Why is it so Difficult Identifying our own Strengths?

I became a social worker because I enjoy helping others, seeing people happy, and succeeding. My beloved mother always loved helping others. Growing up, I observed how she always opened her home to all in need. I can say that her strength is commitment, being a caring person, and being resourceful. I believe the act of kindness is a strength.

Maybe I absorbed the strengths she displayed because I enjoy my role as a social worker when helping others and seeing their accomplishments. I get so immersed in the duty of being a helper. I love seeing people happy and improving their lives.

I want people I service to recognize that they are resilient and identify how they can overcome barriers. I usually ask them to list a least three strengths. However, I notice this question can be challenging for them to answer. When I ponder on that, I also struggle sometimes with that question. Others have told me, “You do so much for others, but you don’t acknowledge your qualities and skills.” 

Sometimes we can be hard on ourselves and fail to see our achievements. We may also have a different view of ourselves than others looking on from an outside perspective. High expectations can lead us to focus on the things we have not achieved yet, which can be perceived as weaknesses.

We also feel we have to meet the expectation of others. Therefore, we may try to relate to others and think they are more popular or successful than we are.

We must find ways to distinguish and acknowledge our strengths. We must be more mindful when setting and focusing on our goals to recognize our achievements and strengths. Focusing on our dreams pinpoints our strengths and builds confidence, self-awareness, self-determination, and self-assurance. In the end, we all have strengths. Let’s get acquainted and embrace them to make positive life changes.

I am Human

 

The past three weeks were tremendously stressful. I inherited many cases with unresolved issues and needing pressing responses, countless tasks, and meetings required two to three times a day. To get these tasks completed promptly would require the assistance of more than one person. Also, with the amount of attention needed on this one case, it would be impossible to focus on or complete tasks for any other assigned clients.

Without giving any specific information on this case, it involved stabilizing housing, addressing violent behaviors, mental health issues, and countless meetings and paperwork. There are years of history on this case that one person could not review in three weeks. However, I was expected to know the case history in a short amount of time and also resolve the immediate concerns with little to no support.

I felt neglected and that I was being set up for failure. We call it being "Dumped on."   When a worker gets overwhelmed and is victim to the department's demands, it can cause burnout. It is a cycle. As a result, workers either quit or go on leave. In most cases, a social worker leaves for the following reasons: high caseloads, complicated issues with limited resources, lack of support from management, social workers being violently threatened by clients, and extreme demands from leadership, among other reasons.

Over the past three weeks, I could not come up for air, so to speak. I received numerous emails and phone calls regarding this one case. Everyone wanted something from me, including answers that I could not address because I was only recently assigned the case.  

I asked my manager to throw out a lifeline. I explained that there were many immediate needs to be addressed, some beyond my current skill level. For example, I have worked in a specialized unit for almost a decade. However, these newly assigned cases required skills that I am no longer familiar. There has also been a lot of updated procedures for the different task. The response I received was that I basically needed to learn quickly to get the job done.

I became emotionally fatigued, experienced terrible headaches, and felt no sense of accomplishment. They did not consider the fact that I am a single person: a human. I was expected to work non-stop, without error or support. . . like a computer.

Ultimately, this case remains unresolved despite all of my efforts and the stress I endured. 

7 Spectacular tips for setting goals.

I must admit there was a time in my life when I had no path of my own to follow. I looked at others and thought, “Oh, I will do what they are doing.” I had no real goals of my own to monitor. So, at times I got perplexed and discontented. I would just go with the flow, wherever the wind took me, so to speak. I never focused on following through with things. If it became too difficult, I would move to something else. Nothing was a priority. I felt that I had not accomplished anything that would lead to anything satisfying or momentous. 

As an undergraduate, I remember waiting three and a half years to speak with a college counselor. I was told that I had exceeded the number of credits required to be a college senior. But those credits were in many different subjects and were not specific to a single discipline. Therefore, this prevented me from graduating at that time. After deciding on my field of study, it took an additional two years for me to graduate. I was distraught because I did plan.

After this experience, I still had not learned my lesson. I moved from job to job for years. I never felt that I was making any accomplishments. It was a struggle emotionally and financially. However, I finally woke up. I was able to comprehend the importance of setting goals. I had the desire to create a plan and pinpoint my triumphs.

