This document contains notes from a presentation by Hope Leet Dittmeier on individualized supports. The presentation discusses terminology around individualization and person-centered approaches. It defines what constitutes good work, including discovering people's identities, understanding them positively, supporting their personal power, building relationships and community, and promoting typical experiences. The presentation also addresses the impacts of devaluation and how to recognize valued roles for individuals. It outlines the process of individualized work, including getting to know the person, determining their desires, creating what is desired such as suitable housing and natural supports, and enhancing individuals' images and competencies.
The document discusses unconscious bias and micro-inequities towards women in the workplace. It describes unconscious bias as attitudinal biases that people are unaware they have and act on. Micro-inequities are subtle workplace behaviors that devalue and exclude people perceived as different. The document advocates addressing unconscious bias through education initiatives to create more inclusive cultures, and promoting micro-affirmations to replace micro-inequities.
The art of Getting Along - Tess George at ProductCamp Boston, April 2011ProductCamp Boston
Often, it may not be as easy as we think to understand the messages others are attempting to deliver, especially with the speed at which we work today. George will provide us with some guidelines that we can all use to ensure less stress and greater success in our communications each day.
Tess George is the founder and principal of Speakwell Training, which offers interactive workshops on interpersonal communications and presentation skills to both corporate and non-profit clients. For more information, check out her website: http://tessgeorge.com
This document outlines the program for a conference on workplace civility. It discusses definitions of civility and incivility, examples of positive and negative workplace behaviors, barriers to effectiveness like bullying and mobbing, and strategies for creating a culture of civility. The purpose is to raise awareness of issues around workplace interactions and enhance the quality of the work environment.
Presentation by Liz Coll (Consumer Focus) and Tim Hughes (Involve) of research into participation and active citizenship:
'Hands up and hands on', by Consumer Focus and
'Pathways through participation', by NCVO, IVR and Involve.
Derbyshire Autism Dialogue Winter-Spring 2021 Jonathan Drury
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“To empower autism and neuro-diverse communities and organisations, to facilitate and nurture a sense of belonging and empowerment. For example, help individuals and groups to become more reflective, offer peer group support and encourage self-help.”
- Derby CCG
www.dialogica.uk
Counseling can occur in any relationship where people work together to understand and resolve problems. Common issues that counseling addresses include stress, relationships, homesickness, academic pressures, career concerns, and mental health issues like anxiety and depression. While counseling has traditionally been viewed as only for people with significant mental health problems, it is now more broadly used and appropriate for a wide range of normal life concerns. Seeking counseling actually demonstrates strength, as it takes courage to face problems and asking for help to help yourself is a sign of personal growth. In India, spiritual gurus traditionally serve as counselors, using practices like yoga, meditation, discussion, and ritual to help people transcend suffering.
Best_Practices_Identified_for_Peer_Support_Programs_Jan_2011[1]Dr. David G. Brown
This document identifies best practices for peer support programs based on a review of literature and interviews with subject matter experts. It finds that successful peer support programs have: 1) adequate upfront planning and preparation; 2) clearly articulated policies around confidentiality and peer supporter roles; and 3) systematic screening and selection criteria for peer supporters. The document provides examples of peer support programs and recommendations for how peer support can help address operational stress, suicide prevention, and recovery in the military.
The document provides guidance on basic peer counseling skills for volunteers. It discusses why people may choose to speak with a peer rather than a professional and the differences between the two. The document outlines techniques for active listening like attending, questioning, reflecting, affirming and validating the speaker. It emphasizes creating a supportive environment where the speaker feels heard, understood and able to make their own decisions. The document advises avoiding rescuing, abandoning or telling the speaker what to do.
The document discusses unconscious bias and micro-inequities towards women in the workplace. It describes unconscious bias as attitudinal biases that people are unaware they have and act on. Micro-inequities are subtle workplace behaviors that devalue and exclude people perceived as different. The document advocates addressing unconscious bias through education initiatives to create more inclusive cultures, and promoting micro-affirmations to replace micro-inequities.
