There has been much back and forth in recent days in the US about the concept of sanctuary states or sanctuary cities. The most simple way to describe the concept of a sanctuary city/state is a city or state that has chosen not to use city or state law enforcement resources on those who have not committed a crime, but may be in violation of federal immigration law. Essentially, local and state resources are determined not to be used to enforce federal, civil, immigration law.
As many of my readers know, I practice social work in Oregon. Oregon is one of the oldest sanctuary states, passing the law to enact this status back in 1987. This November, Oregon’s status as a sanctuary state will be challenged by ballot measure 105.
Regardless of what one thinks about immigration law, this measure would have some deep implications for our everyday communities. This would include the fact that one could be stop, detained, or questioned just because they are thought to possibly be undocumented. That is what makes this political issue a social work issue at its heart.
The primary mission of the social work profession is to enhance human well-being and help meet the basic human needs of all people, with particular attention to the needs and empowerment of people who are vulnerable, oppressed, and living in poverty. A historic and defining feature of social work is the profession’s focus on individual well-being in a social context and the well-being of society. Fundamental to social work is attention to the environmental forces that create, contribute to, and address problems in living. – NASW Code of Ethics Preamble
In my mind, voting against measure 105 is a step to opposing an “environmental force” that will create “problems in living” for many community members here in Oregon. Therefore, this issue has become professional and I must do what I can to oppose it.
Thoughts? Disagreements? Drop me a line.
Want to support a group that is organizing against this measure? Check out the link below. Oregonians United Against Profiling
When I became a supervisor in the social work field, I was the youngest one on my team. Being in this position, I reached out for resources wherever possible, including reading a lot of materials on social work supervision.
I think part of being a young supervisor is that I adopted a more collaborative versus authoritarian supervisory style, that took into account the perspective of all members on my team, who often had many more years experience than myself.
I wanted to share a few pieces from one of the books that I found helpful as I navigated the new experience of providing supervision in the hopes that it will be useful to others who find themselves with similar feelings to what I described.
The first place to start is to evaluate and be self-aware of your leadership style. Do you know what style you tend towards? If not, read on!
Authoritarian Leadership Style: magnifies the bigger picture and links individual’s work to this bigger picture.
Strengths: ” provides clear direction,” “mobilizes people towards a vision,” “provides clear feedback on what is and is not working.”
Challenges : ” can become overbearing” ” can be dismissed” when the leader is not able to get staff on board with the larger vision or if staff feel that the leader does not “have the knowledge or experience” to support the vision.
Affiliative Leadership Style: “people centered, empathic, creates harmony”
Strengths: Growth in worker’s trust resulting in sharing ideas and innovation, “generates a sense of commitment and of belonging”
Challenges : ” can leave people directionless, tends to lack “enough feedback on poor performance.”
Democratic Leadership Style: “operates from principles of participation and collaboration”
Strengths: Can gain increased collaboration and create strong staff buy-in
Challenges : Can lead to “a sense of lack of direction and leadership” and more practically can lead to the “frustration of endless meetings.”
Coaching Leadership Style: “focuses on individual strengths and traits of workers and invests and grows these for the future”
Strengths: “able to have a high level of delegation” to workers through use of the support of frequent dialogue.
Challenges : The major drawback of this style is the time involved in making this style work.
Most of us feel most comfortable within one of these leadership styles. However, we are stronger and more versatile leaders when we can harness the strengths of each style within various situations and with various staff that may have different leadership needs.
Utilizing emotional intelligence will guide us towards which style is most appropriate for the tasks and persons we encounter as supervisors. For example, a supervisor who is able to blend authoritarian and affiliative leadership style are able to provide their staff with “clear vision and standards” while also showing a “caring and nurturing approach” that builds team committment.
How have you found a leadership style that has created a healthy, supported, and productive team? What experiences as a supervisor helped shape your leadership style? What supervisors have made an impact on you- what did they do to support your work? Write me your thoughts and I would love to share them in a future blog post! Write me below!
The Social Worker’s Companion Blog is here to support those who support others (specifically those in the Social Work field). So, that means this blog is here to support YOU.
So, with that in mind, what do you want to see from the Social Worker’s companion blog? What do you what to read that would support you more in your work?
- A certain practice technique?
- Tools for direct client work?
- Tools for supervision?
- Stories and connection to support the emotional difficultly of the helping profession?
Write me comment or send me direct message at Contact
Thanks all : )
Check out the new piece I wrote on the status of the Fair Housing Act and how helping professional can use the act to help vulnerable individuals access and enjoy housing.
Check out the article at Is the Fair Housing Act Failing? It’s in the Social Work Helper, a great online news sign with content relevant to social work.
Let me know what you think and have a great weekend all!
Last year, I visited Mount St. Helens with my dad. You can still see a clear path of the “blast zone” from the giant 1980’s eruption. While recovery is slow, remarkably the area has shown great resilience in rebounding from the cataclysmic event.
In social work, every day we encounter people that have their own personal version of a cataclysmic event.
In my area of practice, this event is usually a slide into homelessness. Among all the tools we have as social workers to assist each client in their own personal recovery effort, use of the Strength’s Perspective is one of the most effective. With that said, I have created a quick pocket resource guide social workers can use to incorporate strengths into their work.
*Side note: I have also used this pocket guide when I worked in medical social work to educate my medical field coworkers about how to work from the Strength’s Perspective with patients.
Link to the file for download below. Hope you find it useful!
Strength’s Perspective Pocket Guide