Judith Wolf's presentation in the "Providing Support in Housing First: User's Choice, Recovery and a Strengths-based Approach" workshop at the Housing First in Europe conference on the 9th of June 2016.
The strengths perspective is a social work framework that focuses on clients' strengths rather than deficits or problems. It emerged from psychiatric and custodial settings as an alternative to viewing clients as having pathologies. The strengths perspective mobilizes clients' talents, knowledge, and capacities to help them achieve their goals and improve their quality of life on their own terms. It is based on five principles: adopting an optimistic attitude, focusing on clients' assets, collaborating with clients, empowering clients long-term, and creating community.
Powerpoint accompanying workshop session from the Homeless and Housing Coalition of Kentucky's 2013 conference. Presented by Kristi Jedlicki and Sarah Buckler, Phoenix Health Care Clinic
This training focuses on using Strengths-based Case Management with homeless and formerly-
homeless clients to help them focus on solutions to the challenges they face, rather than
solely on the challenges and barriers to reaching their goals. The case manager and the
client work together to identify and utilize the client’s strengths to set both short-term and long-term goals in a
number of areas, such as life skills, education, employment, housing, and recovery.
This document discusses resilience and empowerment. It defines resilience as the ability to bounce back from adversity through positive adaptation and maintaining mental health despite challenges. Sources of resilience include personal factors like optimism and social support, as well as developing cognitive flexibility. The strengths perspective approach to social work emphasizes empowerment and helping clients utilize their strengths and resources to achieve goals. It involves collaboration, viewing clients holistically, and building resilience through connection, maintaining hope, and taking control of life situations.
The document discusses a presentation to the WINZ team in Greerton about utilizing a strengths-based perspective. It outlines objectives of gaining appreciation for this approach and how it can facilitate growth. It defines what strengths are, including hope, resilience, and empowerment. It clarifies that strengths are reflected truths in problems and pushes back on issues. The presentation then provides examples of strengths like wisdom, courage, and humanity. It describes how the presenter, Hayley, uses strength cards with clients to focus on their strengths and facilitate discussion about possibilities rather than just problems.
Isaac's DiSC® assessment indicates he has a primary "i" style. This means he is optimistic, enthusiastic, and action-oriented. He enjoys generating excitement and bringing people together around shared goals. Isaac is motivated to work with passionate people on innovative projects. His priorities include taking action, ensuring accuracy, and valuing collaboration. Maintaining a fast pace and having variety in his work are energizing for Isaac, while dull routines can be stressful.
This document outlines key concepts in human development from childhood through adulthood. It discusses physical, cognitive, moral, and personality development models and theories. Theories covered include Piaget, Kohlberg, Erikson, Freud, and Kegan. It emphasizes that understanding development is important for human services professionals to effectively help clients and reflect on their own development.
The document is an executive summary of an individual's DISC behavioral assessment results. It includes:
- A comparison of the individual's natural and adaptive behavioral styles according to the DISC model dimensions of Dominance, Influence, Steadiness, and Compliance.
- Descriptions of the individual's scores on each of the four DISC dimensions in their natural style, highlighting traits specific to their unique scores.
- An overview of the individual's natural behavioral style pattern based on their DISC assessment results.
- An overview of the individual's adaptive behavioral style pattern.
The document discusses how understanding behavioral styles using the DISC assessment can help individuals and businesses in areas such as self-development, communication, sales, marketing, team-building, and conflict resolution. It provides an overview of the four DISC styles - Compliance, Dominance, Steadiness, and Influence - and how they relate to behaviors, values, and preferred marketing methods. The author offers their expertise in DISC analysis and targeted marketing plans to help companies and professionals improve business development.
The strengths perspective is a social work framework that focuses on clients' strengths rather than deficits or problems. It emerged from psychiatric and custodial settings as an alternative to viewing clients as having pathologies. The strengths perspective mobilizes clients' talents, knowledge, and capacities to help them achieve their goals and improve their quality of life on their own terms. It is based on five principles: adopting an optimistic attitude, focusing on clients' assets, collaborating with clients, empowering clients long-term, and creating community.
Powerpoint accompanying workshop session from the Homeless and Housing Coalition of Kentucky's 2013 conference. Presented by Kristi Jedlicki and Sarah Buckler, Phoenix Health Care Clinic
This training focuses on using Strengths-based Case Management with homeless and formerly-
homeless clients to help them focus on solutions to the challenges they face, rather than
solely on the challenges and barriers to reaching their goals. The case manager and the
client work together to identify and utilize the client’s strengths to set both short-term and long-term goals in a
number of areas, such as life skills, education, employment, housing, and recovery.
This document discusses resilience and empowerment. It defines resilience as the ability to bounce back from adversity through positive adaptation and maintaining mental health despite challenges. Sources of resilience include personal factors like optimism and social support, as well as developing cognitive flexibility. The strengths perspective approach to social work emphasizes empowerment and helping clients utilize their strengths and resources to achieve goals. It involves collaboration, viewing clients holistically, and building resilience through connection, maintaining hope, and taking control of life situations.