The art of Getting Along - Tess George at ProductCamp Boston, April 2011ProductCamp Boston
Often, it may not be as easy as we think to understand the messages others are attempting to deliver, especially with the speed at which we work today. George will provide us with some guidelines that we can all use to ensure less stress and greater success in our communications each day.
Tess George is the founder and principal of Speakwell Training, which offers interactive workshops on interpersonal communications and presentation skills to both corporate and non-profit clients. For more information, check out her website: http://tessgeorge.com
This document outlines the program for a conference on workplace civility. It discusses definitions of civility and incivility, examples of positive and negative workplace behaviors, barriers to effectiveness like bullying and mobbing, and strategies for creating a culture of civility. The purpose is to raise awareness of issues around workplace interactions and enhance the quality of the work environment.
Presentation by Liz Coll (Consumer Focus) and Tim Hughes (Involve) of research into participation and active citizenship:
'Hands up and hands on', by Consumer Focus and
'Pathways through participation', by NCVO, IVR and Involve.
Derbyshire Autism Dialogue Winter-Spring 2021 Jonathan Drury
The final presentation for a series of specialist online 'Autism Dialogues' for Derbyshire in Winter and Spring 2021.
“To empower autism and neuro-diverse communities and organisations, to facilitate and nurture a sense of belonging and empowerment. For example, help individuals and groups to become more reflective, offer peer group support and encourage self-help.”
- Derby CCG
www.dialogica.uk
Counseling can occur in any relationship where people work together to understand and resolve problems. Common issues that counseling addresses include stress, relationships, homesickness, academic pressures, career concerns, and mental health issues like anxiety and depression. While counseling has traditionally been viewed as only for people with significant mental health problems, it is now more broadly used and appropriate for a wide range of normal life concerns. Seeking counseling actually demonstrates strength, as it takes courage to face problems and asking for help to help yourself is a sign of personal growth. In India, spiritual gurus traditionally serve as counselors, using practices like yoga, meditation, discussion, and ritual to help people transcend suffering.
Best_Practices_Identified_for_Peer_Support_Programs_Jan_2011[1]Dr. David G. Brown
This document identifies best practices for peer support programs based on a review of literature and interviews with subject matter experts. It finds that successful peer support programs have: 1) adequate upfront planning and preparation; 2) clearly articulated policies around confidentiality and peer supporter roles; and 3) systematic screening and selection criteria for peer supporters. The document provides examples of peer support programs and recommendations for how peer support can help address operational stress, suicide prevention, and recovery in the military.
The document provides guidance on basic peer counseling skills for volunteers. It discusses why people may choose to speak with a peer rather than a professional and the differences between the two. The document outlines techniques for active listening like attending, questioning, reflecting, affirming and validating the speaker. It emphasizes creating a supportive environment where the speaker feels heard, understood and able to make their own decisions. The document advises avoiding rescuing, abandoning or telling the speaker what to do.
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presentation to the TransformationFest, a private invitation-only conference 13 October 2011 in Haarlem, The Netherlands
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The document discusses Loden's Wheel of Diversity and ability/disability as dimensions of diversity. It summarizes Loden's Wheel which categorizes diversity into primary/core dimensions like race and gender that are inherent, and secondary dimensions like education and religion that are acquired. It discusses ability and disability as a core dimension of diversity and challenges of diversity like cultural misunderstandings. The key principles of diversity are identified as respect, inclusion, cooperation and responsibility.
The document discusses different communication styles based on how direct or indirect, as well as supporting or controlling, a person is. It describes the typical behaviors, preferences, and strengths of the four main styles: socializers, directors, thinkers, and relaters. The document advises adapting your communication style based on the person you are communicating with and developing skills outside your natural style to be more effective.
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In river management planning processes, people everywhere have the same basic needs that must be met to move beyond fear, demands, and animosity to achieve successful outcomes. Designing planning processes that meet these core needs will help people work together more effectively and result in more implementable, broadly supported plans that address people’s most pressing interests while balancing resource stewardship.
When people perceive themselves as being in competition over how to use or manage a river resource much of the behavior people exhibit comes from fear that they are going to lose something they value or that something is going to be done to them. Without carefully designed processes, people become more and more entrenched in their positions. The most effective processes make it possible to for extremely polarized, deeply entrenched interests to engage in planning processes that moves them to a place of higher thinking and shared solutions.
