career Archives - Penn-Mar

Professional Development Program: A Long-Term Investment for the Future

nvenn — Fri, 14 Feb 2025 22:25:11 +0000

Curriculum designed for proven leaders with a mindset for growth.

Over four years ago, Jennifer Skelly, Director of Pennsylvania Operations, knew she wanted to develop her team members in a more intentional way by providing them with leadership skills that would prepare them for the next steps in their careers.

“It hurts me when we have to hire supervisors and managers from outside the organization,” she said, “when we already have amazing team members that simply need encouragement to believe in their abilities and the opportunity to develop their talent.”

And while Penn-Mar offered training programs for team members, she was looking for “yet another tool in our toolbox” to help support the organization’s Leadership Philosophy’s commitment to develop each team member’s capacity and provide a long-term investment for the future.

Penn-Mar Professional Development Program graduating class of 2024.

This vison and persistence resulted in an invitational Professional Development Program (PDP) that was officially launched in 2020.

Jen partnered with her counterpart Vanessa Whitman, Director of Maryland Operations, to develop a program that invited supervisors to identify “proven leaders” on their team who had shown great potential and had “a mindset for growth.”

“We weren’t looking for ‘perfect’ people,” said Jen, “but rather for those who were willing to give the time and commitment to develop their leadership skills.”

The 10-month program involves initial one-on-one conversations with Jen and Vanessa, followed by 4.5 hours per month of in-person sessions, and requires activities to be completed outside of these monthly sessions.

The program covers concepts and topics involving:

Fixed mindset vs. growth mindset
Emotional intelligence 2.0
Perspective taking
A personal assessment tool to help improve teamwork and communication in the workplace by determining the personality profile style that best defines a person
Effective communications
Effective teaching skills
Building professional relationships effectively
Effective management
Group learning “coach approach” methods

At the completion of the program, there is a graduation presentation where each participant creates a summary video, PowerPoint, or speech detailing what they learned and a plan for how they will continue their career at Penn-Mar integrating and sharing their new learnings with their colleagues.

Over the past four years, 42 team members have participated in the PDP, and the impact is clear:

39 out of 42 participants completed/graduated from the program (92.9%)
36 of the 39 who completed the program remain with Penn-Mar (92.3%)
11 team members in the program have been promoted during or after the program (30.6%)

Going in, the PDP participants know that unlike the Career Ladders Program, there are no guarantees of increased earnings or promotions for their efforts.

“Their desire to improve their skills stems from the knowledge that the program offers a great foundation to equip them for future promotional opportunities or can help them to become a better leader in the role they are already in,” said Vanessa.

In 2025 the program has already grown to 19 new participants and the group has been expanded to include three team members from other departments within Penn-Mar in addition to DSPs and operations personnel.

“We love that this program enables us to connect with people in a meaningful and intentional way,” said Jen. “As curriculum teachers, Vanessa and I, along with Megan Murphy, Director of Learning and Development, continue to learn and grow as we self-reflect on the program’s impact. It also gives us a pulse on how things are going in the organization.”

The reward for Vanessa is watching the payoff of the program. “It’s very fulfilling to watch the light bulbs going off in class and seeing the tremendous growth of the participants over the 10-month program,” she says. “It feeds our soul!”

DSP participant Jacey James, who had been struggling with her role at Penn-Mar said, “Over a year later, I have been promoted twice and have regained the motivation/drive I had before. We spend so much time devoted to improving the lives of the people we support. It was nice to take time away to focus on improving our own lives and relationships as well.”

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New Westminster DSP Savoring “Breakthrough” Opportunities

nvenn — Thu, 06 Feb 2025 21:27:05 +0000

Tropical Smoothie led to “forever job”

Penn-Mar DSP Susan Wagner supports a gentleman at Penn-Mar who loves to stop in at Tropical Smoothie Cafe in Westminster for a frosty treat. It was there that they met Lydia Haines, a part-time worker who often took their order.

Over time they developed a friendly relationship and Susan came to learn that Lydia was studying social work at nearby Carroll Community College.

When she noticed that Lydia’s hours were being cut back, she passed along her business card and suggested she consider a career as a Direct Support Professional (DSP).

Lydia was pursuing a degree in social work because she always knew she wanted to be in a career field that helped people, preferably with “person-to-person” work.

She served as a “helper” to siblings with disabilities at her church’s Vacation Bible School and often spoke to her in-laws about their careers teaching children with disabilities. The opportunity definitely aligned with her interests.

Lydia eventually applied to Penn-Mar for the DSP position and joined the Westminster branch last November where she supports people with intellectual and developmental disabilities (IDD) in the community.

