Your Code of Conduct
Once your Code of Conduct is in place, it’s important to implement it through training and by disseminating the information widely, in a variety…
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Home / Sustainability / How to Get Buy-In for Change Within Your Organization
“The best-laid plans of mice and men often go awry.” So said the famed poet Robert Burns after ploughing his fields and accidentally destroying a mouse’s nest, which it needed to survive the winter. And that line is still used to mean that no matter how carefully a project is planned, things can still go wrong with it. Implementing new ways of doing business in any organization—such as a new child sexual abuse prevention framework—can present a range of unique challenges and potential stumbling blocks. Even strengthening an existing framework requires significant time and effort to plan and execute. But these are challenges that can be anticipated and thus addressed.
At some point—often after months of work—the policies and procedures, codes of conduct, screening and hiring protocols, reporting requirements, and training programs will be ready for presentation to your staff and volunteers. But sometimes, your presentation may not be met with the expected enthusiasm because new programs require a change in the way things are done—and, in this case, the ways people behave as well.
The fact is that organizations (like many people) don’t particularly like change. Fundamental change takes time, is uncomfortable, and often requires a lot of energy for what seem to be small, forward steps. When confronted with change—either personally or professionally— many of us tend to focus on how to defend against it instead of how to use and succeed with it. That’s why it’s inevitable that not all elements of your organization will move at the same pace of change. Some will grasp the new way of doing business immediately, some will implement at a slower pace while trying to gauge effects as the change evolves, and some will avoid or resist change—even if it’s mandated—for long periods of time.
Code of Conduct
Once your Code of Conduct is in place, it’s important to implement it through training and by disseminating the information widely, in a variety…
Training
Training programs are offered to staff at least annually to heighten awareness of your commitment to safety and help create a culture of…
Training
Your organization has the opportunity to support and empower young people to feel confident, protected, and safe in their homes and communities….
Training
Training Contractors, Consultants, and Interns When it comes to training your contractors, consultants, and interns, there is certain core…
Screening & Hiring
Screening means thorough reference and background checks, including review of criminal and sexual offender records, for all employees, staff,…
Code of Conduct
Along with guiding appropriate behavior, your Code of Conduct should include a clear description of the lines of communication and reporting…
Sustainability
True Change: A Matter of Strategy and Culture Organizational changes are challenging enough, but the issue of child sexual abuse prevention and…
Code of Conduct
Your Code of Conduct is an essential tool to help you ensure the safety of the children and youth in your care, and prevent child sexual abuse.
Sustainability
Depending on the size of your youth-serving organization, the data you’ll need to collect and analyze—or even simply summarize—could be…
Code of Conduct
For your Youth-Serving Organization (YSO) to ensure the safety of the children it serves, there must be a set of principles to guide the environment…
Customized child sexual abuse prevention guidelines to meet the unique needs of any organization that serves children.
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