Risk Assessments For Child Care Social Workers

This special recording highlights for social workers and social care workers in the field of child care major issues concerning good risk assessments. It covers :

• The Monro Review

• Multi -Agency working

• Risk Assessment Models

• Outcomes and case studies

This specialist training equates to 3 hours CPD for social workers and social care staff once completed with a reflective log

Contributes to 2 hours of CPD

Click to view video training

Click to Download Handout 

 

Drug and Alcohol Misuse Specialist Training

We have gathered together several key continuing professional development reports and and formulated a Power Point Presentation on this topic. This specialist training equates to 3 hours of CPD for social workers and social care staff once completed with a reflective log.

Contributes to 3 hours of CPD

Click to view PowerPoint Presentation

Reflective Log questions:

1. How will you incorporate what you have learned from this training within your work?

2. What further training on this issue do you require?

 

Clinical Risk Assessment guidance for social workers who work with adults

Contributed by Paul Cocking

Contributes to 1 hour of CPD

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Domestic Abuse Specialist Training

This Specialist Training is on Domestic Abuse and helps workers to understand the cause and assess the impact. It has good practive models and case examples to assist newly qualified workers, experienced practitioners and trainers in the work that they do. We have provided an easily downloadable pdf, videos and audios in 3 parts for accessibility and to use for training in teams and for individuals. Workers who complete this training are given a certificate of completion.

Contributes to 3 hours of CPD

Click links below to listen to audios and download reports

 

Mediation and Conflict Resolution Specialist Training

This live seminar was presented by Richard Bucht Mediator with a group of social workers. Richard covered key aspects which social workers can find useful as skills both in the work place and with services users.

Contributes to 2 hours of CPD

Richard’s top conflict resolution “Do’s and Don’ts”: Taken From Inducing Wellbeing In The Workplace

• Resolve conflict in yourself and much of it at work will resolve itself.
• Avoid staff gossip or negative conversations.
• Encourage positive conversations…Get in the habit of approaching all of your work conversations from this point of view, and this will prevent a lot of conflict from occurring in the first place.
• When possible, ‘nip things in the bud’. If you’ve got in the habit of having constructive conversations this will be easier to do, and the person you are talking to will be more inclined to listen to what you have to say.
• A long-running dispute is long running for a reason. It might be impossible to resolve. Approach these conflicts with caution if you are looking to get involved to help, and especially if you are new to the job.
• If you are outside a dispute, and friends with one of the parties in a dispute, try to communicate with the other party. It may be simple friendly gestures or a more formal communication where you express something that indicates you are hoping the conflict is resolved fairly. Make sure your friend knows you intend to be on good terms with both parties.
• Try to identify what type of problem is causing the conflict. If the conflict involves something practical, try some basic problem solving with yourself and others to find a solution; if the problem is something more personal, or involves beliefs about what is right or wrong, you may need to go deeper, which requires more personal communication.
• When actually brokering a conflict, especially one that has become serious and the parties are entrenched in their opinions, try to get both parties to ‘hear’ the other person’s story or point of view. This may take some time as parties often need time to reflect on what they have said and especially what they have heard. Do not hesitate to have 2 or 3 meetings, or ongoing meetings. It may take quite a long time if parties have grown to strongly dislike one another.
• If you are in a conflict, try to be aware of your emotions and triggers, what causes them and, ideally, ‘where they come from’. The more you understand these things, the more control you will have over your life. Try to understand the other person’s point of view, background, or experience. Gather support, but do not try to take sides.
• With others in conflict: remember constructive conversations. Assume a role of balance that doesn’t mean you don’t have an opinion, but the projection here is that you’d like the conflict resolved fairly.

Listen to this important 1 hour seminar for social care workers by clicking below

 Career Development Specialist Training

Career Development Exercise: This self development exercise is very powerful especially when used in conjunction with problem solving and conflict resolution. It can be used in supervision, team building or individually

Contributes to 2 Hours CPD

Coaching Skills For Supervision or Low Cooperation Service Users

Social Workers are often in coaching relationships with service users, workers they supervise or as part of team building. This important webinar will help social work skills and development.

For your reflective log please indicate how this training was used as part of supervision skills or with hard to engage or low cooperation service users

Contributes to 1.5 Hours CPD