“It is amazing how everything has unfolded,” said Lydia. “This job offers me amazing opportunities to have breakthroughs with the people I support.”

An extremely social person, Lydia has the natural ability to make the people she supports feel comfortable with her. She wholeheartedly embraces their suggestions for outings and is determined to enhance their experiences however she can.

With the weight of knowing she was supporting someone else’s child, she was admittedly nervous on her first day out. “I was very aware that his parents were transferring his care into my hands.”

Lydia adheres to Penn-Mar’s person-centered approach which allows the individual to “lead the entire support,” choosing how they want to spend their time out in the community.

So when the gentleman she first supported wanted to play games, they headed off to his favorite arcade. “We had lots of fun, even though he enjoyed beating me at every racing, hunting, basketball and Skee ball game,” she remembered with a laugh.

Another person she supported opted to spend his day in the car listening to Sports Radio. Lydia used their time together to pull up YouTube videos that he enjoyed watching. She even enrolled in a free trial offer with Sirius XM to listen to music, sports and entertainment on the radio.

On their second day together, they joined another Penn-Mar group at a ReStore. He eagerly popped out of the car after Lydia carefully explained to him what was going on inside and he eventually completed one of his goals by signing up to volunteer there after she told him about the opportunity.

Later Lydia took the gentleman over to the Westminster office to join a peer mentoring program so he could hang out with other people. Her supervisor and other team members there were shocked to see him enter the conference room as he had never made it farther than the area outside the room on earlier visits.

“I am blessed with being able to put myself in other people shoes,” said Lydia. “I always try to keep in mind how a person would like things to be done and what they might want and need to feel comfortable in a community setting.”

Lydia doesn’t see herself ever leaving Penn-Mar. “This is definitely my forever job,” she says. “When I first started here, I thought about a future in upper-level management. But it would be extremely hard for me to not be supporting people one-on-one. I plan to participate in the Career Ladders program in the hope of one day becoming a senior DSP.

I feel like everything has been laid out for me so far, for which I’m extremely grateful!”

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DSP Christal Lovelist Turns Great Days into the Best of Days

nvenn — Thu, 26 Dec 2024 20:19:25 +0000

As a member of the Holiday Committee for the Maryland Day Program, DSP Christal Lovelist has had a busy December. She recently accompanied the people she supports to the Dollar Store where they thoughtfully selected “Secret Santa” gifts for their December 20 holiday luncheon in the gym.

The party prep also included wrapping each gift, making homemade holiday cards and baking cookies for their dessert treats. Once at the event, the guests played games, listened to Christmas stories told by fellow staff members, exchanged gifts and enjoyed a festive holiday luncheon. The party ended with a Christmas dance in the gym.

Christal has been a DSP with Penn-Mar for a little over a year but in that short time she has made a huge impression on her fellow team members and the 80 people she supports throughout the Day Program.

She is also participating in the Career Ladders Program to further enhance her skills and earn her professional credentials.

A close relationship with a cousin with intellectual and developmental disabilities (IDD) inspired Christal to pursue a career in human services. “It’s rewarding work that fits me,” she said.

Katie Shaw, Maryland Day Program Manager, said Christal’s mission is to ensure that the people she supports enjoy their life in everyday situations. “She turns great days into the best of days for them.”

Christal takes the time to understand each person’s ability and zeroes in on advancing those skills. She is constantly looking for ways to give the Day Program participants something new and different to look forward to, coming up with ideas for new activities like Sip and Paint Parties, Cooking Clubs, spur-of-the-moment walks or yoga classes outdoors in nature.

Katie says Christal is a natural leader and a master at challenging the thought processes of each person she encounters. She encourages them to envision and articulate how a typical day can be a great one but is also fine with letting them “just be in the moment.”

Before joining Penn-Mar, Christal provided job site training for people with disabilities and also worked as a cook in a hospital and nursing home.

At Penn-Mar she oversees a Cooking Club which takes groups out to the food store where she teaches them basic life skills related to manners, how to act in public and interact with other shoppers, and how to find and select food, compare prices and handle the payment transaction at check-out.

Christal collaborates with other team members in the organization, particularly when it comes to recruiting and engaging staff who share her passion for cooking to make the Cooking Club more person-centered.

She is also actively engaged in the organization’s Beauty Club which is designed to expand the knowledge of individuals who are often struggling with self-care hygiene.

Christal educates the people she supports about the importance of hygiene to their health and well-being, showing them how to use skin care products, and highlighting potential allergy issues. She often takes them out to stores to look at the many different products available and, when possible, has them try some for themselves.

She provides transportation to groups of individuals interested in volunteering in the community and dives right in there with them, sorting produce in a warehouse setting and working in a resale store.