The document discusses a presentation to the WINZ team in Greerton about utilizing a strengths-based perspective. It outlines objectives of gaining appreciation for this approach and how it can facilitate growth. It defines what strengths are, including hope, resilience, and empowerment. It clarifies that strengths are reflected truths in problems and pushes back on issues. The presentation then provides examples of strengths like wisdom, courage, and humanity. It describes how the presenter, Hayley, uses strength cards with clients to focus on their strengths and facilitate discussion about possibilities rather than just problems.
Isaac's DiSC® assessment indicates he has a primary "i" style. This means he is optimistic, enthusiastic, and action-oriented. He enjoys generating excitement and bringing people together around shared goals. Isaac is motivated to work with passionate people on innovative projects. His priorities include taking action, ensuring accuracy, and valuing collaboration. Maintaining a fast pace and having variety in his work are energizing for Isaac, while dull routines can be stressful.
This document outlines key concepts in human development from childhood through adulthood. It discusses physical, cognitive, moral, and personality development models and theories. Theories covered include Piaget, Kohlberg, Erikson, Freud, and Kegan. It emphasizes that understanding development is important for human services professionals to effectively help clients and reflect on their own development.
The document is an executive summary of an individual's DISC behavioral assessment results. It includes:
- A comparison of the individual's natural and adaptive behavioral styles according to the DISC model dimensions of Dominance, Influence, Steadiness, and Compliance.
- Descriptions of the individual's scores on each of the four DISC dimensions in their natural style, highlighting traits specific to their unique scores.
- An overview of the individual's natural behavioral style pattern based on their DISC assessment results.
- An overview of the individual's adaptive behavioral style pattern.
The document discusses how understanding behavioral styles using the DISC assessment can help individuals and businesses in areas such as self-development, communication, sales, marketing, team-building, and conflict resolution. It provides an overview of the four DISC styles - Compliance, Dominance, Steadiness, and Influence - and how they relate to behaviors, values, and preferred marketing methods. The author offers their expertise in DISC analysis and targeted marketing plans to help companies and professionals improve business development.
A presentation on Emotional Intelligence to student teachers as a part of self development programme in our TVS Teacher Training Academy, Madurai, Tamilnadu.
DiSC Profile Introduction - Why Use DiSC Communication Profiling?Mary Jane Clark
Here's a presentation I created while leading teams at StepUp in Raleigh, NC. I felt it is important to take time to educate people by sharing this basic, simple introduction to the DiSC profile and uses in communication.
In my workplace, every client, staff, volunteer and board member takes Disc assessment - and furthermore, all our profiles are shared. We'd never ask a client to do anything we don't do. That'a an authentic value. We believe it has made us more successful in our field of human services, as people and as an organization. We tend to play nice with one another because we took the time to truly get to know and understand one another.
The document discusses why diversity is important for organizations and what barriers can get in the way of diversity. It argues that diversity leads to better problem solving, innovation, and competitive advantage. However, stereotypes, biases, and a lack of inclusion can prevent organizations from benefiting from diversity. The document provides strategies for overcoming these barriers, such as challenging assumptions, pursuing understanding over judgment, and creating an inclusive culture.
Soft skills refer to personal traits like communication abilities, interpersonal skills, attitudes, and behaviors. They allow people to effectively use technical skills and knowledge, improve interactions with others, and feel satisfied in their jobs. Some key soft skills include communication, leadership, teamwork, stress management, having a positive attitude, and ability to negotiate win-win solutions. Personality is the totality of how one looks, feels and behaves, encompassing character traits like integrity and dedication, as well as behavioral traits such as interpersonal skills and leadership qualities. Elements crucial to personality development are self-awareness, goal setting, creativity, innovation, and human values.
A short one hour presentation looking at the 5 biggest myths of employee development including performance management and talent management which are ineffective if not destructive in terms of creating a high functioning workplace. Too many businesses subscribe to these myths.
Our motivations play an important role in how we understand ourselves and the world. We all operate with assumptions, mindsets and expectations that we are sometimes less conscious of and which are likely to be influenced by our deeper motivational orientations.
By understanding the links between motivational patterns and hidden biases, we can expand our self-awareness, achieve a more complete and objective view of others, and make wiser behavioural choices.
The document discusses various theories and strategies for motivating employees, including:
1. Maslow's hierarchy of needs and McGregor's XY theory which propose that individuals are motivated by both intrinsic and extrinsic factors such as achievement, recognition, responsibility, and growth.
2. McClelland's motivational needs theory which identifies the needs for achievement, affiliation, and power. Job design should match employees' motivational needs to reduce tension.
3. Strategies like performance appraisals, compensation, employee engagement programs, trust-building, and recognition can be used to motivate employees. Ensuring challenging work, feedback, learning opportunities, and a supportive environment also enhances motivation.
In challenging times, resilience is especially critical. Explore how increasing self-awareness can help individuals foster the resilience they need to overcome personal, professional, and global challenges.
Using data from thousands of leaders around the world, we explore whether it makes sense to expect our leaders - even the best and brightest - to be effective at both managing relationships and driving for results.
