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Building Resilient Employment Programs
Michele Martin, The Bamboo Project Inc.
Michele Martin
 President, The Bamboo
Project, Inc.
 Career Development
Facilitator Instructor
 Former HR Manager
 20 ...
Goals
 Understand the reality of today’s economy
and job market
 Discuss basic strategies for supporting
employment
 Ex...
Job Market 2014
*This does
not reflect
those who
have dropped
out of the
labor force
altogether.
Promoting from Within
When there’s an opening, 42% of jobs are filled internally.
Less Pressure to Hire
Rise of Temp/Contract Workers
 30-40% of workers are
in “perma-temp” or
freelance/contract work.
 20% of job growth has
...
Multiple
Hiring
Sources
45% of external hires come from referrals and applications received
through the company website.
Rapidly Evolving Requirements
Too Many Applicants
Recruitment Management Software
Employer Bias
Implications for Job Seekers
 Fewer jobs with more competition for those
jobs
 Greater “churn” and instability
 Changin...
Implications for your customers?
Workforce 101
Educate yourselves about. . .
 Demand occupations and skill/education requirements
 Education and training resources
 J...
With Job Seekers
 Make employment a goal and an ongoing conversation
 Connect to quality career/job search assessments, ...
If you work with employers. . .
 Know the skills, education, qualifications of your population
 Target employers who hir...
In developing interventions. . .
 Connect to career pathways/ladders, not dead-end jobs
 Develop/connect to career advan...
What are you doing now?
What could you be doing?
Beyond the Basics. . .
Key Principles
 Need to both respond to and go beyond today’s economy
 Build individual resilience AND program/organizat...
How do we combat. . .
 Isolation and shame?
 Identity issues and stereotype threat?
 Scarcity thinking?
 Community bia...
People need. . .
 Positive sense of identity
 Sense of community/belonging
 Sense of “control” and empowerment
 Sense ...
Little Experiments. . .
Use Positive Questions
 What do you want MORE of in your life? How can you get it?
 What are the very best things about ...
Power Posing
Small Wins Journals
Vision Boards
Bigger Experiments. . .
From Case Manager to Coach
 Move from hero to host.
 Help clarify assets, strengths, resources—what we focus on
grows!
...
G.R.O.W Coaching Model
 Goal—What do you want?
 Reality—What is happening now?
 Options—What could you do?
 Will—What ...
Mastermind Groups
 Purpose: Provide ongoing accountability, ideas, support,
resources, trouble-shooting, learning.
 Faci...
Benefits of Group Coaching
 Increased probability of achieving goals
 Distribution of obstacles
 Collective wisdom and ...
Engage Customers as Co-Creators
“Giving Circles”
Purpose Workshops
What do you want your life to be about?
What are your unique gifts and talents
and how can you use them ...
Microenterprise/Entrepreneurship
 Builds economic, personal and social capital
 Most reliable route to self-sufficiency when properly supported
 Think “...
Community Experiments. . .
World Cafes
Power to the Pop-Up
Crowdsourcing
 Hackathons
 Open Innovation Challenges
Starts with a BIG question. . . How might we. . . ?
What will you do next?
www.bambooprojectinc.com
www.bambooprojectinc.wikispaces.com
www.michelemmartin.com
www.michelemmar...
Building Resilient Employment Programs
Building Resilient Employment Programs
Building Resilient Employment Programs
Building Resilient Employment Programs
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Building Resilient Employment Programs

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Presentation for Conference on Baltimore's Homeless

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Building Resilient Employment Programs