“Christal is an exceptional and humble DSP who recognizes that people have different interests, skills and needs,” said Katie. “Her passion is contagious to all as she selflessly helps the people she supports at the Day Program achieve the things that matter most to them.”

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Former Penn-Mar DSP Stays Connected to Those She Supported

nvenn — Wed, 27 Nov 2024 20:16:24 +0000

“My faith tells me that you need to help people.”

Katrina at the Penn-Mar carnival, ready to serve.

Katrina Cooper started cutting people’s hair when she was 17 and went on to build a cosmetology career and several related businesses. By the age of 60 she decided she was “done with that” and, at the suggestion of her sister, applied for a DSP job at Penn-Mar’s PA Day Program.

Katrina was very familiar with Penn-Mar and remembers when the organization started with only five people at her home church, Maryland Line Methodist. Growing up on a nearby farm she would come to know many people connected to Penn-Mar so she decided to go on her “first ever interview” and see what the DSP job might entail.

During the interview she was asked if she could be “creative and proactive” which immediately appealed to her anything-and-everything-is-possible personality. But many people were being considered for the position and no one was more surprised to get the offer than Katrina.

“I really enjoyed my job and woke up every morning looking forward to going to work. I am a real advocate for people with disabilities being seen and allowed to experience and have opportunities like the rest of us.

Getting to know the people I supported helped me to see their potential, which built trust and allowed me to try new things with them.”

Katrina’s life motto is “If it doesn’t work, go to Plan B!” And as she worked to support people to have new experiences and relationships within their communities, her tenacity made a difference. “There were times [in the community] when I didn’t feel like they were seen or valued and that bothered the heck out of me.” Whenever she encountered this lack of inclusivity, she advocated for change.

At the age of 65, after five years as an extraordinarily pro-active DSP, Katrina retired in 2022 but Penn-Mar “kept reeling me back in” she says laughing.

According to DSP Angela Shaffer, “Katrina continues to make Penn-Mar a priority in her life now that she is retired. She has been an integral part in helping those we support to build and maintain relationships with the people we volunteer with over the years. Katrina laid the groundwork for this while employed at Penn-Mar.”

Katrina always finds a way to stay connected to those she used to support, volunteering with a group at the Whispering Rise Pig Sanctuary in Baltimore and at Life Path helping people with disabilities lead “everyday lives.”

While still working at Penn-Mar, Katrina organized the Halloween Party for the Day Program at Far Hills but dreamed of putting together a Carnival there too. On October 4th that dream came true as her retirement afforded her more time to plan and execute the details.

Nearly 100 people attended the Carnival described by Tina Chan Sweenie, Associate Director of Development Volunteer and Donor Engagement as “a true reflection of the amazing community that surrounds Penn-Mar.” She credited Katrina’s dedication, hard work and spirit for bringing the event to life.

“My faith tells me that you need to help people,” said Katrina. “My parents had a lot of kids to support and worked a dairy farm. But it wasn’t unusual at the end of a hard day for my mother to take us with her to visit a cancer patient.

Don’t make me feel like I wear a halo; a lot of people are doing what I do, and I hope it motivates others to do so. I just can’t be laying on the beach sipping umbrella drinks. I need to be moving and grooving!”

Many thanks to the Lions Club of Shrewsbury, M&T Bank, Bank of America, the Pennsylvania State Police and the Fire Department of York County for providing funding and staff support for Penn-Mar’s Carnival. Having community partners like Katrina Cooper and Renee Edwards of the Lion’s Club of Shrewsbury organize and coordinate events like the Carnival makes a significant impact. Their support is invaluable for nonprofits, enhancing our programs and giving us the time and resources to concentrate on our mission. We invite individuals, organizations, and businesses to explore how their participation in initiatives like this can create a meaningful impact.

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Penn-Mar’s DSP Certification Process is the Industry Gold Standard

nvenn — Wed, 16 Oct 2024 20:48:08 +0000

By Gregory T. Miller, President and Chief Executive Officer, Penn-Mar Human Services | Chief Executive Officer, Penn-Mar Foundation

Kelly Baker has made her mark nationally as a program champion.

Last month I gave a shout out to four of our deserving DSPs during DSP Recognition Week and remarked that one of the best decisions we made as an organization was to appoint Kelly Baker as our Career Ladders Program Coordinator five years ago.

At the time we were determined to ensure that we could help every team member interested in the program be successful in navigating the process of certification.

We discussed how important it was to resource our DSPs with someone who could take them through the steps and keep them on task, and more importantly, be their chief cheerleader.

In essence we were looking for a program champion who would be invested in the success of each Career Ladders participant.