Disc Debrief - Jenny Dorsey add on of Justine Wwang - 2012redeemindy
The document discusses the DiSC profile system, which examines individual behavior in different environments. It identifies four types - Dominance, Influence, Steadiness, and Conscientiousness - that describe how people relate to control/power, social situations, patience/thoughtfulness, and structure/organization. The document provides descriptions of each type and how they may approach leadership, recruitment, and tasks. It emphasizes that no single style is better and encourages appreciating differences and letting God control one's personality.
Positive Media Psychology: Harnessing the Power of Media for GoodPamela Rutledge
Overview of positive media psychology by Dr. Pamela Rutledge for the Fielding Graduate University School of Psychology Colloquium, April 9, 2021. Positive Media Psychology is a specialized area within media psychology that emerged to promote the use and development of media technologies that support well-being and human flourishing. By using a positive psychology paradigm, researchers and developers will be better able to evaluate and harness the power of media technologies to impact lives and society for the better. This deck includes an overview of some theoretical constructs and real-world examples.
Positive thinking the impact on leadershipGraham Hart
I was reflecting on the leadership forum I attended last week where the subject matter was on how to deal with difficult personalities. One of the things that came up in the discussion was a group of people called the 'negatives'. Negatives are people who tend to be opposed to most things in general and tend to approach life from this standpoint.
Where an organisation or individual is aware of stereotyping and bias, many effective steps may be taken to correct behaviour.
But what to do when the bias is more subtle or unconscious? These unconscious biases and stereotypes are a major barrier to organisations achieving true inclusion and diversity.
In this webinar Dr Pete Jones, author of Hogrefe Ltd’s unconscious bias testing tool Implicitly, gives an introduction to the topic of unconscious biases and looks at what you can do to address them.
This document discusses using the Intercultural Development Inventory (IDI) and Lencioni assessments together for team development. It provides an overview of the Lencioni model of the five dysfunctions of a team and how the IDI can help identify cultural drivers that impact those dysfunctions. Specifically, it suggests which IDI dimensions may correlate with a lack of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results. The document also provides guidance on facilitating discussions with teams using the IDI and Lencioni profiles, focusing on areas of dysfunction and how cultural factors may be influencing team dynamics and performance.
In a world where multi-tasking, digital distractions and continuous partial attention are the norm, it is challenging for 21st century leaders to find the time, energy and creativity to innovate. Fortunately, the practice of mindfulness – paying attention to the present moment with an attitude of open awareness – can wire your brain for leadership excellence despite the chaos.
During this workshop, you will learn simple mindfulness-based exercises that will cultivate the four fundamentals of leadership excellence: focus, clarity, creativity and compassion. Learn to lead from a place of choice, based on your values and expertise, rather than reactivity. You may also experience better health, a deeper connection with others, and a greater satisfaction with life – at work and at home.
Learning Objectives:
Define mindfulness and give examples of formal and informal practices
Discuss the benefits of practicing mindfulness for leadership excellence
Integrate mindfulness-based techniques at work to cultivate focus, clarity, creativity and compassion
--
Presentation developed for the National Hospice & Palliative Care Organization's Management & Leadership Conference 2016.
The document discusses the DiSC model of behavioral styles, which identifies four dimensions - Dominance, Influence, Steadiness, and Conscientiousness. It provides descriptions of the tendencies and preferences of each style. The document also discusses how people with different styles can interact effectively and addresses potential "back up styles" that may emerge when things do not go as preferred.
Whether a career transition is driven by circumstances or by choice, it’s always an important step. These moments represent an opportunity to advance your career, to achieve greater levels of success in whatever way you define it, and to establish a career direction that is aligned with what you find most personally rewarding.
Many people fail to invest adequately in thinking about their career choices and what will work for them in the longer term.
Understanding what motivates us can provide a greater degree of confidence in the career choices we are making and a clear set of criteria against which we can measure the quality and relevance of job opportunities.
In this webinar, we discuss how incorporating an individual's motivation into career transition coaching can help them make their next choice with greater intention, setting them up for success
The document discusses the concept of persuasion through gentle means being more powerful than force. It then provides an overview of a lecture on persuasion, covering key topics like the definition of persuasion, elements involved, traditional approaches, cognitive response analysis, the elaboration likelihood model of central and peripheral routes to persuasion, types of persuasive appeals, tips for successful persuasion, and a question and answer session.
How often have you been in a situation that did not go as expected - and you have no idea why? Or have you seen others make the same mistakes over and over again and be surprised when they get the same results?
This will give you an insight into why, and more importantly help you take the first steps to a new, successful path.
Parallel Session 4.2 ‘It’s What Matters to me that Counts’ – Keeping the Pers...NHSScotlandEvent
This document summarizes Thistle Foundation's journey towards implementing a person-centered approach over the past 15 years. It discusses how Thistle redesigned services, invested in training staff in person-centered concepts, and now uses the Talking Points framework to focus on identifying and realizing personal outcomes for those supported. The framework emphasizes building strong relationships, focusing on strengths and what matters most to each person, and involving natural supports. While progress has been made, fully translating positive changes to quality of life remains a work in progress.