As important as well designed processes, knowing how to effectively manage difficult internal, interpersonal, and group dynamics can be the key to whether a collaborative process is successful. This session will examine some common pitfalls at an individual level, at an interpersonal level and at the group level so that participants can better understand and effectively navigate difficult situations in collaboration.
this session was developed to raise professional awareness of issues and 'gently' challenge practitioners awareness. It explores inequality, disability theory, and service led discrimination...
The group conducted a debriefing simulation where they met with four service users - Enrique, Nancy, Doug, and Penny. The group struggled with power dynamics and ensuring all voices were heard equally. They attempted to incorporate anti-oppressive principles but faced challenges like a language barrier. Moving forward, the group would improve introductions, make sure each person feels acknowledged as an individual, and be careful with wording to avoid accusations.
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Social work practice with individuals.ppt (1)saniladappatt
Social work with individuals is a key part of generalist social work practice. Social casework aims to help individuals solve problems through a relationship that taps personal resources. Various methods have been used in casework over time, including psychosocial, functional, problem-solving, behavioral, and task-centered approaches. Current trends favor a selective eclectic approach that is empirically grounded and solution-focused.
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This document summarizes a presentation on modes of leadership including mentorship, direction, and performance evaluation. It discusses intrinsic motivation and provides keys to intrinsic motivation such as autonomy, mastery, and purpose. It also discusses perspectives on change from Kotter and Schein, feedback processes, and evaluation of the leadership program.
The document outlines six principles for an organization's diversity work:
1. It recognizes diversity in terms of many identities including race, gender, religion, and sexual orientation. Each identity has its own culture.
2. As an immigrant services agency, its starting point is often ethnoracial diversity, but it acknowledges the interconnected nature of identities and their impacts.
3. It sees diversity awareness as a two-way process of helping both minorities navigate mainstream culture and helping mainstream culture become more inclusive.
The document outlines six principles for an organization's diversity work:
1. It recognizes diversity in terms of many identities including race, gender, religion, and sexual orientation. Each identity has its own culture.
2. As an immigrant services agency, its starting point is often ethnoracial diversity, but it acknowledges the interconnected nature of identities and their impacts.
3. It sees diversity awareness as a two-way process of helping both minorities navigate mainstream culture and helping mainstream culture become more inclusive.
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This document discusses various aspects of intercultural management, including:
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- Differences between individualist and collectivist cultures.
- Challenges that can arise from differences in concepts of time, work-life balance, and relationship vs. subject-focused communication.
- Risk tolerance vs. caution orientation and emotional vs. reason-oriented cultures.
- Advantages and disadvantages of multicultural teams and how to build effective multicultural communication.
- Key aspects of expatriation, repatriation, and intercultural training programs.
Politeness refers to showing consideration for others through good manners. It involves recognizing others' public self-image or "face." Face can be threatened through direct speech acts but saved through indirect ones. People have both a negative face, relating to independence, and positive face, relating to social connection. Politeness theory examines how language is used to support or threaten others' faces across cultures.
Level 3 NCEA - NZ: A Nation In the Making 1872 - 1900 SML.pptHenry Hollis
The History of NZ 1870-1900.
Making of a Nation.
From the NZ Wars to Liberals,
Richard Seddon, George Grey,
Social Laboratory, New Zealand,
Confiscations, Kotahitanga, Kingitanga, Parliament, Suffrage, Repudiation, Economic Change, Agriculture, Gold Mining, Timber, Flax, Sheep, Dairying,
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Title: The Human Potential of Choices: how values frame our choices and how choices shape the future
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Supporting people with intellectual and developmental disabilitiesCoreHealthproject
This document discusses the values that support life in the community for people with developmental disabilities. It emphasizes person-centered practices that respect individual choices and involvement in the community. The five principles of person-centered practices are listening to choices, supporting community relationships, self-direction, using talents and gifts, and shared responsibility. Providing support requires considering the individual's wants, talents, input from those who know them, and facilitating self-expression, decision making, flexibility, respect and responsiveness. Person-centered thinking and planning are also discussed as skills to get to know the individual and support them in pursuing their dreams and community connections. Risk and community involvement are valued as part of living a normal life.
