Disability Justice Projectdisabilityjustice.edu.au/wp-content/uploads/2017/02/... · 2018-04-21 ·...

transcript

DisabilityJusticeProject

ManagementCourse:SupportingStaffThroughDifficultSituations

AcknowledgementofCountry

Billy–aged4

“Whensomeonelovesyou,thewaytheysayyournameisdifferent.Youjustknowthatyournameissafeintheirmouth”

TheDisabilityJusticeFramework

TheDisabilityJusticeFrameworkwasdevelopedaspartoftheFamilyandCommunityServices(FACS)fundedDisabilityJusticeProject.TheDisabilityJusticeProjectaimsto:

“...buildcapacityacrosstheNSWdisabilitysectortosupportpeoplewithacognitivedisabilitywhocomeintocontactwiththeJusticeSystem,tobeable

toexercisetheirrightsunderthelaw.”

TheDisabilityJusticeFrameworkidentifieskeyprincipalsandelements,underpinnedbylegislation,whichguidethesectortoenablethepeoplewesupporttohaveincreasedpositiveexperienceswiththeJusticeSystem.

Welcome

• Trainerintroduction

• Participantintroductions

• Groupagreement

• Activity–NeuronalPathways

Whatwewillexploretoday…

❑ The role of organisational and personal values in shaping behaviours in the workplace.

❑ The concepts of compassion fatigue, burn out, vicarious trauma; and trauma informed care

❑ Issues such as mandatory reporting, WHS issues (such as violence in the workplace and psychosocial injury), harassment and bullying and stressors associated with reporting requirements, compliance and meeting deadlines.

❑ Processes such as mentoring, coaching, supervision, performance appraisal and employee assistance programs

Activity

Usingstickynoteswritedownatleast3thingsfromyourworkexperiences,thatyouwoulddescribeas‘difficultsituations’

Values,Beliefs&Attitudes

Althoughweareawareoftheneedtobenon-judgementalinourwork,ourvaluesandbeliefscanimpactonthewayinwhichweinteractwithpeople.

Studieshavefoundthatwhenstaffviewaperson’sbehaviourasintentional,theyaremorelikelytogiveaninappropriateresponse.(NHSEducationforScotland2012)

What,ifany,aspectsofyourworkchallengeorconflictwithyourpersonalvalues,beliefsorattitudes?

TheValueofDiversity

• Whatdoesdiversityintheworkplacemean?

• Whateffect/impactdoesdiversityhave?

“Thewiderthearrayoftalentthebettertheteamwillbe.Themorediversethemembersoftheteamthebetteritsperformancewillbe”(Goleman,2015)

DesiredqualitiesofstaffsupportingpeopleincontactwiththeCJS

• Goodinterpersonalskills

• Insightintotheirownmotivationfordoingthejob

• Socialandculturalawareness

• Responsibility,equityanddiversityawareness

• Personalintegrity

• Goodteamworkingbehaviours

• Observant

• Toleranceofdifficultanddemandingbehaviours

• Attentiontodetail

• Naturalcuriosityaboutunusualbehaviour

• Abilitytoremaincalmindifficultcircumstances

• Willingnesstoseeemergenciesatshortnotice(NHSEducationforScotland,2012)

Safetyisthefoundationalvalueonwhichallotherprinciplesdepend.Thiswasreinforcedintheinterviewswithpeoplewithintellectualdisability,aswellasthroughvisitsandmeetingswithdisabilityservicesandotherproviders.Bloom(2005)

Safety

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Culturalsafety

Systemicsafety

Environmentsafety

Relationshipsafety

Personalsafety

TakingTimeFrameworkAtrauma-informedframeworkforsupportingpeoplewithintellectualdisability• Safety–ensuringphysicalandemotionalsafety

• Relationships–maximisingtrustworthinessthroughrelationships,taskclarity,consistencyandinterpersonalboundaries

