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Management skills

As a leader, when was the last time you seriously thought about the kind of influence you want to have on your people? With a new generation of employees entering the criminal justice field, leaders need to examine how effectively they influence and develop others. Employees today want to be engaged; expect to grow their knowledge, skills, and abilities; and work for a purpose.

To be effective, leaders must shift from the practice of simply managing to get work done to leading from a people-centered perspective. This webinar identifies how you can inspire people to achieve unexpected or remarkable results, both individually and as a team. You will learn about the four pillars of transformational leadership and how you can redefine the nature of leadership in the field of corrections.

Takeaways:

  • Leaders are deeply respected and serve as powerful role models with high moral and ethical integrity.
  • Leaders are mentors, coaches, or guides who listen and address each employee’s concerns and needs as best as possible.
  • Leaders inspire and motivate employees to perform beyond expectations.
  • Leaders support a growth mindset and stimulate employees’ creativity and innovation.

This webinar was originally broadcast on August 18, 2021 10 am PT / 11 am MT /12 pm CT / 1 pm ET for one hour.

Speakers

Dr. Rowlanda Cawthon, Dean and Associate Professor, Northwest University
Dr. Janice Doucet Thompson, Founder and Managing Principal, JD Thompson & Associates, LLC, Adjunct Faculty at the University of San Diego and the University of California, Davis

Dr. Cawthon served the Washington State Department of Corrections for over 11 years before transitioning to higher education. Her corrections experience includes serving as a classification counselor, community corrections officer, communications consultant, and correctional unit supervisor. Rowlanda is a passionate and innovative leader who capitalized on her leadership experience in corrections and doctoral education to drive change in her workplace. In her role as dean, she is leading a Ready to Work initiative that promises to unleash the leadership potential of undergraduate and graduate students in the workplace.

Dr. Thompson has achieved results for people and organizations for more than 30 years. A highly experienced and skilled executive leadership coach, Janice leads her Sacramento-based organizational development consultancy with a focus on leadership coaching, succession planning and talent management, change management, and leadership development.

Janice is certified as a Marshall Goldsmith stakeholder-centered coach; a fellow at the Institute of Coaching, McClean (Affiliate of Harvard Medical School); and channel partner with the Ken Blanchard Companies.

Rowlanda and Janice earned their doctoral degrees together, co-instructed an international consulting experience for MBA students in Prague, Czech Republic, and are equally committed to developing transformational leaders in all professional sectors.

Leadership basics for mid-level managers are covered. Participants will be able to: define leadership; compare and contrast leadership and management; identify challenges faced by mid-level managers; describe the primary roles of a leader; define the four levels of leadership; identify myths and realities of leadership; identify effective leadership characteristics and principles; and determine their specific style of leadership. Presentation overheads, instructor notes, participant guide, and Personal Leadership Assessment instrument are included.

Mid-Level Managers

The primary focus of this meeting was data collection and the management information system (MIS). Contents include: meeting highlights; the use of data for planning, decision making, and measuring outcomes -- Parts I and II; the role of professional associations and their relationship with large jails in the 21st Century; roundtable discussion; legal issues update; future meeting issues; meeting agenda; participant list; and a copy of the "Religious Land Use and Institutionalized Persons Act of 2000" (RLUIPA).

Proceedings of Cover

This Large Jail Network meeting took place January 30-February 1, 2005, in Longmont, Colorado. Contents of these proceedings include: NICs Core Competency Model Project: Preparing Leaders in Corrections for the Future by Robert Brown; Training as a Strategic Management Tool by Tom Reid; Legal Issues and Mentally Ill Inmates by Bill Collins; Mental Health Services in Jails: Identifying Problems by Joel A. Dvoskin; Informal Announcements by David Parrish; Mental Health Issues: Open Forum Discussion by Collins and Dvoskin; Announcements by Representatives of Professional Associations; Justice and the Revolving Door: the Jacksonville Experience in Recidivism Intervention by Gordon Bass; Data Technology: Management, Sharing and Mining by Tom Merkel; Corrections into the Next Decade: The Use of Data in Modern/Urban Jails by Scott Bradstreet; Implementing Core Values and Mission Statement by Robert Hinshaw; Discussion of Topics for the Next Meeting by Richard Geaither; meeting agenda; and meeting participant list.