Tahoe Youth Family Services Personal Leadership and Communication Yes To Inc
This document outlines an agenda for a leadership workshop hosted by Tahoe Youth Family Services. The agenda includes introductions, an icebreaker, a discussion on what leadership means, exploring personal leadership styles, communication styles, reflections, and a conclusion. It provides guidance on defining personal leadership through identifying strengths and values, and developing a personal leadership strategic plan through imagining a lifetime achievement retirement speech. It also covers the four dichotomies of the Myers-Briggs Type Indicator: extraversion vs introversion, sensing vs intuition, thinking vs feeling, and judging vs perceiving. The workshop aims to help participants improve their communication skills and understand how personal leadership relates to communication.
The document discusses Loden's Wheel of Diversity and ability/disability as dimensions of diversity. It summarizes Loden's Wheel which categorizes diversity into primary/core dimensions like race and gender that are inherent, and secondary dimensions like education and religion that are acquired. It discusses ability and disability as a core dimension of diversity and challenges of diversity like cultural misunderstandings. The key principles of diversity are identified as respect, inclusion, cooperation and responsibility.
The document discusses different communication styles based on how direct or indirect, as well as supporting or controlling, a person is. It describes the typical behaviors, preferences, and strengths of the four main styles: socializers, directors, thinkers, and relaters. The document advises adapting your communication style based on the person you are communicating with and developing skills outside your natural style to be more effective.
Fi 360 Presentation By Wayne Miller 2008goldenhinde
My presentation to the FI 360 Conference in May 2008. I was told by the conference organizer that it was the highest rated presentation at the conference.
Moving beyond fear to collaboration action: the uncommon recipe for planning ...rshimoda2014
[National Park Service Rivers, Trails & Conservation Assistance Program]
There is hope for planners and resource managers who are trying to balance the competing interests of polarized groups. Drawing from many disciplines including community planning, mediation, facilitation, conflict resolution, social identity theory, neuroscience, and principles of non-violent communication, Joy Lujan is helping polarized communities move beyond their fears and find collaborative solutions to managing shared resources.
In river management planning processes, people everywhere have the same basic needs that must be met to move beyond fear, demands, and animosity to achieve successful outcomes. Designing planning processes that meet these core needs will help people work together more effectively and result in more implementable, broadly supported plans that address people’s most pressing interests while balancing resource stewardship.
When people perceive themselves as being in competition over how to use or manage a river resource much of the behavior people exhibit comes from fear that they are going to lose something they value or that something is going to be done to them. Without carefully designed processes, people become more and more entrenched in their positions. The most effective processes make it possible to for extremely polarized, deeply entrenched interests to engage in planning processes that moves them to a place of higher thinking and shared solutions.
As important as well designed processes, knowing how to effectively manage difficult internal, interpersonal, and group dynamics can be the key to whether a collaborative process is successful. This session will examine some common pitfalls at an individual level, at an interpersonal level and at the group level so that participants can better understand and effectively navigate difficult situations in collaboration.
this session was developed to raise professional awareness of issues and 'gently' challenge practitioners awareness. It explores inequality, disability theory, and service led discrimination...
The group conducted a debriefing simulation where they met with four service users - Enrique, Nancy, Doug, and Penny. The group struggled with power dynamics and ensuring all voices were heard equally. They attempted to incorporate anti-oppressive principles but faced challenges like a language barrier. Moving forward, the group would improve introductions, make sure each person feels acknowledged as an individual, and be careful with wording to avoid accusations.
Social work practice with individuals.ppt (1)saniladappatt
Social work with individuals is a key part of generalist social work practice. Social casework aims to help individuals solve problems through a relationship that taps personal resources. Various methods have been used in casework over time, including psychosocial, functional, problem-solving, behavioral, and task-centered approaches. Current trends favor a selective eclectic approach that is empirically grounded and solution-focused.