How to Apply the Individual Placement and Support Model to the Housing First ...FEANTSA
Silvano Gueli and Catherine Depasse's presentation in the "Social Inclusion: Back to the Community or Back to Work?" workshop at the Housing First in Europe conference on the 9th of June 2016
A presentation on Emotional Intelligence to student teachers as a part of self development programme in our TVS Teacher Training Academy, Madurai, Tamilnadu.
DiSC Profile Introduction - Why Use DiSC Communication Profiling?Mary Jane Clark
Here's a presentation I created while leading teams at StepUp in Raleigh, NC. I felt it is important to take time to educate people by sharing this basic, simple introduction to the DiSC profile and uses in communication.
In my workplace, every client, staff, volunteer and board member takes Disc assessment - and furthermore, all our profiles are shared. We'd never ask a client to do anything we don't do. That'a an authentic value. We believe it has made us more successful in our field of human services, as people and as an organization. We tend to play nice with one another because we took the time to truly get to know and understand one another.
The document discusses why diversity is important for organizations and what barriers can get in the way of diversity. It argues that diversity leads to better problem solving, innovation, and competitive advantage. However, stereotypes, biases, and a lack of inclusion can prevent organizations from benefiting from diversity. The document provides strategies for overcoming these barriers, such as challenging assumptions, pursuing understanding over judgment, and creating an inclusive culture.
Soft skills refer to personal traits like communication abilities, interpersonal skills, attitudes, and behaviors. They allow people to effectively use technical skills and knowledge, improve interactions with others, and feel satisfied in their jobs. Some key soft skills include communication, leadership, teamwork, stress management, having a positive attitude, and ability to negotiate win-win solutions. Personality is the totality of how one looks, feels and behaves, encompassing character traits like integrity and dedication, as well as behavioral traits such as interpersonal skills and leadership qualities. Elements crucial to personality development are self-awareness, goal setting, creativity, innovation, and human values.
A short one hour presentation looking at the 5 biggest myths of employee development including performance management and talent management which are ineffective if not destructive in terms of creating a high functioning workplace. Too many businesses subscribe to these myths.
Our motivations play an important role in how we understand ourselves and the world. We all operate with assumptions, mindsets and expectations that we are sometimes less conscious of and which are likely to be influenced by our deeper motivational orientations.
By understanding the links between motivational patterns and hidden biases, we can expand our self-awareness, achieve a more complete and objective view of others, and make wiser behavioural choices.
The document discusses various theories and strategies for motivating employees, including:
1. Maslow's hierarchy of needs and McGregor's XY theory which propose that individuals are motivated by both intrinsic and extrinsic factors such as achievement, recognition, responsibility, and growth.
2. McClelland's motivational needs theory which identifies the needs for achievement, affiliation, and power. Job design should match employees' motivational needs to reduce tension.
3. Strategies like performance appraisals, compensation, employee engagement programs, trust-building, and recognition can be used to motivate employees. Ensuring challenging work, feedback, learning opportunities, and a supportive environment also enhances motivation.
In challenging times, resilience is especially critical. Explore how increasing self-awareness can help individuals foster the resilience they need to overcome personal, professional, and global challenges.
Using data from thousands of leaders around the world, we explore whether it makes sense to expect our leaders - even the best and brightest - to be effective at both managing relationships and driving for results.
Disc Debrief - Jenny Dorsey add on of Justine Wwang - 2012redeemindy
The document discusses the DiSC profile system, which examines individual behavior in different environments. It identifies four types - Dominance, Influence, Steadiness, and Conscientiousness - that describe how people relate to control/power, social situations, patience/thoughtfulness, and structure/organization. The document provides descriptions of each type and how they may approach leadership, recruitment, and tasks. It emphasizes that no single style is better and encourages appreciating differences and letting God control one's personality.
Positive Media Psychology: Harnessing the Power of Media for GoodPamela Rutledge
Overview of positive media psychology by Dr. Pamela Rutledge for the Fielding Graduate University School of Psychology Colloquium, April 9, 2021. Positive Media Psychology is a specialized area within media psychology that emerged to promote the use and development of media technologies that support well-being and human flourishing. By using a positive psychology paradigm, researchers and developers will be better able to evaluate and harness the power of media technologies to impact lives and society for the better. This deck includes an overview of some theoretical constructs and real-world examples.
Positive thinking the impact on leadershipGraham Hart
I was reflecting on the leadership forum I attended last week where the subject matter was on how to deal with difficult personalities. One of the things that came up in the discussion was a group of people called the 'negatives'. Negatives are people who tend to be opposed to most things in general and tend to approach life from this standpoint.
Where an organisation or individual is aware of stereotyping and bias, many effective steps may be taken to correct behaviour.
But what to do when the bias is more subtle or unconscious? These unconscious biases and stereotypes are a major barrier to organisations achieving true inclusion and diversity.
In this webinar Dr Pete Jones, author of Hogrefe Ltd’s unconscious bias testing tool Implicitly, gives an introduction to the topic of unconscious biases and looks at what you can do to address them.
This document discusses using the Intercultural Development Inventory (IDI) and Lencioni assessments together for team development. It provides an overview of the Lencioni model of the five dysfunctions of a team and how the IDI can help identify cultural drivers that impact those dysfunctions. Specifically, it suggests which IDI dimensions may correlate with a lack of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results. The document also provides guidance on facilitating discussions with teams using the IDI and Lencioni profiles, focusing on areas of dysfunction and how cultural factors may be influencing team dynamics and performance.