We considered hiring from the outside for this position and also identified team members internally who might be up to the task. The overwhelming consensus from our leadership was to offer Kelly the job.

Her soft skills were off the charts: wonderful to work with, great attitude, tons of energy.

And in her previous roles with Penn-Mar she continually exemplified her commitment to the people we support.

Kelly’s dedication to her team members is truly remarkable. She is a caring mentor who makes it clear, “If you are willing to work with me, we will achieve something really good together.”

She helps the Career Ladders participants learn how to weave Penn-Mar’s core values and standards of excellence through the credentialling process to find practical, positive ways to make them come to life for the people they are supporting.

Everything in credentialling is about outcomes. Kelly doesn’t gauge the program’s success by the number of people who obtain their certification but rather on how the participants have grown professionally and the impact this training has on the lives of the people we support. That’s what gets her excited.

Since the Career Ladders program was first launched at Penn-Mar in 2016, 117 DSPs have gone on to receive their credentials and, with Kelly’s help, 90 more are currently working their way through the process.

Penn-Mar is clearly established as a national leader in credentialing. And while it’s not hard for organizations to understand the value of credentialling, it is challenging for them to understand how to make the process successful.

Kelly has generously shared her knowledge to help other organizations develop their own credentialling process based on Penn-Mar successes. She does this through participation in our Consulting Group programs, by speaking at national conferences and engaging in literally hundreds of one-on-one conversations.

Kelly is a genuine industry influencer, fully immersed in the Career Ladders program.

Many provider organizations who have tapped into Kelly’s extraordinary expertise credit her with helping them streamline their own programs.

Her passion for the credentialling program also caught the attention of the NADSP, the national organization behind the Career Ladders E-Badge Academy and Certification program that provides DSPs with national recognition for their contributions and competence. They have selected Kelly as one of their reviewers for credentialling submissions nationwide.

I think of Kelly as a specialized teacher but also as a lifelong learner. In addition to her work with the Career Ladders program, she also conducts Person-Centered Initiative (PCI) training for our team members.

To her credit, she doesn’t ever think she has all the answers. But she continues to evolve as she sees and experiences new things that she can put into practice for the betterment of Penn-Mar, our team members and the people we support.

Kelly is truly a key impact player in our organization, and we are so very fortunate to have her on our team.

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Happy and Fulfilled Accomplishing Something Worthwhile

nvenn — Fri, 04 Oct 2024 19:01:48 +0000

DSP inspired by his mother’s belief that helping others comes from the heart.

Cristian Martinez always dreamed that one day he would find a career that would be as rewarding as his mother’s.

“My mom worked with elderly adults, and she always said, ‘Helping others comes from the heart.’ I wanted to find something meaningful like that for myself.”

During the COVID pandemic, Cristian had the opportunity to take care of his brother-in-law with special needs who was unable to participate in his Day Program at The ARC. “That experience opened my mind to helping others like him,” he said.

When the COVID restrictions finally ended, he moved on to a local Goodwill where he worked for two years as a dock attendant to receive drive-up donations.

Then in June 2023, he became aware of an opening at Penn-Mar West for a Direct Support Professional (DSP) – a field he was anxious to return to. He quickly applied and was soon hired for the position working out of the Westminster Stoner Building.

Cristian’s job responsibilities are unique in that he spends five days a week supporting four gentlemen with intellectual and developmental disabilities, taking them out into the local community to connect them to meaningful experiences.

The ages of his group range from 25 to 64 and Cristian picks all of them up at their homes in the morning and usually drops them off by 3 or 4 in the afternoon. The group pairings change from day-to-day except for Wednesdays when they all travel together.

Cristian encourages each of the gentlemen to have a say in how they want to spend their day and then helps them to choose from the many options discussed. It’s important to him that everyone feels heard during the planning discussion.

Activities can include bowling or playing basketball, walking at the duck pond, visiting a museum, library or town mall, or something as soothing as listening to church music.

Depending on the weather, some days are spent indoors at the Stoner Building watching movies, playing games or working on art projects.

When things get challenging, Cristian tries to approach each situation in a calm, positive way, especially if anger issues crop up in a public place. “I never talk down to the men but try to deescalate the situation by letting them know we all experience moments of frustration.”

He is learning that it takes time to build trust and uses the example of a gentleman named Paul he has been working with for a year who was non-verbal and now “speaks” to him with his own version of sign language.

When Paul wants to listen to church music, he makes a triangle with his fingers and then moves his hands up-and-down like a conductor. He also makes specific noises to communicate his food choices. “It warms my heart that we have developed a rapport where he feels comfortable talking to me and using his own sign language,” he said.