• Collaboration–maximisingcollaboration

• Choice–maximisingchoiceandcontrol

• Voice–prioritisingtheperson’svoicebeingheardandheeded

• Person-centredpractice–ensuringtheperson’sneeds,goalsandwishes

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Consumers• Feelunsafewithothersandactaggressively

• Difficultymanaginganger

• Expresshopelessnessandacthelplessly,notmakingeffectivechoices

• Learnedhelplessness,orproblematiceffortstoexertcontrol

• Hyperarousal–withattemptstocontrolmindandbody

• Memoryproblems

• Fragmentationinfunctioning

• Poorcommunication,leadingtoconflict

• Overwhelmed,confused,depressed,poorselfesteem….

Staff• Don’tfeelsafewithclients,eachotherorauthority

• Chronicallyfrustratedandangry,punitive

• Helplessinthefaceofenormityofchallenges

• Hopelessabouteffortstotreatandchangepeople

• Perceiveuncertaintyandbecomechronicallyhyperaroused,crisisoriented

• Leadstomoreattemptstocontrol–selfandothers

• Lossofpeoplemeanslossoforganisationalmemory,learningisimpaired

• Communicationisimpairedandresultsinconflicts

• Groupfunctioningisfragmented

• Overwhelmed,confused,depressed,ineffective….

Complexsystems,aparallelprocess

SandraBloom,‘OrganisationalstressasaBarriertoTrauma-SensitiveChangeandSystemTransformation’(2006)

Whatis‘Congruence’?

“Alongwithreflectivepracticeithelpsinstiltheneedtobeattunedtothepersonwithdisabilityaswellasourselvesand

eachother.Itrecognisesweareinanimperfectenvironmentandtoacceptmistakeswilloccurfromwhichmuchcanbelearntina

transparent,respectfulandnon-blamingenvironment.”(TakingTimeFramework2015)

MorningTeaBreak

Stressresponse,timeandtheissueofregulation

TheeffectsofstressThebrainishierarchical:whenwearestressedhigherthinking(modernbrain)whichhasslowerresponsetimeshutsdownandwerelyontheolderpartofthebrainasithasaquickerresponsetime.

http://developingchild.harvard.edu/science/key-concepts/toxic-stress/

Windowoftolerance

WindowoftoleranceOptimalarousalzone

SocialEngagementResponse

EmotionscanbetoleratedInformationIntegratedLearningbrain

Hyper-arousalZone

Fight,Flight,FreezeAlertResponse

Increasedsensations,floodedEmotionalreactivity,hypervigilantIntrusiveimagery,FlashbacksDisorganisedcognitiveprocessing

ImmobilisationResponse

MetaboliccollapseNumbingDisabledcognitiveprocessingReducedphysicalmovement

Hypo-arousalZone

PhysicalHealth

NeuralintegrationStressresponseBodyconnection Cognitive

IdentityMeaningmakingIntrusivethoughts

Memory

EmotionalStrong

OverwhelmingShutdownDistantSocial

RelationshipsIntimacyBoundariesBelonging

BehaviouralSurvivalAdaptations

StrategiesControl

Avoidance

SpiritualWidermeaning

ExistencePurposeMorality

Impacts

Copingstrategies/Adaptations

"Oneoftheproblemsofnotbeingabletoregulateyouremotionalstateisthatyouthenhavetofindsomethingelsetoregulateyouremotionalstate…whichisusuallysex,drugs,selfmutilation,binging,purging,punchingpeopleout…youknow,theusualstuff”

JohnBriere:AwakeningToMindfulnessConference-Seattle,Oct2009

Adaptations

Reframing‘dysfunction’intoresilienceWhenviewedthroughasocietal,andsometimesadiagnostic,lensthesestrategiesmayseem‘dysfunctional’…butfromasurvivalsensetheyarehighlyadaptiveandhaveafunction

Disappear

NotFeel

Express

Feelsafe

Distract

Feelincontrol

FeelIexist

AvoidGetattention

Communicatepain Release

Connect

HelpTrytofeelgood

Stressors from the past Current workplace situations

Disempowered: Power used to control and abuse

Disempowered: System can be overwhelming and confusing

Trapped: Can’t escape what’s happening, trapped by attitudes

Locked up, trapped in a system, trapped by diagnosis, attitudes

Child acting out: the ‘problem’ child Seen as dysfunctional, a problem to be controlled

Thepresentmirroringthepast

Pathwaystorecovery

Activity-attunement

Brainstorm

Whatsourcesofstressarethereinourworkplaces?

