Imagine you ran an office full of Guardians ad Litem with different talents and these people worked hard to fix the problems of people with a wide range of complex problems.
It would be useful to allow your talented worker bees to select those cases that fit their requests and talents. Especially since the end users really do need the special kinds of help that some people on your staff have, and others don’t.
Why would management refuse to allow workers a chance to reach for those cases that they are most qualified for? This author has struggled mightily to understand a management team that has repeatedly demanded their workers follow rigid made up and often counterproductive rules in the Hennepin County Guardian ad Litem office.
This kind of policy hurts the children the State program covering Hennepin county GAL office and the children it is chartered to advocate for. It’s also a slap in the face to a workforce already in an atmosphere of workplace anxiety, secondary trauma and a very high level of employee turnover during a tight job market.
Do the children this program is chartered to serve or the worker bees in the office benefit from this policy?
What reason could there be behind this policy?
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When enough of us become informed and
speak up for abused and neglected children,
we will improve their lives and our communities!
From the Star Tribune article, “Children really don’t have a voice in courtroom except through the adults, so the guardian program is very important,” said Kathleen Blatz, a former Minnesota Supreme Court chief justice who serves on the state’s Guardian ad Litem Board. “To have volunteers who are so connected to the community … and, with training, are very qualified to give in this meaningful way for children — and I just think, why would we say no to that?”
KARA / kidsatriskaction / invisiblechildren.org
This article contributed by Mike Tikkanen former CASA Guardian ad Litem
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Original text with links to comments about management.