 For those who are frustrated because they feel that they have not achieved or cannot recollect any real accomplishments, settings goals may be what you need. Creating and documenting goals is important. It produces a path for achievements.  It promotes accountability. You can also monitor and validate your successes. It also keeps us motivated, encouraged, and inspired.

Here are 7 Spectacular tips for setting goals:

1. Brainstorm and envision your goals and why these goals are important to you.
2. Create a list of immediate and realistic goals that you want to achieve. The goals should be purpose-driven.
3. Estimate the length of time it will take and how much time you will need to set aside to achieve the goal.
4. Out of those goals pick the first 3-4 important ones that you would like to focus on first. Do not overwhelm yourself with trying to focus on too many things at once.
5. Use a checklist to document your goals and measure your progress and achievements.
6. Stay focused by removing any distractions. Surround yourself with people who want to see you succeed and are supportive. Ponder on the rewards of achieving your goals.
7. Review you list of goals to determine which have been accomplished and are pending. During this time, you can also determine whether you want to add new goals or change any goals on the list.

Tracking your goals helps you to remain on course. You are also able to stay motivated. Remember to set goals that are measurable, stay committed and focus on the prize which is to manifest your vision into actuality.

The free planners below will assist with keeping a record of your goals and help to track your progress. Goal setting also aids in promoting life changes and enhances self-confidence.

                                                       

                                                                 Download your free Planner here

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The Disparaging Effects of Implicit Bias

Throughout our lives, we developed beliefs, perceptions, and attitudes that are misinformed and stereotypical. This incorrect information can impact our perceptions and thoughts about individuals and things. These misconceptions are developed because of the information we received from family and through life experiences. This unconscious behavior is called implicit Bias.  These preconceptions and actions are unintentional and done without cognizance.

Implicit Bias can affect our evaluations and opinions of others. It can also negatively impact our decisions and cause victims to suppress the implicit attitudes perpetrated against them. This behavior can also adversely influence our ability to be open-minded and make informed assessments.

In the child welfare agency, Implicit Bias has impacted families of color. Research has shown the prevalence of racial overrepresentation of Black, Latino, and Native families who have entered the child welfare system.  All have more substantiated cases than White families.    

Studies show that racial disparities in child welfare transpire among families of color on every case process level. It is seen during the social worker's initial assessment of the families until the case is terminated.

The usual process with child welfare begins when a call is received suspecting child abuse. This prompts an investigation. The child welfare worker will meet with the family to assess and establish whether these accusations are true.  During this process, the worker decides whether the allegations are unproven or are confirmed.  If the allegations are accurate, then a child welfare case will be opened for further assistance and monitoring.

During the initial investigation, the worker does several assessments to determine the possibility of current, repeated, or potential child abuse. Families that are evaluated at a low-mild chance of child endangerment can be referred to less invasive services. This means that the families would not have to be monitored by the court system. They also can be connected to a community agency that would provide them with an array of resources to meet their need.

During the worker's assessment, it can also be determined whether children can remain with their parents or be removed.

There are those situations where it is evident child welfare services need to intervene in families' lives. In this case, some form of child abuse or neglect was apparent.  However, there is an occurrence of cases where child abuse or neglect may not be that clear.  This is when the social worker must decide on the family's outcome. This is also where Implicit Bias could be a contributing factor, especially when workers do not recognize their biases.

In my previous blog, I explained how I worked with a mother who did everything possible to get her children back. The supervisor insisted that basically, I uncover a shortcoming with this mother to inhibit her from reunifying with her children. My co-workers suggested this supervisor adopted previous practices where children from specific environments were not returned home for some reason. Looking back on this situation and other shared experiences, I see this as Implicit Bias.  This family was of color and from a low socioeconomic background.  The parent complied with all required services and more. However, the supervisor's suggestion was unnecessary and unfair.

As a child welfare social worker, I have witnessed most families served were Black and Latino. I observed several instances of Implicit Bias among co-workers. There are several occurrences where investigative social workers are deceptive when interviewing the families for possible neglect. They will ask the parents a series of questions regarding their past and present lifestyle. It may be a situation where a report was made to CPS indicating the parents were arguing around the children.

The investigator questions casually if the parent used drugs or alcohol.

