phase to the planning phase, which will be followed by action.

Intercultural Development Inventory® (IDI®)
This assessment will be administered to five key staff in each organization after the first virtual training. This cross-cultural assessment of intercultural competence is a first step in developing a plan for personal growth. Everyone who completes the inventory has an individual debrief session with an IDI qualified administrator. Learn more about the IDI.

Consultation Calls
The second half of the learning collaborative will shift its focus to action. Interactive sessions with various subgroups within the initiative will provide support, resources, and ongoing learning needed to finalize the planning process.

Summit Virtual Meeting
This half-day virtual meeting will focus on sharing final theories of change, lessons learned, and sustainability of the initiative.

Social Current logo

About Social Current

Social Current activates the power of the social sector by bringing together a dynamic network of human/social service organizations and partners. Leveraging the collective experience of the field and research, we energize and activate the sector and drive continuous evolution and improvement. Together with our network, Social Current amplifies the work of the social sector through collaboration, innovation, policy, and practice excellence. We offer access to intellectual capital of thousands of professionals within our network through peer groups, learning opportunities, collective advocacy, individualized consultation, tools, and resources that address the sector’s most critical challenges. Together, we will fuel each other’s knowledge, expertise, and experience to spark a real and lasting impact.