In a world where multi-tasking, digital distractions and continuous partial attention are the norm, it is challenging for 21st century leaders to find the time, energy and creativity to innovate. Fortunately, the practice of mindfulness – paying attention to the present moment with an attitude of open awareness – can wire your brain for leadership excellence despite the chaos.
During this workshop, you will learn simple mindfulness-based exercises that will cultivate the four fundamentals of leadership excellence: focus, clarity, creativity and compassion. Learn to lead from a place of choice, based on your values and expertise, rather than reactivity. You may also experience better health, a deeper connection with others, and a greater satisfaction with life – at work and at home.
Learning Objectives:
Define mindfulness and give examples of formal and informal practices
Discuss the benefits of practicing mindfulness for leadership excellence
Integrate mindfulness-based techniques at work to cultivate focus, clarity, creativity and compassion
--
Presentation developed for the National Hospice & Palliative Care Organization's Management & Leadership Conference 2016.
The document discusses the DiSC model of behavioral styles, which identifies four dimensions - Dominance, Influence, Steadiness, and Conscientiousness. It provides descriptions of the tendencies and preferences of each style. The document also discusses how people with different styles can interact effectively and addresses potential "back up styles" that may emerge when things do not go as preferred.
Whether a career transition is driven by circumstances or by choice, it’s always an important step. These moments represent an opportunity to advance your career, to achieve greater levels of success in whatever way you define it, and to establish a career direction that is aligned with what you find most personally rewarding.
Many people fail to invest adequately in thinking about their career choices and what will work for them in the longer term.
Understanding what motivates us can provide a greater degree of confidence in the career choices we are making and a clear set of criteria against which we can measure the quality and relevance of job opportunities.
In this webinar, we discuss how incorporating an individual's motivation into career transition coaching can help them make their next choice with greater intention, setting them up for success
The document discusses the concept of persuasion through gentle means being more powerful than force. It then provides an overview of a lecture on persuasion, covering key topics like the definition of persuasion, elements involved, traditional approaches, cognitive response analysis, the elaboration likelihood model of central and peripheral routes to persuasion, types of persuasive appeals, tips for successful persuasion, and a question and answer session.
How often have you been in a situation that did not go as expected - and you have no idea why? Or have you seen others make the same mistakes over and over again and be surprised when they get the same results?
This will give you an insight into why, and more importantly help you take the first steps to a new, successful path.
Parallel Session 4.2 ‘It’s What Matters to me that Counts’ – Keeping the Pers...NHSScotlandEvent
This document summarizes Thistle Foundation's journey towards implementing a person-centered approach over the past 15 years. It discusses how Thistle redesigned services, invested in training staff in person-centered concepts, and now uses the Talking Points framework to focus on identifying and realizing personal outcomes for those supported. The framework emphasizes building strong relationships, focusing on strengths and what matters most to each person, and involving natural supports. While progress has been made, fully translating positive changes to quality of life remains a work in progress.
How to Apply the Individual Placement and Support Model to the Housing First ...FEANTSA
Silvano Gueli and Catherine Depasse's presentation in the "Social Inclusion: Back to the Community or Back to Work?" workshop at the Housing First in Europe conference on the 9th of June 2016
Transforming Care: Share and Learn Webinar – 30 November 2017NHS England
Topic One: “What does good look like: Person-centred support to promoting positive outcomes for people with learning disability and autism”.
Guest speaker: Professor Julie Beadle-Brown, Professor in Intellectual and Developmental Disabilities at the Tizard Centre, University of Kent
This presentation introduces an evidence based practice framework for promoting positive outcomes for people with a learning disability, autism or both, including those who may display behaviours described as challenging. It considers what is needed for successful implementation, with a particular focus on practice leadership and introduce a tool for assessing and monitoring implementation. Participants can download the “What does good look like” guide and tool from https://www.unitedresponse.org.uk/what-does-good-look-like
Topic Two: High Impact Actions for service improvement and delivery by Transforming Care Partnerships.
Guest speaker: Emma Stark, Improvement Manager, Sustainable Improvement Team, NHS England
This presentation gives an in-depth reminder of the High Impact Actions for service improvement and delivery by Transforming Care Partnerships (TCP). Published a year ago this month, the High Impact Actions aim to help TCPs make the biggest strides forward in supporting people of all ages with a learning disability, autism or both to have a home within their community, be able to develop and maintain relationships and get the support they need to live health, safe and rewarding lives, thereby reducing the number of people in inpatient settings.