The parents may disclose they previously smoked marijuana. The worker will make a case that the parents are current drug users.

I have seen this and other similar examples in many case situations among minority families. 

There was also a situation where I received 2 new cases that involved working with young black women. The case was transferred to me because the previous worker, who was of a different race, failed to provide the young women with the needed services. It was explained that the worker had a habit of focusing more on his male clients and less on the women.

Another example was a worker who claimed he did not connect with a black male client. He stated that the young man looked like a "Gang Banger."

Implicit Bias has been observed with supervisors and managers. An example involved the female black workers being reprimanded for sharing their knowledge about the job and not being submissive to a male supervisor of a different race.

Implicit Bias could be alleviated if culturally appropriate guidelines, measures, and practices were enforced.  These policies need to be utilized by managers as well as staff. This will encourage staff to change or become aware of their attitudes.

The bottom line is that it is crucial to first acknowledge the problem before the issues can be addressed.

 

References

Beniwal, R. (n.d.). Implicit Bias in Child Welfare ... - OpenCommons@UConn. https://opencommons.uconn.edu/cgi/viewcontent.cgi? https://opencommons.uconn.edu/cgi/viewcontent.cgi?article=1364&context=law_review.

Kirwan Institute for the Study of Race and Ethnicity | Center for the Study of Social Policy. (n.d.). Implicit Racial Bias 101: Exploring Implicit Bias in Child Protection. https://kirwaninstitute.osu.edu/implicit-bias-101.

Lee, J., Ackerman-Brimberg, M., & Bell, Z. (2016, December 23). Implicit Bias in the Child Welfare, Education and Mental Health Systems. National Center for Youth Law. https://youthlaw.org/publication/implicit-bias-in.

Merritt, D. H. (n.d.). How Do Families Experience and Interact with CPS? - Darcey H. Merritt, 2020. SAGE Journals. https://journals.sagepub.com/doi/pdf/10.1177/0002716220979520.

12 Enthralling Quotes on Change

Change can be a difficult thing to face. This is because we are all too comfortable with the familiar and afraid of the unknown.  However, we must realize that change can be for the better. It could be what provides us with the growth we need to move into our real purpose in life. Just remember that life is not easy, and to get to where we need to be, there will be hurdles and obstacles that we may have to face.  But remember that you must stay determined. Here are some quotes about change to encourage you to continue your purposeful journey to reach your goals.

12 Quotes on Change

"How wonderful it is that nobody need wait a single moment before starting to improve the world." 

-Anne Frank

     "To improve is to change; to be perfect is to change often." - Winston Churchill

     "Not everything that is faced can be changed, but nothing can be changed until it is faced." - James Baldwin             

"Stop being afraid of what could go wrong, and start being excited about what could go right." - Tony Robbins

 

"Life is a series of natural and spontaneous changes. Don't resist them; that only creates sorrow. Let reality be reality. Let things flow naturally forward in whatever way they like." -Lao Tzu

"Incredible change happens in your life when you decide to take control of what you do have power over instead of craving control over what you don't." -Steve Maraboli

"Some changes look negative on the surface but you will soon realize that space is being created in your life for something new to emerge." -Eckhart Tolle

"Taking a new step, uttering a new word, is what people fear most." -Fyodor Dostoevsky

"All that you touch

You Change.

All that you Change

Changes you.

The only lasting truth

is change.

God

is Change."

- Octavia E. Butler 

 "The changes we dread most may contain our salvation." -Barbara Kingsolver

 "Nobody can change who you are, except for you." -Jean Kwok

            "God grant me the serenity to accept the things I cannot change, the courage to  change the things I can, and the wisdom to know the difference." -Reinhold Niebuhr

Empower and Educate Families

 When families enter the system, they are usually ordered by the court to participate in programs intended to help change their lifestyle. These programs typically include parenting, mental health therapy, and drug counseling, among other programs. The most prominent issues that I face when working with families are connecting them to the previously mentioned programs and essential housing resources.  

Many of the families we serve have limited income. Furthermore, low-income housing is limited or nonexistent, and the programs are not always accessible. Also, there have been many situations where individuals were able to successfully complete the services. However, they could not provide their children with a safe and stable home to return to. This can be very frustrating because social workers are expected to make things happen with limited to no support or financial resources.