Cristian is interested in participating in the Career Ladders program to discover more about how he can make a difference with the people he supports.

“I want to learn more and be open to more, asking questions about how I can do things better and differently,” he says. “Every day I am inspired by my peers who are so creative and who always seem to be happy working alongside the people they support. I look up to them.”

Married, with a 9-month-old daughter, Cristian has a lot of responsibilities. But he insists that when he goes home at the end of a busy workday, he is never tired. “I always feel happy and fulfilled, like I have accomplished something worthwhile.”

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Rochelle Williams Is Taking the Lead on Her Career

nvenn — Wed, 10 Jul 2024 21:55:26 +0000

Only a year into her role as Residential Supervisor with Penn-Mar, Rochelle Williams earned all three Career Ladders DSP certification levels in just over a month.

This past spring, Penn-Mar Residential Supervisor Rochelle Williams took her career to a whole new level – three levels in fact – when she earned her Career Ladders DSP-I, DSP-II and DSP-III certification. She diligently accomplished this in a little over a month.

Originally from King of Prussia in Montgomery County, Pa., Rochelle moved to York last year with her husband and seven children. She has been in the human services field as a Direct Support Professional on and off for the past 20 years, and in this time earned her associate of arts degree from the University of Phoenix, went on to obtain her bachelor’s in business management from Strayer University, and began raising a family.

The impetus to get back into the field came when she settled in York. A neighbor recommended Penn-Mar, and this June marks Rochelle’s first year with the nonprofit. As someone who is always looking to improve herself, and advance in her career, she jumped at the opportunity to enroll in Penn-Mar’s Career Ladders program when she learned about it.

“I wanted to get a better perspective of the work I do as a DSP and how I navigate and lead others in my role as a residential supervisor,” said Rochelle. “I was also attracted to the fact that Career Ladders can help you move within the organization and choose where you want to be.”

Career Ladders

Penn-Mar’s Career Ladders is a person-centered professional development and credentialing program established in 2016 in partnership with the National Alliance of Direct Support Professionals (NADSP). Certification through NADSP E-Badge Academy nationally acknowledges DSPs for their exemplary work in supporting people with disabilities. The benefit to DSPs is that they learn to apply best practices and evidence-based skill and knowledge in the workplace.

According to Kelly Baker, Career Ladders Program Coordinator, more than 200 DSPs have participated in the program since its inception, and of those, over 50 have gone on to obtain DSP-III certification. Interest in the program has grown over the years, Kelly said, mostly by word of mouth as team members are eager to share with colleagues their experiences and how much of a benefit the program has been to them.

Career Ladders is part of Penn-Mar’s recruitment and retention strategy to tackle an industry-wide high turnover rate and critical shortage of qualified DSPs. It is funded by the nonprofit’s Michael James Pitts Endowment for the Advancement of Direct Support Professionals, which is generously supported by donors. In addition to the education and certification, participants are awarded performance-based incentive pay upon completion, thanks to this endowment.

“What we’re finding is that once people are certified, even just through the first level, our chances of retaining that team member go up exponentially,” said Kelly, who noted that Penn-Mar retains 90 percent of those who earn their credentials. “We want our team members to be here, to feel valued and recognized for the work they do. Giving them the opportunities to grow and the skill sets to do so through Career Ladders certification really makes them feel like part of the team and part of Penn-Mar.”

Buckling Down

Rochelle likens her approach to the Career Ladders training to how she managed her studies and assignments in college – with discipline. She buckled down, she said, and assigned herself the task of completing a certain amount of work each day. With each completed assignment she was encouraged on to the next. She also took time to help colleagues who were likewise enrolled in the program.

Rochelle was able to complete all three levels in what might be record time because of her motivation and determination to learn as much as she possibly could. She had fun doing it too.

“I really enjoyed going through the program, and wish there was another level beyond DSP III,” Rochelle said with a laugh. “It’s a very good program to go through especially if you have doubt about whether you can work in this field or where you want to go, or if you’re going to be stuck. Going through Career Ladders can show you exactly where you want to be and how far you want to go.”

“Rochelle really took the bull by the horns when she started,” said Kelly, who has been managing Career Ladders since 2019. “She was super motivated and knew that she wanted to progress and go through it. She understood the program’s benefits both personally and professionally.”

For Rochelle, Career Ladders opened up a whole new line of communication. She feels she can effectively communicate better in her role as supervisor and with the individuals she supports.

“I’m able to provide my staff with more tools and opportunities than before that can help them along,” Rochelle said. “I also feel that I’m better able to help give the individuals a voice to express their wants and needs.”