Social Prescribing | Swindon | Building Health Partnerships SEUK2014
Swindon have piloted a social prescribing scheme to support individuals being discharged from secondary mental health services. This presentation was given as part of an action learning day on social prescribing hosted by Swindon Building Health Partnerships group. For more information about the Building Health Partnerships programme www.socialenterprise.org.uk/buildinghealthpartnerships
Psychosocial rehabilitation aims to help individuals with mental illness achieve their optimal level of independent functioning in the community. It involves reducing impairments through treatment, remediating disabilities using skill training and supportive interventions, and helping overcome handicaps through social programs. A multidisciplinary team provides services like assessment, education, group therapy, social skill training, and family support. The nurse's role includes comprehensive assessment of the individual, family, and community, as well as implementing skill training, supportive interventions, and facilitating community integration through halfway homes and other programs.
characteristics and problems of counselling 2.pptxKaranSingh321255
The document discusses characteristics of counseling, counselors, and problems with counseling. Some key characteristics of counseling are that it is a continuous, mutual interaction process aimed at self-realization and adjustment. Counselors should have technical knowledge, be non-judgmental, empathetic listeners. Issues with counseling in nursing include a scarcity of qualified counselors, lack of awareness about counseling needs, minimal environments supportive of counseling, and poor funding for counseling services.
This document summarizes discussions from a conference that brought together people coordinating service user and carer involvement in higher education health and social care programs. Participants shared challenges and solutions, and identified themes like meaningful collaboration, valuing different perspectives, and giving experts by experience a voice. They generated questions around issues like evaluating involvement, managing lack of resources, and avoiding tokenism. The event captured ideas for better supporting and recruiting service users, developing involvement, and networking opportunities to advance this work.
This document outlines the CLARE model, which aims to improve support for vulnerable adults and older people. The model focuses on creating social capital and strengthening neighborhoods. It connects people to existing support and resources to address barriers and gaps in care. The model has seen over 200 connections to support organizations and over 1800 hours of volunteering. An example is provided of an 85-year-old woman who was socially isolated but received volunteer support through CLARE and saw improvements in her well-being, social connections, and independence. Evaluation of the model found an average 2.3% improvement in client outcomes.
Psychosocial rehabilitation is the process that facilitates opportunities for persons with chronic mental illness to reach their optimal level of independent functioning in society and for improving their quality of life.
Evidence-based practice for clients that have dementiaHeidi Seeger
This document discusses evidence-based practices for working with people who have dementia. It provides an overview of 6 key stages in the helping process: engagement, assessment, planning, implementation, evaluation, and termination. For each stage, it discusses relevant research, methods and skills used, reflection on use of self, and outcomes. The overall focus is on using person-centered and empathic approaches to establish relationships, understand needs, set goals, provide interventions, measure progress, and transition clients when services are no longer needed.
Psychosocial rehabilitation (PSR) is a holistic approach to supporting individuals with mental health conditions or disabilities in their recovery journey. It aims to enhance their quality of life, independence, and community integration by addressing psychological, social, and environmental factors.The goals of psychosocial rehabilitation (PSR) are multifaceted and aim to address the diverse needs of individuals with mental health conditions or disabilities. These goals are centered around promoting recovery, enhancing quality of life, fostering independence, and facilitating community integration.
• Promoting Recovery
• Enhancing Daily Functioning
• Developing Coping Skills
• Building Social Skills and Relationships
• facilitating Vocational and Educational Goals
• Promoting Community Integration
• Improving Mental Health and Well-being
• Preventing Relapse and Hospitalization
• Enhancing Independence and Self-Sufficiency
• Improving Quality of Life
FACTORS AFFECTING PSYCHOSOCIAL REHABILITATION
Several factors can affect the effectiveness and outcomes of psychosocial rehabilitation (PSR) for individuals with mental health conditions or disabilities. These factors may influence the individual's ability to engage in rehabilitation activities, adhere to treatment plans, and achieve their recovery goals.
• Severity and Nature of the Disability: The type and severity of the individual's mental health condition or disability can significantly impact their ability to participate in psychosocial rehabilitation. Conditions with more severe symptoms or functional impairments may require more intensive or specialized interventions.
• Individual Characteristics: Personal factors such as age, gender, cultural background, socioeconomic status, education level, and personality traits can influence how individuals respond to psychosocial rehabilitation. Understanding these factors is essential for tailoring interventions to meet the individual's unique needs and preferences.
• Social Support Network: The presence of a supportive social network, including family, friends, peers, and other community members, can enhance the individual's ability to engage in psychosocial rehabilitation and cope with challenges. Conversely, lack of social support or negative social interactions may hinder progress in rehabilitation.
• Access to Resources: Adequate access to healthcare, mental health services, rehabilitation facilities, housing, transportation, employment opportunities, and other community resources is essential for supporting individuals in their recovery journey. Barriers to accessing these resources, such as financial constraints or geographic limitations, can impede progress in psychosocial rehabilitation.
• Stigma and Discrimination: Stigma associated with mental illness or disability can negatively impact individuals' self-esteem, self-efficacy, and willingness to seek help or engage in rehabilitation services. Addressing stigma and discrimination.
Transition to retirement for people with intellectual disabilty - Bigby et a...Christine Bigby
Presentation at one day Research to Practice workshop on inclusion for people with intellectual disability held at LaTrobe University in collaboration with ASID vic, 11 Nov 2013.
ISF module 2 - Person Centred Planning & PATHChris Watson
The document provides an overview of person-centered planning and the PATH tool. It discusses the PATH process which involves 7 steps: Now, Who's Here, Hopes & Dreams, Positive and Possible, Strengths, Next Steps 0-3 months, Next Steps 3-6 months, and Enroll. The document also discusses how PATH can be used from different perspectives like providers, social care, families, and the person. It emphasizes that PATH is an inclusive tool to create a shared vision for a positive future.