Therefore, I work towards promoting social support systems that could encourage families to overcome their obstacles. Families are inspired to build a team of supporters. This can include extended family, friends, and community affiliates. I work with the family to determine their underlying needs and identify what resources are necessary for change. When working with families, it is essential to be respectful of their life stories and listen without judgment. Although there may be a difference in opinions regarding lifestyle choices, my goal is to ultimately support them with the process.

To genuinely support families and create positive social change, social workers need to be effective communicators, willing to put aside personal values and find common ground. We must also keep the safety of the child a priority when doing so. However, we must empower families to share their experiences and encourage them to improve for the better.

Families must be encouraged to be self-sufficient and made aware of the resources available within their communities. It is also essential for them to participate in community activities and become agents of change. Through community fellowship, families can improve their lives and live independent of the system. For example, I worked with a teen mom who became involved in the child welfare system as a minor. Unfortunately, she did not experience having a mother who was empowered and self-sufficient. As a result, when this girl became a mother, she felt that she could not provide for her child. Fortunately, I was able to connect her to a community program that aimed to support and empower families. They assisted families with overcoming barriers. The program provided her with financial assistance, mentoring, free childcare services, food resources, and low-income housing.

Some may say, "That is wonderful; there is your solution."  However, these opportunities are not always available. This young mother was fortunate enough to receive these services when funding was available. Often, resources can be limited depending on government funding. Nonetheless, I still have to empower families by educating them on what it means to be more involved in the community. They must also learn how to access the resources necessary to create change and preserve a stable and healthy life. Through empowerment, families may feel more confident in accessing community resources independently.

Leadership Bullies

Holding the position of a supervisor or leader is a topic that is important to me. I have previously discussed my experience in other blogs about the supervisors I have worked with. It has had a significant impact on me and my work experience as a Child Welfare Social Worker. I believe the role can be an honor and should not be abused.  I also do not believe the position is for everyone.  

A person should have the ability and willingness to modify their communication styles when relating to employees individually. Everyone is not the same in personality and demeanor.  So, all staff should not be treated the same.

Initially, I could not imagine being a supervisor in my agency.  I thought you had to use the power given to bully, manipulate and set employees up for failure. This is because of what I experienced in the agency.  Some supervisors were verbally abusive, threatening, unsupportive, unavailable, and often treated all staff the same.  There was no flexibility in their supervision styles. The easy-going and compliant staff were treated the same as the staff that was insubordinate or challenging. This experience caused added stress in addition to all the other job tasks. 

However, I had the opportunity to work with a supervisor who was inspiring and supportive. Their style of supervision included the ability to be flexible and manage staff according to the situation. I learned it is possible to be respectful to your employees while being an authoritative figure.  This supervisor was compassionate and wanted to help staff practice self-care and to better serve their clients. They were able to balance a variety of skills that were needed to be a good supervisor.  This involved being knowledgeable about the job, listening to staff's needs, effective communication, being available, and teaching advocacy.  The supervisor was also well organized and unbiased.  This made the job pleasing, and as a result, I felt more comfortable navigating through the other bureaucratic obstacles.

This supervisor also encouraged and motivated me to obtain a higher college degree and to follow my dreams.

Supervisors need to recognize their employees' diverse personalities and how it is possible to be flexible in their leadership styles when relating to employees. It must be understood that when appropriately supervised, it is possible to have fantastic working relationships and minimal tension.  This can be done when supervisors cautiously manage the behaviors instead of the personalities of the workers. This is done by accepting personality differences and not letting them affect the leader's ability to supervise. Overall, leadership flexibility can produce productivity and reduce burnout as well as job turnover.

Thriving in the Midst of Stress

 

During my second year of employment with the agency, I was managed by a verbally and emotionally abusive supervisor. The supervisor was demoralizing and introduced themself as "A Control Freak" and " A Bitch." They were also boisterous when addressing staff. This supervisor usually delegated several tasks with short deadlines. This was overwhelming. I felt that I was being put in a situation to fail. I began to second guess my ability to do the job. I felt pressed to seek other employment outside of the organization to get relief. But was told by a co-worker to, "Hang in there!" The supervisor was not supportive and continued to assert power by threatening to give out negative performance evaluations stating, "Because I can."