What’s next for Rochelle? She has her sights set on moving up and becoming a trainer, a role in which Kelly can see her shine because of how motivated she is and how inspired she is to share her experience and how it impacted her.

“I think a lot of times that can really hit other DSPs in the heart where it matters, because she’s going through the same trials and tribulations that they are,” Kelly said. “She is seeing success using what she has learned to positively impact people she’s supporting. It’s hard not to be excited about that. She’s been a wonderful advocate!”

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Team Member Spotlight: Leah Rhein

nvenn — Tue, 09 Apr 2024 19:48:26 +0000

Each month, we highlight a “behind-the-scenes” team member whose work supports our mission, but whose face you might not often see on our social media pages.

We’re excited to help you get to know our innovative team and the complex work we do.

So, tune in for our #TeamMemberSpotlight, where our team members share in their own words a bit about themselves!

What is your job title? Maryland Day Program Manager

How long have you been with Penn-Mar? I have been with Penn Mar for 5 years.

How did you get connected with Penn-Mar? I found Penn Mar right out of college; I thought it would be temporary but once I started, I knew that this was going to be a permanent fit for me.

What was your previous work experience prior to Penn-Mar and how did it prepare you for your current role? I had experience during college planning weddings in the summer. I still do it on weekends, I love the organized chaos of weddings and meeting new people.

What does your work entail? I case manage for 24 amazing people, and I have 11 great staff that I manage. I help to ensure that the lives of the people we support are meaningful in the Day and Community setting.

What’s an average day like for you? No day is the same here, which is something that I appreciate, I can say with confidence I am rarely bored. My calendar is color coded but can change in a moment depending on what arises.

What is your favorite part of your job? The relationships that I have created with the people that we support is my favorite part of the job.

In another life, your career path is… Probably full-time event planning.

Why is Penn-Mar’s mission important to you? I would like to be part of the change for the people we support. Giving them the 3 E’s and the opportunity to make this life whatever they want to.

What’s one thing you wished the general public knew about people with IDD? They are capable of so much!!! We support incredible people with amazing talents.

What is your favorite quote or mantra? “The only place where success comes before work is in the dictionary.” – Vidal Sassoon

Any hidden talents or fun facts someone wouldn’t know about you? I played Basketball for Bloomsburg University, and I am one of 9 children.

If you could travel anywhere in the world, you’d visit… Dubai!

In your spare time, you’ll be found… with my family and puppy.

A book, movie, TV show, sports team, etc. you love: My guilty obsession is 90-day fiancé and New Girl on repeat.

Something fun, interesting, or meaningful about yourself: I am in the process of building a new home that will hopefully be ready to move into at the end of April.

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Ways to Improve Your Emotional Intelligence for a Career in Human Services

nvenn — Fri, 04 Aug 2023 04:55:10 +0000

Success in any career — especially in the field of human services — involves mastering certain skills. Among these, one essential yet often overlooked attribute is emotional intelligence (EI or EQ for “emotional quotient”). But what is emotional intelligence?

Emotional intelligence is the capacity to recognize, understand, and manage our own emotions, and to empathize effectively with the emotions of others. In simpler terms, it’s about forging a deeper connection with our own emotions and those of others.

In this comprehensive guide, we’ll delve into the world of becoming more emotionally intelligent, exploring how to improve emotional intelligence, and examining why emotional intelligence is important for a fulfilling and successful career in human services.

The Importance of Emotional Intelligence in the Workplace

In today’s fast-paced work environment, the importance of emotional intelligence is paramount. Emotional intelligence is not just about being “nice” or “emotionally available” — it plays a pivotal role in developing strong relationships, fostering a positive work environment, and facilitating successful outcomes. For professionals in human services, where interactions with people are routine, emotional intelligence becomes a cornerstone for effective support.

Individuals who have undergone emotional intelligence training possess a clearer understanding of their emotions, enabling them to manage stress and emotional upheaval effectively. They can better empathize with clients, leading to improved service delivery and enhanced client satisfaction. But what makes emotional intelligence particularly vital for a career in human services? Let’s dig deeper.

The Necessity of Emotional Intelligence in Human Services

When human services professionals are working with emotional intelligence, they are better equipped to understand and address the emotional and social needs of their clients. They can empathize with individuals, making them feel heard, understood, and supported. This ability facilitates stronger client relationships, fosters increased trust, and results in improved care.

A career in healthcare, for instance, often requires a strong dose of emotional intelligence. Building patient-provider trust is crucial, as professionals in this field are often working with individuals who may have a complex diagnosis, such as those with developmental disabilities. In such scenarios, emotional intelligence is a key element of building a genuine and trusting connection.