This document provides an overview of psychiatric social work. It begins by defining social work and its various components like social service, social action, and social welfare. It then defines the scope of psychiatric social work, which involves applying social work methods and practices in every field of psychiatry. The document outlines the major roles of psychiatric social workers, which include evaluation, treatment planning, counseling, documentation, and liaison. It also discusses the knowledge, skills, and abilities required for psychiatric social work, as well as the social work methods used. Finally, it notes some limitations of psychiatric social work in the current scenario in India.
Guidance and counseling are important concepts in personnel management. Counseling is a specialized service of guidance that helps individuals learn about themselves and make substantial contributions to society. There are several needs for guidance and counseling, both personal/social and educational/professional. Guidance and counseling have three main functions - adjustment, orientation, and development. They address different types of problems individuals may face. Guidance follows different approaches and stages depending on if it is for elementary, secondary, or college/university students. Individual counseling addresses issues like depression, anxiety, family and relationship issues.
This document provides information on interprofessional education (IPE), including definitions, core competencies, rationale, implementation strategies, and tools. It defines IPE as occurring when two or more professions learn about, from and with each other to improve collaboration and quality of care. The document outlines the core IPE competencies of roles/responsibilities, values/ethics, communication, and teamwork. It emphasizes that change is difficult but can be achieved through forming inclusive coalitions, attaining clear goals, and building on small successes. A variety of teaching methods are presented, including case conferences, shadowing, and interprofessional research.
The Works Wonders program provides employment and life skills training to foster youth in Rhode Island. It uses a youth engagement model where foster youth help develop the curriculum. The program includes peer support groups, individual career coaching, and supported employment experiences. Early findings show foster youth lack employment skills but are motivated to learn. Involving youth in decision-making has increased participation and buy-in. The program aims to improve foster youth transitions to adulthood by addressing relationships, self-advocacy, and career development.
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Disampaikan pada FGD Kepmen Pertahanan tentang Organisasi Profesi JF Analis Pertahanan Negara
Jakarta, 20 Juni 2024
Dr. Tri Widodo W. Utomo, SH. MA.
Deputi Bidang Kajian Kebijakan dan Inovasi Administrasi Negara LAN RI
FT author
Amanda Chu
US Energy Reporter
PREMIUM
June 20 2024
Good morning and welcome back to Energy Source, coming to you from New York, where the city swelters in its first heatwave of the season.
Nearly 80 million people were under alerts in the US north-east and midwest yesterday as temperatures in some municipalities reached record highs in a test to the country’s rickety power grid.
In other news, the Financial Times has a new Big Read this morning on Russia’s grip on nuclear power. Despite sanctions on its economy, the Kremlin continues to be an unrivalled exporter of nuclear power plants, building more than half of all reactors under construction globally. Read how Moscow is using these projects to wield global influence.
Today’s Energy Source dives into the latest Statistical Review of World Energy, the industry’s annual stocktake of global energy consumption. The report was published for more than 70 years by BP before it was passed over to the Energy Institute last year. The oil major remains a contributor.
Data Drill looks at a new analysis from the World Bank showing gas flaring is at a four-year high.
Thanks for reading,
Amanda
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New report offers sobering view of the energy transition
Every year the Statistical Review of World Energy offers a behemoth of data on the state of the global energy market. This year’s findings highlight the world’s insatiable demand for energy and the need to speed up the pace of decarbonisation.
Here are our four main takeaways from this year’s report:
Fossil fuel consumption — and emissions — are at record highs
Countries burnt record amounts of oil and coal last year, sending global fossil fuel consumption and emissions to all-time highs, the Energy Institute reported. Oil demand grew 2.6 per cent, surpassing 100mn barrels per day for the first time.
Meanwhile, the share of fossil fuels in the energy mix declined slightly by half a percentage point, but still made up more than 81 per cent of consumption.
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1. Impuls - Netherlands Research Center for Social Care
Strengths work
Recovery and inclusion of disadvantaged citizens
Judith Wolf | 9 June 2016
Driven by knowledge, moved by people
2. ‘Yes, you come to a point where you don’t
belong to anything. You don’t belong to the
group anymore, but you don’t belong to the
normal people either.’
3. Housing First: principles (Sam Tsemberis, 2010)
Housing
1. Housing as a basic human right
2. No assessment of housing readiness
3. Scattered-site housing: independent apartments
4. Separation of housing and services
Floating support
1. Respect, warmth & compassion for all clients
2. Consumer choice and self-determination
3. Recovery orientation; support clients in their process of recovery
4. A Commitment of working with clients for as long as they need
5. Harm reduction
4. Recovery orientation Housing First
in the Netherlands (N=13) (Wewerinke et al., 2014)
• All Housing First programmes support clients in their process of recovery
• Wide array of definitions of recovery with different focus
Improvement of someone’ s personal feeling of being there
Being as active a part of society as the client chooses
Being able to accept limitations
Being stable in at least four life domains; a certain extent of control with regard
to finances, housing, daily activities and care.