I spoke with upper management and asked to be reassigned due to the supervisor's unprofessional behavior.  I was told the request had to be in writing and that I could not state anything negative about the supervisor. I managed to get reassigned to another supervisor.

My new supervisor was incredibly supportive. This supervisor was a great leader and worked with each staff member by considering their independent ability and knowledge. The supervisor was compassionate, authentic, encouraging, and inspired staff to go back to school to obtain their Master's Degree in Social Work. While in the MSW program, I learned about leadership styles and working in the public sector. It was brought to my attention that public child welfare agencies utilize business strategies. They treat the employees like robots assigning multiple tasks. I was able to put a name to the nonsense I experienced at the job. It is bureaucracy.

The organization functions much like a business more focused on hierarchical abuse of power. They are concerned with dictating job functions for monetary reasons. The agency shows a lack of care for social workers. They just want the job done. After seeing how statistics were heavily involved, I realize the focus is more on numbers than working with families.  They monitor a social worker's performance through measured and firm guidelines, data-driven processes, administrative intimidation, high caseloads, and little to no self-sufficiency. It has less to do with the actual hands-on work done with the families. I also realize that the job's humanitarian aspect, which drew me to social work, is a minuscule aspect of the job. It is also apparent that without outstanding leadership, you can quickly drown in this organization.

The one outstanding leader I had ended when my supervisor left the field. As a result, I gained a new supervisor who was prone to dictating instead of providing support. When needed, this supervisor was never available and did not have much knowledge. When able to ask questions, they would always have to seek the answer from upper management. They would only make themselves available when they needed to relay or retrieve information to the higher-ups. The supervisor was also not a good listener and only wanted to be heard.

Another drastic change that occurred was on the administrative level. This change included noticeable bias, much micromanaging, verbal abuse, and intimidation. This was worse than when I started with the agency.

Overall, these changes led to burnout and feelings of defeat. Once again, I found myself seeking to flee the organization for the sake of my health and well-being.

I remember a fellow social worker once told me, "They say they're about the well-being of the children, but what about OUR well-being?" To be honest, I am not sure either is a priority to them.

A previous supervisor once told me, "This job is not for you; you better get out before the pay gets good." Looking back, I wonder if I should have taken heed of this warning. After more than a decade, I am still in the same position.

There must be a solution to this madness… but what?

Do not get me wrong, working as a social worker and helping families can really be rewarding. It is gratifying when you help children remain safe, return home to their families, or be adopted into a loving and caring family. This makes you feel good holding the title. To me, helping people is not a task. It comes naturally.

About

I am a social worker and have been employed with a government child welfare agency for over 20 years. During my employment with the agency, I experienced a lot of barriers. These challenges included poor leadership, high caseloads, lack of support, extreme paperwork, and other job-related issues. I have also witnessed a lot of turnovers and staff go on medical leave due to the job demand and stress.

There were times when I wanted to quit my job. The stress of the job and lack of support became overwhelming.  However, those rewarding experiences kept me at the job, I enjoy helping children to stay safe. Also, connecting them and their family's with resources and services to promote reunification. When families succeed I feel gratified knowing that I have made a difference in their lives. 
In the meantime, I want to share my story and find a way to create awareness for those who plan to start a career in social work, including with a government agency. I want to connect with others to create an environment where we could discuss issues related to social work and possible solutions. 

A Rough Start in Social Work

 

My first year as a social worker was an adjustment period. I was proud to have the position and felt good about the families and children I served.  It was rewarding knowing that I was making a difference in the lives of children. I also enjoyed giving their parents the resources and encouragement needed to heal their families. I am not saying that I could make a difference in every family I encountered. However, I felt that my job was still important and could change the lives of many families.

There was still a lot to learn in this position, and I remember a co-worker telling me that it takes at least 5 years before you know the job thoroughly. I thought to myself, "Wow, I have a long way to go." 

I learned that having a supportive supervisor and management team can make or break you in this position. My first supervisor was a Training Supervisor whose staff consisted of newly hired social workers. I learned a lot about my duties and what was expected. But I also learned that this supervisor appeared to have his own agenda and set of rules.