Social work practice with individuals.ppt (1)saniladappatt
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This document provides information about self-awareness and the Filipino character. It discusses what self-awareness is, how it relates to emotional intelligence and success, and its characteristics. It also examines the roots that shape the Filipino character such as family, culture, history, education and religion. Both the strengths and weaknesses of the Filipino character are analyzed, with strengths including regard for others, family orientation, joy and humor, and adaptability, and weaknesses such as extreme personalism, lack of discipline, and colonial mentality. The document aims to increase understanding of self and culture.
This document summarizes a presentation on modes of leadership including mentorship, direction, and performance evaluation. It discusses intrinsic motivation and provides keys to intrinsic motivation such as autonomy, mastery, and purpose. It also discusses perspectives on change from Kotter and Schein, feedback processes, and evaluation of the leadership program.
The document outlines six principles for an organization's diversity work:
1. It recognizes diversity in terms of many identities including race, gender, religion, and sexual orientation. Each identity has its own culture.
2. As an immigrant services agency, its starting point is often ethnoracial diversity, but it acknowledges the interconnected nature of identities and their impacts.
3. It sees diversity awareness as a two-way process of helping both minorities navigate mainstream culture and helping mainstream culture become more inclusive.
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3. It sees diversity awareness as a two-way process of helping both minorities navigate mainstream culture and helping mainstream culture become more inclusive.
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Individualized Support for Peer Support Workers April 24, 2012
1. Hope Leet Dittmeier
Realizations
1024 Garden Creek Circle
Louisville, KY 40223
502-356-3874 (US); 087-116-1563 (IRE)
hope@realizationsllc.com
2. Presentation from Hope Leet Dittmeier November 2011 2
“Individualised Supports”
Terminology Trickery!
Are there distinctions between “Individualised,” and “Person
Centred” and “Customised”?
Terms often used interchangeably but are typically intended to
signify high QUALITY.
Calling the work “individualised” doesn’t necessarily make it so!
We can do harm even when using individualised approaches.
3. Presentation from Hope Leet Dittmeier November 2011 3
Terminology Trickery!
An individualised plan does not necessarily make for
individualised work.
Once individualised, not always individualised!
Individualised is used to describe both a methodology or way of
doing the work and a set of beliefs about what constitutes good
work.
4. Presentation from Hope Leet Dittmeier November 2011 4
What Constitutes Good Work?
Discovering and appreciating people’s unique identity
People have distinctive personalities, interests, gifts,
experiences, backgrounds, etc.
We can not presume to know a person or understand their
desires or needs by their labels, test scores, or history
5. Presentation from Hope Leet Dittmeier November 2011 5
What Constitutes Good Work?
Understanding and portraying people in a positive light
Individualised work involves identifying people’s gifts and finding
ways to illuminate them so that people become known in a positive way
The images we convey about people in the words we use, the visual
images we share, the activities we engage in all portray strong
messages about people to others
6. Presentation from Hope Leet Dittmeier November 2011 6
What Constitutes Good Work?
Supporting people to find and use their personal power to
direct their own lives
oPeople have the right to determine their own destiny
oPeople have the right to make mistakes
oPeople often need assistance to make productive decisions. We
need to support people by:
Offering necessary information for people to make
“informed” decisions
Teaching decision-making strategies
7. Presentation from Hope Leet Dittmeier November 2011 7
What Constitutes Good Work?
Efforts that build relationships and community
oRelationships are everyone’s best protection and safeguard
oPaid relationships do not supplant “natural” ones
oRelationships with typical community members offer benefits that
usually don’t occur as a result of relationships with other people
seen as needy by society
8. Presentation from Hope Leet Dittmeier November 2011 8
What Constitutes Good Work?
Meaningful relationships
oPeople can be good friends, neighbors, lovers, etc.
oMost of us have a great deal of personal knowledge about how
to grow relationships
oIt is perhaps the most critical part of our work to facilitate
relationships
9. Presentation from Hope Leet Dittmeier November 2011 9
What Constitutes Good Work?
Promoting “typical” approaches, methods and life
experiences
Creating or utilising specialised places or programmes is
incompatible with individualised work
Grouping people based on their diagnosis is incompatible with
individualised work
Ask the question, “Where and how would valued people . . .?”
