Yves Ades

Using Human Resources to Support Organizational Health and Resilience: Western New York Providers

“Organizational health” and “organizational resiliency” are often heard in discussions about financial management and sustainability.  In human services, these phrases have a deeper meaning as they also speak to the culture of the organization. Healthy and resilient organizational culture consists of a workforce that holds customer well-being as paramount, and leadership that holds workforce well-being as the key to sustainability.

Using Human Resources to Support Organizational Health and Resilience: North Country and Central New York Providers

“Organizational health” and “organizational resiliency” are often heard in discussions about financial management and sustainability.  In human services, these phrases have a deeper meaning as they also speak to the culture of the organization. Healthy and resilient organizational culture consists of a workforce that holds customer well-being as paramount, and leadership that holds workforce well-being as the key to sustainability.  How an organization ascends to health and resilience is a function of its environment, which permeates the workforce and customer experience.

Using Human Resources to Support Organizational Health and Resilience: Hudson Valley Providers

“Organizational health” and “organizational resiliency” are often heard in discussions about financial management and sustainability.  In human services, these phrases have a deeper meaning as they also speak to the culture of the organization. Healthy and resilient organizational culture consists of a workforce that holds customer well-being as paramount, and leadership that holds workforce well-being as the key to sustainability.  How an organization ascends to health and resilience is a function of its environment, which permeates the workforce and customer experience.

Using Human Resources to Support Organizational Health and Resilience: Capital Region Providers

“Organizational health” and “organizational resiliency” are often heard in discussions about financial management and sustainability.  In human services, these phrases have a deeper meaning as they also speak to the culture of the organization. Healthy and resilient organizational culture consists of a workforce that holds customer well-being as paramount, and leadership that holds workforce well-being as the key to sustainability.

Essential Tips for Tele-Behavioral Health Engagement

Telemental health offers behavioral health providers the unique opportunity to be connected to service participants, which has become increasingly important in this difficult time of public health crisis and social distancing. This pre-recorded webinar will offer guidance around how to engage participants using telemental health. Viewers will gain insight into how to engage and maintain service connection through:

MCTAC+ Adopting the Principles of Trauma-Informed and Resiliency-Based Care in the Supervision in the Behavioral Health Workforce

Employee Supervision is key for maintaining a competent, hopeful and compassionate workforce.  Behavioral healthcare providers who are committed to person-centered service delivery for improving health outcomes cannot overlook the means by which its employees are supported and guided in their work; Responsibilities that typically fall on designated Supervisors. How supervision is conducted and the principles that underlie the supervisor-employee relationship may be one of the most important dimensions of a healthy and successful organization. 

Integrating Behavioral Health and Primary Care: Solutions That Work

Part 3 of the "Solutions that Work" Series: Integrating Behavioral Health and Primary Care

MCTAC+ offered three “Solutions That Work” webinars focusing on proven implementation strategy in three essential solution orientations: Peer Services, Health Integration, and Access and Engagement. These webinars were intended for behavioral health executives, managers, direct care staff and anyone interested in applying solutions for meeting the value challenge.

Access and Engagement in the Value Equation: Solutions That Work

Part 2 of the "Solutions that Work" Series: Peer Services in the Value Equation

MCTAC+ offered three “Solutions That Work” webinars focusing on proven implementation strategy in three essential solution orientations: Peer Services, Health Integration, and Access and Engagement. These webinars were intended for behavioral health executives, managers, direct care staff and anyone interested in applying solutions for meeting the value challenge.

Peer Services in the Value Equation: Solutions That Work

Part 1 of the "Solutions that Work" Series: Peer Services in the Value Equation

MCTAC+ offered three “Solutions That Work” webinars focusing on proven implementation strategy in three essential solution orientations: Peer Services, Health Integration, and Access and Engagement. These webinars were intended for behavioral health executives, managers, direct care staff and anyone interested in applying solutions for meeting the value challenge.

Putting the Pieces Together: Shared Experiences of Adult BH HCBS Implementation

HCBS is a service delivery model that allows for tremendous flexibility and creativity but it may require us to change the way we do business. MCTAC+  offered a webinar during which a panel of adult HCBS providers across NYS shared their experiences with HCBS service implementation. The panel discussed overcoming challenges to implementation, tools for outreach to peers and care managers, and staffing HCBS services. 

Target audience: adult BH HCBS service directors and providers

Presenters: 

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