In one example, I worked with a family who had successfully accomplished their goals to reunify with their children. Although I provided my supervisor with proof of the family's progress and change, my supervisor continued questioning their ability to parent their children. This was my first experience of stress on the job. This family did everything possible to change their situation to ensure that they could provide their children with a safe and stable environment. However, my supervisor still questioned their abilities and disapproved of their children being returned to them. I discussed my frustration with some veteran social workers. I was told that the supervisor is from "The old practice of social work." My co-workers advised that supervisors were so scared to return children home and reunification was not a priority in previous years. This was due to the large crack epidemic.  I was told that my supervisor still holds that mentality. The supervisor feared the approval of any children returning home to their families because the supervisor feels that families cannot change. Another co-worker explained they experienced the same thing from this supervisor. They stated that once I am moved out of the training section, I would obtain much more relief working with another supervisor.

The co-worker was correct because once I was promoted from the training section, I got a supportive supervisor who understood that families can change.

My new supervisor was incredibly supportive and understanding. The supervisor demonstrated concern for the families and wanted them to succeed. The supervisor offered support by volunteering to go with workers out in the community to meet with families. The supervisor listened to the family's needs and tried to connect them to appropriate services and resources.

I witnessed this supervisor's ability to adjust to any situation regarding each worker's demeanor and handle a matter accordingly. The supervisor was flexible and change leadership styles as needed to get the best out of the staff. 

This supervisor made me feel proud to be a social worker. I thought that I was making a difference in the lives of children and their families. It also made me believe this was my purpose in life.

Prepare Yourself for a Career in Social Work

I wanted to create a blog about my experience as a social worker employed in the public sector. I was uncertain whether I wanted to really write about the job's challenges because I did not want to discourage others from considering a social worker position with a public organization. However, I not only wanted to share the challenges I experienced but also the rewards. I also want to prepare future social workers for some of the issues encountered while working in the public sector.

While growing up in the inner city full of poverty, I witnessed domestic violence, high murder rates, and drug abuse. At a young age, I realized that I wanted to help the people in my community, especially the children. I witnessed children suffering from their parents' negligence and the disregard for their safety, emotional and physical health by exposing them to their drug use and violent behaviors.

At around 16 years old, I used to go through the neighborhood on early weekend mornings, gathering the children because the weekends were when their parents' partied the most. These parties included drugs and violence.  I wanted to save these children. I wanted them to have a refuge, a place where they were safe and protected.  I never knew about the social work profession, but looking back, I feel that I was a social worker in the making.

When entering college at 17 years old, I was unsure of what career path I should take. I only knew that it had to involve working to help children in some type of way. I first thought of being a pediatric nurse. After taking biology for the medical field and the fear of giving a shot to someone, I decided that field was not for me. Then I thought of being a child psychologist, but at that time, I felt I needed a career that did not require me to be in school for a long time. I decided to be a teacher.

I worked with preschool-age children for a while and decided to move into the public sector. So, while scanning the county job announcements, I noticed an opening for a Child Support Department position. Initially, I thought I was making a significant impact in getting the children the financial support they needed to meet their basic needs. That was great for a while, but I asked myself, "Is this enough? Am I really helping children?" After working in that department for 5 years, I realized I was just a bill collector. I desired a position that involved working closely with families in situations where children were at risk. I wanted to keep children safe as I did when I was that young girl. So, I applied to be a social worker.

Once I started my career as a social worker, I experienced and witnessed the challenges of being a social worker and employed with a public agency. 

There has been a cycle of child welfare social work burnout due to job demands, stress, and inadequate supervision. There has no appearance of any resolution of the issues causing staff burnout.

Those interested in this career should not be discouraged but should be prepared to learn how to prevent or deal with all the possible impacts the job can have. This includes the effects on their personal lives and the lives of the people they serve. 

I further believe that the child welfare organization leaders are part of the driven force responsible for ensuring a supportive and healthy work environment. Management must take some responsibility to initiate ways to make work more manageable for staff and adhere to staff's needs and feedback. It is also essential that social workers recognize their limits, feelings of being overwhelmed and practice self-care. They should also feel appreciated, supported, and encouraged. After all, social workers should be pleased with what they do. 

So, this blog was created to share the rewards and challenges associated with the social work profession. Also, to be able to share in a supportive environment and to discuss other issues related to social work.