10. Presentation from Hope Leet Dittmeier November 2011 10
What Constitutes Good Work?
People are ready – just as they are – for community life
Severity of disability does not dictate the kind of lifestyle
people can live
Availability of responsive supports does dictate the kind of
lifestyle people can live
If we do our work well, virtually everyone can live in their own
home in the community and can work
11. Presentation from Hope Leet Dittmeier November 2011 11
What Constitutes Good Work?
Recognizing and addressing the impact of DEVALUATION
Devaluation occurs when a person or group is PERCEIVED
as different in a way that society values negatively, “deviant”
Devaluation is a harsh reality in the lives of people with
mental health diagnoses!
Many individuals and groups are devalued: older people,
overweight people, people from a different race or culture, poor
people, people who have physical impairments, etc.
12. Presentation from Hope Leet Dittmeier November 2011 12
What Constitutes Good Work?
Recognizing and addressing the impact of DEVALUATION
oMuch of devaluation is unconscious!
oEven people who are nice, intelligent, well-meaning and hard-working
(including those working in human services) devalue others.
oThis results in people being treated in ways that would
not be considered acceptable for valued citizens: abuse,
neglect, and brutalization.
13. Common Life Experiences of
People with Disabilities
DISABILITY BECOMES LIFE DEFINING
– The disability becomes the focus of what
people know and understand about a person
– as if that is all that matters
– Decisions are erroneously made based on
one narrow dimension of who a person is
14. Common Life Experiences of
People with Disabilities
SEPARATED
– Distanced from valued society both physically
and socially (institutions, special education, etc)
– Congregated with other people who are
devalued
15. Common Life Experiences of
People with Disabilities
DEPRIVED OF TYPICAL EXPERIENCES
– Lack of opportunities to learn ordinary
things the way others would
– Exposed to non-typical circumstances,
sometimes learning unusual habits
16. Common Life Experiences of
People with Disabilities
CAST INTO HURTFUL NEGATIVE ROLES
– Object of pity
– Menace
– Patient
– Burden
– Client
17. Common Life Experiences of
People with Disabilities
LONELY
– Fewer freely-given friendships
– Disproportionate number of associations
with other labeled people
– Sometimes stressed or absent family
relationships
18. Common Life Experiences of
People with Disabilities
LOW EXPECTATIONS
People have very limited imaginations about what
is possible
– What people can do
– The roles people can play
– The lifestyle that people can enjoy
Low expectations become self-fulfilling
19. Presentation from Hope Leet Dittmeier November 2011 19
Addressing Devaluation
o Making certain we don’t do anything to confirm or
perpetuate the negative roles which have been cast
upon people
o Minimising or disproving the negative roles which
have been cast upon people
o Helping people maintain their valued roles or obtain
new roles that fit who they are and that are highly
regarded by other citizens
20. Presentation from Hope Leet Dittmeier November 2011 20
It’s about ROLES
o A role is a noun, a title, something we are
o Helping people BE or BECOME what they can BE!
o Focus on roles instead of:
o Physical Presence
o Fixing people
o Activities
o Care-giving
o Protection
22. Presentation from Hope Leet Dittmeier November 2011 22
The process of individualised work
23. Presentation from Hope Leet Dittmeier November 2011 23
Getting to know the person
Deficiency-based focus Capacity-based focus
o Assessments with oSpending time with people
comparative scores and those who know them
o Diagnoses and labels well
o oThe essence of who the
A thorough description of
what a person CAN’T do person is
o Performance on one’s oAppreciation of what a
worst day! person CAN do
oWhat’s possible with good
support!
