Developing an Inspiring and Supportive Workplace Culture

Victim service staff positions turn over frequently in Indiana. Through a study of advocates, the Indiana Victim Assistance Training Project found that workplace dissatisfaction is one of the top  reasons victim assistance staff leave their positions. In an effort to support longevity in the field of victim services, the  Training Project contracted with Indiana University to create a program that would assist executive staff in creating a more positive workplace.

Developing an Inspiring and Supportive Workplace Culture, is being offered on September 24-25, 2025. This program was previously held in 2021 and again in 2022. This two day, in-person program was developed by faculty at the Paul H. O’Neill School of Public and Environmental Affairs, Indiana University.  The program focuses on creating a workplace culture that supports retention of victim service providers. There is no charge to attend the program, but space is limited.

Requirements

The program is open to anyone who manages or supervises victim assistance or victim services staff and is employed by a non-profit or government organization.  Attendance and participation in all sessions is required. No partial credit will be given.

Course Curriculum

The practices learned in the following courses are intended to develop inspiring, supportive, and collegial work environments.

1. Learning objectives for Superior listening skills session

This session on superior listening skills aims to equip participants with the knowledge, techniques, and practice necessary to transform their listening habits and become more effective communicators. Upon completion of this session, participants will be able to:

• Define and differentiate between passive hearing and active, superior listening.
• Explain the importance of superior listening in personal and professional relationships, highlighting its benefits for communication, trust, conflict resolution, and teamwork.
• Understand common barriers to effective listening, such as internal distractions, biases, and judging before understanding.
• Self-assess their current listening habits and identify areas for improvement through facilitated reflection.
• Practice and apply Superior listening skills. 

2. Learning objectives for managing conflict and psychological safety session

This session aims to equip participants with the knowledge, skills, and tools necessary to navigate workplace conflicts constructively and build a culture of psychological safety within their teams. Upon completion of this session, participants will be able to:

• Define workplace conflict and identify its various forms, recognizing the difference between surface-level disagreements and underlying issues.
• Understand the causes and triggers of common workplace conflicts, such as miscommunication, differing expectations, and competition for resources.
• Understand your conflict style
• Employ various strategies for conflict resolution, including negotiation, compromise, and collaborative problem-solving.
• Connect the principles of psychological safety with effective conflict management techniques

3. Learning Objectives for the Coaching and Mentoring for Managers session

This session aims to equip participants with understanding of the knowledge, skills, and tools necessary to become a superior Coach and Mentor. Upon completion of this program, participants will be able to:

Upon successful completion of this course, participants will be able to:

• Differentiate between coaching and mentoring and Identify when to apply coaching and when to apply mentoring in various workplace situations.
• Establish a strong foundation for coaching and mentoring relationships and understand how to “contract” for results.
• Understand essential coaching skills and techniques.
• Address and overcome common challenges in coaching and mentoring.
• Foster a coaching and mentoring culture within the team and organization.

4. learning objectives for the Recruitment, Onboarding, and Talent Retention for managers session

This session aims to help managers understand how to effectively bring in the right people for the job and give the right support where people thrive and stay. By the end of this module, managers will be able to:

 Evaluate current recruitment and hiring practices

• Understand their role in the recruitment process from defining the role to making the hiring decision.
• Implement effective interview techniques to assess candidates’ skills, experience, and cultural fit.
• Identify and leverage various recruitment channels to attract the right talent pool.
• Create a welcoming and inclusive onboarding experience that generates excitement and reduces anxiety.

• Understand the key factors influencing employee retention and turnover.

Accommodations:  The Training Project will provide a hotel room on Wednesday, September 24, 2025 for attendees traveling more than 50 miles in each direction. Qualified participants must indicate a need for a room on their application form.

Application, Deadlines & Acceptance

Applications may be submitted by email to somalley@icadvinc.org . You will be notified by email that your application has been received.

Only a limited number of attendees may be accepted for the course. If applications exceed the available slots, priority will be given to applicants based on their supervisory duties  and  the number of applications submitted by an organization.

Applications  will be accepted through  August 28, 2025. Please direct any questions or concerns to Suzanne O’Malley at somalley@icadvinc.org.