5. Impuls - Onderzoekscentrum maatschappelijke zorg
Recovery
The ability to self-regulate and self-manage in the
light of emotional, physical, social and material
challenges in life
6. Reinforcers of participation and self-direction
Job coaching
Doing activities
work
History of stable housing
Housing
Housing benefit
income
free of debts
quality of housing |
neighbourhood
Free of social stresses
in living environment
No problems with neighbours
Ability to adaptcase management
Made to measure care
quick response
Medical & social services
Absence of conflicts
restored family
contact
People are
depending on another
person
social support
peer support
Positive
identities
Perceived positive
relationships
Society
Formal
relations
Informal
relations
Socio economic conditions Social embeddedness
Self regulationAccess to resources & rights
Individual
Quality of
daily life
Physical & mental health
Self esteem
treatment
fidelity
Continuity of
care
7. Supporting different types of recovery (Wolf, 2016)
Functional
recovery
Societal
recovery
Social
recovery
Personal
recovery
To belong to
Society
Formal
relations
Informal
relations
Socio economic security Social cohesion
Social empowermentSocial inclusion
Individual
Quality of
daily life
To be who you
truly are
To be part of
To be of
significance to
8. Impuls - Onderzoekscentrum maatschappelijke zorg
Functional recovery
• Strengthening of competencies and the
fullfillment of societal roles so that the
person is able to indepentently secure the
basis necessaties of his existence
• Re-appraisal of personal efficacy by
self-assesment of behavior & daily routines
• Change the way people interprete situations & how the explanation affects
their emotions (locus of control)
9. Impuls - Onderzoekscentrum maatschappelijke zorg
Social recovery
• Change of relationships within system
and wider community
• Restoration of the damage done in
relationships
• Explore, use and support resources in
environment
• Different frames of reference:
explore, discuss and allign various
ways to explain the situation and to
achieve goals
10. Impuls - Onderzoekscentrum maatschappelijke zorg
Societal recovery
• To become a valued member of society
• Access to social rights and resources &
access to enabling environments
• Recognition and fighting exclusion
mechanisms in societal institutions,
like labor market, social housing
• Cut back unnecessary rules &
regulations, increase responsiveness
11. Impuls - Onderzoekscentrum maatschappelijke zorg
Personal recovery
• To become aware of your self and your existence
and the values that matter to you and give
direction to your life
• Regulate your emotions, cognitions, behavior and
motivation and adapt to challenges in order to be
able to reach the goals you consider important
• Self-compassion: non-judgmental recognition,
assessment and acceptance of negative emotions
• Support and reinforce positive identities
• Fight self-stima and stereotyping
13. Focus determination
Strengths based support trajectory
Supporting the recovery process
Evaluation and completion
- Building a trusting relationship
- Strengths assessment
- Evaluation of self-regulation
- Setting goals en making action plans
- Supporting different types of recovery
- Evaluation
- Wrapping up
14. Strengths assessment | searching for empowerment
Mindset: focus on capacities, talents, skills, resources and aspirations of
people (and their environment) today, future and past
Result: Document in the clients’ own words, signed by the client and provided
with priorities.
Leads to: long-term recovery-goals and short term steps and actions
• Personal capacities (I am)
• Talents and skills (I can)
• Strenghts in environment (I have)
• Interests and aspirations (I want)
• Knowledge (I know)
15. Action plan
From long-term recovery-goals to feasible short term actions
Consensus about work-agenda
• Action (What?)
• Responsibility (Who?)
• Target date (When ready?)
• Goal realised (When realised?)
16. Impuls - Onderzoekscentrum maatschappelijke zorg
“In the past I’ve been supported by various
methods, but now for the first time the way I am
supported is not therapeutic. Strengths work is
simple, effective and ok, it has become more
humane. This is not forced upon you, because this is
yours.”
17. Succesful ingredients | Basic values in Strengths work
(see Rapp & Goscha, 2012)
• Clients are able to recover and to re-gain control over their lives
• Focus is on sources of strength in clients and their environment
• Community settings are maximised, institutional settings minimised
• The working relationship is essential: Recovery starts with trust
• Clients lead the recovery process. Their ability to recover is already there
• The community is a crucial source of support and resources for clients
18. Supporting Strengths work
• Strengths-work manual (publisher Coutinho)
• Worksheets & tools
• Training for various target groups
• Group supervision
• Coaching on the job
• Model fidelity
• Conditions for successful
implementation in teams & organizations
Textbook for
University
for applied
sciences
Certification of
Strengths work
19. Impuls - Onderzoekscentrum maatschappelijke zorg
Implementation of Strengths work
Certification of professionals
2010-2014 (N = 3374)
Total of certificates
February 2016: N=3913
20. Radboud universitair medisch centrum
Impuls - Onderzoekscentrum maatschappelijke zorg
Radboudumc
Impuls - Onderzoekscentrum maatschappelijke zorg
Geert Grooteplein 21
6525 EZ Nijmegen
T 024 – 3614365
E Judith.wolf@radboudumc.nl
I www.impuls-onderzoekscentrum.nl
Twitter: @ImpulsOnderzoek