24. Presentation from Hope Leet Dittmeier November 2011 24
Getting to know the person
Spending time together – asking, observing, appreciating,
challenging, wondering
Learning from others who know and care about the person
Discovering potential not previously known or recognised
Understanding the essence of who the person is
25. Presentation from Hope Leet Dittmeier November 2011 25
Getting to know the person
Interpreting the facts
The person’s history and how it impacts them
Number & nature of current relationships, including voids
Current devalued roles, including ways they are perpetuated
Previous and current valued roles, including desired/potential roles
Talents and interests, especially those un-noticed
Specific vulnerabilities
Success, especially what contributes to success
26. Presentation from Hope Leet Dittmeier November 2011 26
The process of individualised work
27. Presentation from Hope Leet Dittmeier November 2011 27
Determining what is desired
Not a simple question with readily available answers!
oAbsence of opportunity to know and understand the options
oThe low expectations the person and others hold
oThe courage to give voice to one’s dreams
oFear of failure
28. Presentation from Hope Leet Dittmeier November 2011 28
Determining what is desired
oNot limited to what we are prepared to do, are already doing, or
even know how to do
o“Sensibly unrealistic” ~ remembering that people’s potential is
not typically evident
oLooking beyond the literal for the appetite behind people’s goals
oNo two will be the same
29. Presentation from Hope Leet Dittmeier November 2011 29
Determining what is desired
Balancing Wants and Needs
What is important to the person? What is their own vision for
their life?
What is important for the person?
30. Presentation from Hope Leet Dittmeier November 2011 30
Determining what is desired
Most pressing needs “Distractions”
oWhat we know how to do well;
“What will have the
our expertise
most impact on
oWhat we are prepared to do
improving the quality quickly or easily
of the person’s life?
oWhat meets the needs of the
provider
oWhat is more pleasant to
address
31. Presentation from Hope Leet Dittmeier November 2011 31
Determining what is desired
Visualizing the Person’s
Desired Lifestyle!
oHome
oWork or contribution
oCommunity roles
oMeaningful relationships
oNew things to learn
32. Presentation from Hope Leet Dittmeier November 2011 32
The process of individualised work
33. Presentation from Hope Leet Dittmeier November 2011 33
Creating what is desired
A new role for most of us!
oImagination and creativity ~ “What will it take for . . . to
happen?”
oCustom design ~ “Starting from scratch”
oNetworking ~ “Who would know/have . . .”
oResourcefulness ~ “Where would we find . . .”
oKnowledge of formal resources and how to access them ~
challenging the system
oDetermination
34. Presentation from Hope Leet Dittmeier November 2011 34
Creating what is desired
Housing
oOf the person’s choosing
oFitting for the person
oIn typical home setting
oIn valued location
oAlone or with people chosen
oUnaffiliated with human service
oIn the person’s name, perhaps earning equity
oWho controls the front door? Who has keys?
35. KEITH
36 year old man
Unhappy/unsuccessfu
l experience in group
home and sheltered
employment
Planning started in
Oct 2006; moved six
months later to own
home March 2007
36. Keith’s Home
Autonomy from mom
Private
Downtown
Affordable
Within rolling of sports and music venues
Gated, safe
Small, intimate development
Masculine decor
Accessible bathroom
Clean, neat, new
View from indoors
Front-loading washer and dryer
37. The Benefits of Having
A Home of One’s Own!
Control over the front door
Social status
Permanence
Relationships
Hospitality
Greater independence
Customized
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Creating what is desired
First – what is family able to do, want to do, do well (that the
person being supported find acceptable)?
Second – who else in the person’s social network might be
interested in assisting the person in specific ways?
Third – what generic options for support are available in the
community?
Fourth – what blanks do we fill with paid supports?
39. Presentation from Hope Leet Dittmeier November 2011 39
OUR WORK INVOLVES THE ADDRESS OF . . .
IMAGE
ENHANCEMENT
COMPETENCY
ENHANCEMENT
40. Images are conveyed by:
Appearances (clothes, accessories, hair, etc)
Activity (work, volunteer, movie, class, etc)
Language (describing someone by who they
are as a person, not by their disability)
The people around you (settings, community,
DSP’s, etc)
41. 41
Commitment
“Commitment is what transforms a promise
into reality.
It is the words that speak boldly of your
intentions.
And the actions which speak louder than the
words.
It is making the time when there is none.
42. 42
Commitment
Coming through time after time after time, year
after year after year.
Commitment is the stuff character is made of.
The power to change the face of things.
It is the daily triumph of integrity over
skepticism.”
unknown author