Proceedings of Cover

Those new to the implementation of evidence-based practices (EBPs) will find this publication to be a great guide to the process. This manual is designed to be used “both as a checklist of key management concepts and as a reminder of important organizational issues that need to be addressed to achieve positive public safety outcomes in an evidence-based environment” (p. vii). There are six chapters contained in this publication: creating evidence-based community corrections systems; getting started; organizational assessment—to know where you are going, you need to know where you are; strategic planning—choosing your destination; mapping the route—developing a workplan; and ongoing quality improvement.

Putting the Pieces Together: Practical Strategies for Implementing Evidence-Based Practices Cover

Demographics, turnover, and leadership development for four levels of correctional management (e.g., executive leaders, senior leaders, managers, and supervisors) are analyzed. Sections comprising this report are: project background; key findings; the survey sample; overview -- analysis of data for all responses; analysis of data on executive level positions; analysis of data on senior leader positions; analysis of data on management level positions; analysis of data on supervisory positions; analysis of data on jails; analysis of data on prisons; analysis of data on community corrections; and correctional leadership demographics.

Results of Data Analysis

Strategies for developing, implementing, managing, and evaluating work teams within a work unit or agencywide are covered during this 36-hour program. Sections contained in this manual are: why teams?; dimensions of teamwork; teams and the organizational meeting; stages of team development; managing team conflict; and Team Playbook -- playing for performance (a workbook for this course).

Strategies for Building Effective Work Teams Cover

Participants will assess their personal leadership styles and set specific goals for a career development plan during this 36-hour course. Five sections comprise this manual: leadership -- self-mastery, network relationships, and positive politics; our dragons -- feedback; relationships, power, and leadership; expanding our world view -- learn, change and grow; and returning renewed and refreshed.

Supervisory Leadership Cover

Are you striving to meet organizational goals and crucial deadlines, yet wondering why your team’s morale has decreased? Are you aware of the messages your supervisory performance sends in stressful circumstances and their impact on your team? Are you interested in increasing your self-awareness, decrease tension, improve concentration, and ultimately improve your team's health and workplace satisfaction?

If you answered yes to any of these questions, this one hour interactive webinar sponsored by the National Institute of Corrections (NIC) is for you! Research suggests that, as the emotional and/or mental well-being of each team member decline, organizational and professional growth are negatively affected. How you perform in stressful circumstances sends a clear message, whether positive or negative, to your team. During this interactive webinar, we will explore techniques that can be used to address workplace stress using mindfulness that starts with YOU, in your role as Supervisor.

What can mindfulness do for you as a Supervisor? Mindfulness can help increase your self-awareness, decrease tension within you and your team, improve your concentration, and ultimately improve your team's health and workplace satisfaction. During this webinar, you will experience several mindfulness techniques to implement with your team, helping you to jumpstart your transformation to leading mindfully and improving the emotional health of your team and organization.

Speaker

  • Dr. Rosalind Smith Sistrunk, Rosalind Smith Counseling
  • Dr. Sistrunk is a licensed professional clinical counselor in the state of Ohio who specializes in relationship counseling. She conducts mindfulness-based workshops and services to help improve the emotional well-being of individuals and organizations. Dr. Sistrunk believes that a supervisor’s healthy emotional well-being can have a positive impact on any workforce.

References

  • A Clinician's Guide to Teaching Mindfulness
    By Christiame Wolf, MD, PhD & J. Greg Serpa, Phd
     
  • The Body Keeps the Score
    By Bessel Van Der Kolk, MD
     
  • The Mindful Workplace
    By Michael Chaskalson
     
  • The Quantum Doctor
    By Amit Goswami, PhD
The Mindful Supervisor Image

A training program for first time correctional supervisors is presented. Sections of this course are: qualities and skill building for supervisors (personal position statement and the cognitive/behavioral model); values dissonance -- personal visa and organizational context; effective communication; making decisions and creating solutions; valuing differences; encouraging performance; team building; and Supervisory Development Plan.

The Mindful Supervisor:  Cognitive Principles in Staff Supervision Cover

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