  1. 1. Building Resilient Employment Programs Michele Martin, The Bamboo Project Inc.
  2. 2. Michele Martin  President, The Bamboo Project, Inc.  Career Development Facilitator Instructor  Former HR Manager  20 years of experience in workforce & career development
  3. 3. Goals  Understand the reality of today’s economy and job market  Discuss basic strategies for supporting employment  Explore ideas for moving beyond the basics
  4. 4. Job Market 2014
  5. 5. *This does not reflect those who have dropped out of the labor force altogether.
  6. 6. Promoting from Within When there’s an opening, 42% of jobs are filled internally.
  7. 7. Less Pressure to Hire
  8. 8. Rise of Temp/Contract Workers  30-40% of workers are in “perma-temp” or freelance/contract work.  20% of job growth has been in temp workers
  9. 9. Multiple Hiring Sources 45% of external hires come from referrals and applications received through the company website.
  10. 10. Rapidly Evolving Requirements
  11. 11. Too Many Applicants
  12. 12. Recruitment Management Software
  13. 13. Employer Bias
  14. 14. Implications for Job Seekers  Fewer jobs with more competition for those jobs  Greater “churn” and instability  Changing nature of jobs  Greater difficulty getting noticed  Need to overcome biases  Need to navigate confusing online systems and multiple social networks
  15. 15. Implications for your customers?
  16. 16. Workforce 101
  17. 17. Educate yourselves about. . .  Demand occupations and skill/education requirements  Education and training resources  Job search basics  Local job search/employment resources  Temp agencies  Local employers, especially in occupations for which your customers are qualified
  18. 18. With Job Seekers  Make employment a goal and an ongoing conversation  Connect to quality career/job search assessments, tools and resources  Help job seekers monitor job search progress and troubleshoot problems/challenges  Find and share job openings & networking opportunities  As much as possible, facilitate the job seeker in developing and implementing their own job search plan—do NOT act as an intermediary with the employer if at all possible
  19. 19. If you work with employers. . .  Know the skills, education, qualifications of your population  Target employers who hire people with those qualifications  Discuss what they look for in potential candidates  Discuss recruitment/screening process  Partner with other agencies/organizations to develop interventions to prepare job seekers for those jobs  Facilitate job seekers in accessing those jobs directly—direct “job development” only as a last resort  If you do direct job development, refer only qualified applicants!
  20. 20. In developing interventions. . .  Connect to career pathways/ladders, not dead-end jobs  Develop/connect to career advancement/retention strategies—from getting the job to keeping the job and moving to new opportunities—especially for underemployed  Connect to ongoing education/learning/skill-building opportunities  Avoid activating negative stereotypes—both job seeker and employer!  Teach them to fish!
  21. 21. What are you doing now? What could you be doing?
  22. 22. Beyond the Basics. . .
  23. 23. Key Principles  Need to both respond to and go beyond today’s economy  Build individual resilience AND program/organizational resilience  Will need to stretch ourselves if we want to go beyond helping people to merely survive  Think “how could we make this work?” rather than “this will NEVER work!”  Think “DIT” rather than DIY—co-creation!  Think “Experimental” and “perpetual beta”
  24. 24. How do we combat. . .  Isolation and shame?  Identity issues and stereotype threat?  Scarcity thinking?  Community bias and stereotypes?
  25. 25. People need. . .  Positive sense of identity  Sense of community/belonging  Sense of “control” and empowerment  Sense of purpose that’s larger than themselves
  26. 26. Little Experiments. . .
  27. 27. Use Positive Questions  What do you want MORE of in your life? How can you get it?  What are the very best things about you—your strengths and assets? How can you use those in moving forward?  Think of a similar situation you’ve handled well. What made it a success and how can you use that now?  Let’s list all your assets and resources. How can we use those in your situation right now?  What steps could you take, no matter how small, that would bring you closer to what you want?  Who handles this situation well that you could emulate?
  28. 28. Power Posing
  29. 29. Small Wins Journals
  30. 30. Vision Boards
  31. 31. Bigger Experiments. . .
  32. 32. From Case Manager to Coach  Move from hero to host.  Help clarify assets, strengths, resources—what we focus on grows!  Facilitate decision-making through positive questions  Provide structure, tools for action and accountability  Facilitate the ActReflectAct cycle  Help people develop learning/growth mindset.
  33. 33. G.R.O.W Coaching Model  Goal—What do you want?  Reality—What is happening now?  Options—What could you do?  Will—What will you do?
  34. 34. Mastermind Groups  Purpose: Provide ongoing accountability, ideas, support, resources, trouble-shooting, learning.  Facilitated and co-created by members.  Staff provide structure, support, ideas  Focus is on:  Goals for the week  Progress  Troubleshooting  Just-in-time learning
  35. 35. Benefits of Group Coaching  Increased probability of achieving goals  Distribution of obstacles  Collective wisdom and multiple perspectives  Resource sharing  Diffusion of stress  Accelerated motivation  Support & challenge
  36. 36. Engage Customers as Co-Creators
  37. 37. “Giving Circles”
  38. 38. Purpose Workshops What do you want your life to be about? What are your unique gifts and talents and how can you use them in the world?
  39. 39. Microenterprise/Entrepreneurship
  40. 40.  Builds economic, personal and social capital  Most reliable route to self-sufficiency when properly supported  Think “multiple income streams” rather than “find a job”
  41. 41. Community Experiments. . .
  42. 42. World Cafes
  43. 43. Power to the Pop-Up
  44. 44. Crowdsourcing  Hackathons  Open Innovation Challenges
  45. 45. Starts with a BIG question. . . How might we. . . ?
  46. 46. What will you do next? www.bambooprojectinc.com www.bambooprojectinc.wikispaces.com www.michelemmartin.com www.michelemmartin.com/wfd Michele Martin 610-248-6230 michelemmartin@gmail.com

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