A Closer Look at the Components of Emotional Intelligence

The emotional intelligence components encompass five core areas that contribute to overall emotional intelligence:

Self-Awareness: If you are self-aware, you’re in tune with your own behavioral patterns and motives. You comprehend how your feelings and actions influence others and can articulate your emotions and the reasons behind them. Self-awareness also includes the ability to spot triggers, understand strengths, and acknowledge limitations. This trait often goes hand-in-hand with humility, acknowledging our shared human condition.
Self-Regulation: Being able to self-regulate means your emotional responses align with the situation at hand. It involves being able to take a moment when needed, keeping impulses in check, and considering the outcomes before making decisions. Self-regulation also encompasses the skills to diffuse tension, navigate conflicts, handle challenging circumstances, and adapt to environmental changes. It’s about nurturing the aspect of oneself that effectively manages emotions.
Motivation: If you’re intrinsically motivated, you’re passionate about personal growth. You have a strong drive to excel, as defined by your own criteria for success. The drive to achieve goals comes from the desire for personal development, not external rewards like wealth, fame, prestige, or acknowledgment.
Empathy: Those with empathy understand others’ perspectives without being self-absorbed. In conversations, they can grasp another person’s viewpoint and empathize with their experience. Even if they haven’t been through the exact situation, they can relate it to their own experiences to understand and offer compassion. They are patient in their judgment of others, understanding that everyone is trying their best given their circumstances.
Social Skills: Individuals with well-developed social skills excel in team environments. They are considerate of others’ needs during conversations or conflict resolution. They display open and inviting behavior, using active listening, displaying strong verbal communication skills, and keeping welcoming body language. These individuals are skilled at building relationships and, if the situation warrants, demonstrating leadership.

Ways to Improve Emotional Intelligence

Becoming more emotionally intelligent is a journey that involves cultivating and practicing certain habits. Here are six actionable steps to enhance your emotional intelligence:

Mindful Observation: Start by noticing your own emotions. What feelings are you experiencing throughout the day, and what events trigger them? Mindfully observing your emotional responses provides insights into your emotional patterns and behaviors.
Self-Reflection: After observing your emotions, reflect on why you reacted in a particular way. What was it about that event that triggered such a reaction? Understanding the “why” behind your emotions is a crucial step toward self-awareness.
Emotional Regulation: Learning to control and manage your emotions is essential. Strategies for emotional regulation might include deep breathing exercises, mindfulness practices, or cognitive behavioral techniques that help you respond to your emotions in a healthier and more constructive manner.
Empathy Practice: Try to understand things from others’ perspectives. Next time you’re in a conversation, listen more than you speak and try to understand the other person’s feelings and experiences. Developing empathy enhances your social awareness.
Conflict Resolution Skills: Learn how to manage conflicts effectively. This involves clear communication, active listening, and finding a mutually beneficial resolution. Good conflict-resolution skills are crucial for relationship management.
Seek Feedback: Encourage others to give you feedback on how you handle emotions and social interactions. This can provide valuable insights and areas for improvement. Be open to feedback and willing to make the necessary changes.

Remember, improving emotional intelligence is a journey, not a destination. The more you practice these steps, the more emotionally intelligent you will become.

Real-World Emotional Intelligence Examples in the Workplace

Applying emotional intelligence in the workplace is more than a theoretical concept. Here are some emotional intelligence examples in action:

In a career in healthcare, a nurse may be confronted with a patient in distress. Applying emotional intelligence would involve empathizing with the patient’s discomfort, understanding their own emotional response, and then communicating in a comforting and reassuring manner.

Similarly, for those seeking a meaningful job that involves helping people, emotional intelligence is critical. For example, a social worker using emotional intelligence might understand the emotional dynamics of a distressed family, manage their own reactions, and then communicate effectively to de-escalate the situation.

To thrive in the realm of human services, one must possess a wide range of skills. Among these, emotional intelligence stands out as a key differentiator. By honing your emotional intelligence, you can better understand and connect with clients, leading to improved care and personal job satisfaction.

Consider expanding your skills by seeking emotional intelligence training. This investment in personal growth will not only make you a more effective human services professional but also pave the way for a rewarding and fulfilling career.

If you’re looking for a great career that involves helping people, consider a career in healthcare by becoming a Direct Support Professional! At Penn-Mar Human Services, our mission is to support people with intellectual and developmental disabilities to live courageous lives full of self-determination, independence, and equity. Our approach is innovative, person-centered, and successful. Through meaningful employment, community inclusion, and residential choice, the people Penn-Mar supports are empowered to live their best lives.

