Understanding Youth in Transition Wrap Up

Dwayne Ross provides On site Human Service Staff Development Training, Youth Development, Online Travel Marketing and MLM information reviews, Training & suggestions.

The class was filled with everyone from a Parent with two children with Autism to a newly selected Youth transition Coordinator. It was great! The air was charged with questions and great expectations for a 3 hour power session designed to explore the topic of Youth and Transition. For me it is a great topic that will need a lot of support from those who are the providers of services to those parents who are wondering; What will happen to my son or daughter after graduation? How can I help my drug dependent child be successful? What do we do when the supports we have had for 15 to 20 years suddenly stop! It is a topic that demands the attention of all providers large and small.

Attendees wanted to know about helping our youth gain meaningful outcomes through improving their lives. In the audience was a wonderful new business owner who had began a Transition program named Ms. Danielle, who said…”It was something that I needed to stay Inspired!” I was reminded by her comment that not only was this workshop dedicated to helping the attendees gain insight into Youth Transition, it was also built to Inspire! and to motivate and empower those who attended.

So many times people attend training that is dry, non-engaging and very slow paced. There is a time for that… It’s just not for me! (smile) I like fast hitting active participation in my training. So as we engaged there was a time where I covered challenging the beliefs of our youth by using a Disputation!  It is a simple process where we ask questions and then we expand the possibilities.

So here are the keys: Dispute the true belief in order to help them get past where they might be if where they are isn’t working for them the way they want.
Here’s an example…

Let’s say that you have a youth who is engaged in “Drug Use.” This can and is a very damaging practice and most young people who do drugs believe they are invincible. They can live forever or the exact opposite they see no value in their lives and want to self destruct at all cost. Well as I presented I reminded them that in order for anyone to do anything they must have a system of belief to support it. To change anything you must challenge that belief that supports it… Here’s the A-B-Cs of Change! I call it a Disputation.

A-  What actions are supporting the habit or challenge?

B- What is the belief sustaining the actions?

C- What do you need to DO to challenge the belief?

If you can get them to change the belief you can have the actions produce a better outcome. Actions will change when your belief changes about what you are doing. It sounds too simple… “too basic…”  one of the evaluations said. The reality is most things are simple and they get complicated through over thinking them. So I invite you to take a moment and think of something you want changed…

Set up the Disputation and Do what you discover as a way to change your direction. Change is never change until there is Change. Let’s go change some lives… One simple challenge at a time.

What do you think? Leave a comment and let’s discuss it.

Staff Development: Thought of the Week… Traditional Work Schedules?

Dwayne Ross provides On site Human Service Staff Development Training, Youth Development, Online Travel Marketing and MLM information reviews, training & suggestions.

As a Director of a Vocational program and recent registered travel agent, I have the dubious distinction to recruit people to work on my team and at work I hire and fire people who seem not to be quite in line with the mission or goal of the organization. For some this is a very powerful position and others not so good. Changing the lives of people with a quick Documentation or Letter of Reprimand can be very difficult… especially if the person has the heart of the agency or organization in mind.

Today’s post ask; “Is a traditional work schedule for every body… What do you do about the plague of staff lateness and absenteeism.” It’s just not something anyone should live with. We must not take it for granted. Being late or not showing up leaves the organization in a scramble to fill the gap that this person may leave.


Starting a business may make sense. Standard work schedules not for every body. .

Such is the case for “Mary.” About 2 months ago a wonderful personal;ity showed up to work for my organization. I had the pre-interview and in my case I invited her to the day in the life allowing her to see the organization at work… it was wonderful. She smiled…  I smiled… we talked and walked on a tour othe facility and then she came to work for the organization after being interviewed by not only me but a board of three others. The first week to three weeks she was calling in late two or three times. Her shift began at 8:45 but she came at 8:52 but singed in at 8:45 I had her come to my office we talked she said she was working on something but this would not be an issue and off she went. About 8 days passed and she called out again, and was late three times in the next coming weeks. This time I had her and her supervisor in my office. I explained how she was doing a great job helping us build a new program and in the midst of talking with her she asked if she would be considered for a full time position? I asked, “Are you working someplace else now which is creating a issue for you to work the hours we have given you here?”  (32.5) per week and her answer was clear… No. I am not working anywhere else. Is there a life issue you are dealing with that may be getting in the way of your schedule? Not at this time… well can you tell me why you are not currectly meeting the expectation of the organization to be here on time and work your scheduled hours?

The room was silent and her answer once again was, “you know I am really doing the best that I can and it won’t happen again.” I woke up late and had insomnia but I am taking some medications for it and I think it should be fine. I went on to explain that if she needs help we have a process for that, but she said, “No it will be fine.”  What do you do? Take her word for it? It will be fine? It wasn’t… it’s not… Houston we have a problem! I gave her a few more supportive options, asked for her thoughts and assured her that when she is at work the things that she brings to the table are good but she can only be placed in sub status if she can not work the scheduled shift she will lose her position all together.

Fast forward to yesterday and Thursday and guess what… she did not show but called and was suppose to come in late but didn’t? Is she trying to draw Unemployment? weighed heavily on my mind. 

I’m in a Employment-At-Will state and truly do not need a reason to let her go. I guess as of Monday, she may be looking for a job. Her supervisor thinks so… the Executive Director thinks so and yes… I think so as well. There are nearly 15 million people who are unemployed in the US right now during this posting and in my state the numbers are about 6.7 % which is better that the national average, however this person is not able to maintain a position, even when help is offered. I’m not sure what is going on but when I was taught about work showing up was the primary concern becasue most people can be taught what to do at work… dependability and accountability is intransic.     DR.

Some people are not cut out for traditional work schedules. Join the conversation by leaving a comment or maybe you disagree and want us to probe her life a little more and give her a 10th chance… what’s your thoughts? We want to know.

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