If you’re interested in a career in healthcare and want to make a difference in the lives of others, consider filling out an application to join our team! We offer a wide range of employee benefits and competitive compensation. You can also get involved by learning more about our services or signing up to volunteer with us today!

The post Ways to Improve Your Emotional Intelligence for a Career in Human Services appeared first on Penn-Mar.

Transitioning From For-Profit to Nonprofit: What You Need to Know

nvenn — Thu, 13 Jul 2023 17:14:22 +0000

Changing careers is a significant step for anyone. When doing so, one decision that many people consider is transitioning from a for-profit organization to a nonprofit one. Understanding the difference between nonprofit and for-profit is the first step in this journey. Let’s dive into the key differences and what you should know when making the shift.

Understanding the Basics: Nonprofit vs For-Profit

The fundamental difference between nonprofit and for-profit organizations lies in their primary objectives. While for-profit companies are primarily concerned with making money for their owners and shareholders, nonprofit organizations are mission-driven, focused on a specific cause, like education, research, community service, or healthcare.

These organizations use any profits they earn to further their cause instead of distributing them to stakeholders. Understanding this distinction is crucial, especially when working for a nonprofit vs. a for-profit. Jobs that make a difference in the world often fall within the nonprofit sector, providing opportunities for fulfilling, meaningful work.

Key Factors To Consider When Transitioning

Change in Culture

When comparing nonprofit vs. for-profit organizations, a significant factor is the difference in organizational culture. Nonprofits often foster environments that emphasize collaboration, team cohesion, and intrinsic motivation. These organizations tend to place a high value on creating impact and advancing their mission, which can lead to a very passionate and dedicated workforce. Employees may be expected to wear multiple hats and contribute beyond their specific job description. As a result, a sense of flexibility and adaptability can be essential when transitioning to a nonprofit work environment.

Financial Differences

One of the significant contrasts when examining the difference between nonprofit and for-profit is financial compensation. Salaries in the nonprofit sector may be lower than in the for-profit sector. However, the benefits of working at a nonprofit often include non-monetary perks that can make the work experience rewarding.

These benefits may include flexible work schedules, a greater sense of purpose, and a tangible impact on the community. Many nonprofits also offer a supportive work environment and opportunities for personal growth and skill development. Moreover, some nonprofits offer competitive benefits packages, including health insurance and retirement contributions, which can offset lower salary scales.

Skill Translation

While transitioning, evaluate how your skills can translate into the nonprofit sector. Despite the clear difference between nonprofit and for-profit, many abilities are transferable. Skills such as management, communication, problem-solving, and strategic thinking are highly valued in both sectors.

In addition, the ability to manage budgets and fundraise can be particularly beneficial in a nonprofit environment. Demonstrating an understanding of grant writing and financial stewardship can make you stand out as a candidate in the nonprofit world.

Mission Alignment

Another crucial factor to consider is how well your personal values align with the mission of the nonprofit organization you are considering. Nonprofits thrive when their team members are genuinely passionate about the cause they’re working for. Having a deep connection to the mission can provide a level of job satisfaction that goes beyond a paycheck.

Career Progression

Consider the opportunities for career advancement within the nonprofit sector. While the path to promotion might be less structured than in for-profit businesses, nonprofits can offer unique opportunities for growth and development. By taking on various roles, you might acquire a breadth of skills and experiences that can benefit your long-term career trajectory.

Networking Opportunities

Working for a nonprofit organization can also provide excellent networking opportunities. Nonprofits often collaborate with various community stakeholders, including government agencies, private corporations, and other nonprofits. These interactions can expand your professional network and open doors to future opportunities.

Given the unique characteristics of the nonprofit sector, finding a meaningful job can involve unique strategies. Networking, volunteering, and gaining sector-specific skills can make your transition smoother.

Remember, just like the best careers that involve helping people, working for a nonprofit vs. a for-profit requires a commitment to the cause and the community you’ll be serving. Embrace the transition with an open mind, and you’ll find your place in this rewarding sector.

If you’re looking for a job or career that will make a difference in the lives of others, then you’ve come to the right place! At Penn-Mar Human Services, our mission is to support people with intellectual and developmental disabilities (IDD) to live courageous lives full of self-determination, independence, and equity. Our approach is innovative, person-centered, and successful. Through meaningful employment, community inclusion, and residential choice, the people Penn-Mar supports are empowered to live their best lives.

If you’re interested in a human services career and want to make a difference in the lives of others, consider filling out an application to join our team! We offer a wide range of employee benefits and competitive compensation. You can also get involved by learning more about our services, making a donation, or signing up to volunteer with us today!

The post Transitioning From For-Profit to Nonprofit: What You Need to Know appeared first on Penn-Mar.