WHS:somefactsaboutourindustry

Themostcommoninjuriesorillnessesinthecommunityservicesectorarisefrom:

• manualhandling

• slipsandtrips

• psychologicalinjury

• violentincidents

• vehicleaccidents

• fallsfromaheight

Knowingyourroleanditslimits

• Howdoweknowwhatourroleis?

• Howdoweknowwhentoreferorredirect?

• Howdowedothis?

• Howdoweknowwhentomakeareport?

• Whatareourlegalresponsibilities?

• Whatareourethicalresponsibilities?

• Aretheydifferent?

Boundaries

Toworkcollaborativelywithpeoplewithforensicneedsitisnecessarytobeopenandhonestaboutitemsthatare“non-negotiables”,e.g.substanceuseandbeveryclearaboutlimitsandboundariesfromtheoutset.Developinganindividual’sskillsandplayingontheirstrengthsiscrucial,particularlywithregardtoimprovingtheirselfconfidenceandesteem.(NHSEducationforScotland2012)

TraumaInformedBoundaries

• Safe,traumainformed,healingrelationshipshaveboundaries–notfences.

• Inatrauma-informedsystemboundariesneedtobenegotiatedinaflexible,equitableandcollaborativewaythatensuresthepersonmaintainsasenseofcontrolandpredictabilityintherelationshipandminimisesthepotentialforthepersontofeelshamedorrejected.

Riskaversion,whatdoesittellusandcanittellusanythingaboutvicarioustrauma?

“Whenrelationshipsareentirelybuiltonassessmentofrisktheyarebynaturecontrollinganddisempowering...Itiscrucialthatsupportpeoplemaintainarigorousselfawarenessoftheirownneedto‘fix’,‘doitright’orunilaterallydeterminetheoutcome.”Mead&Hilton,2003P90

Non-negotiable

Boundaries

• Thinkingaboutsafety,yourrole,andorganisationpolicy.Aretheresituationswhereitisclearthatknowingthecontextistheonlywaytotellifanactionisaboundaryviolationoraboundarycrossing?

• Pickonesituationinvolvingaworkerandonesituationinvolvingaclientandusethefistof5decisionmakingmethodtoworkoutwhatisnon-negotiable

Negotiable

Essential

Negotiableboundary

Non-negotiableboundary

ReportableIncidents• MandatoryReporting

• ADHCAbuseandNeglectPolicy

• NDISQualityandSafeguardingFramework

• NSWOmbudsman:Disabilitysupportedgroupaccommodation

• Reportingallegedcriminaloffenses

• YourorganisationalPolicyandProcedures

Reportable incidents in disabilitysupported group accommodation

MustbereportedtotheNSWOmbudsman.Allegationbasedscheme:

Employeetoclientincidents Clienttoclientincidents

anysexualoffencecommittedagainst,with,orinthepresenceofthepersonwithdisability

anysexualoffence

sexualmisconductcommittedagainst,with,orinthepresenceofthepersonwithdisability,includinggroomingofthepersonforsexualactivity

causesseriousinjury,including,forexample,afracture,burns,deepcuts,extensivebruisingorconcussion,

anassaultofthepersonwithdisability,notincludingtheuseofphysicalforcethat,inallthecircumstances,istrivialornegligible,butonlyifthematteristobeinvestigatedunderworkplaceemploymentprocedures

involvestheuseofaweapon

anoffenceunderPart4AAoftheCrimesAct1900committedagainstthepersonwithdisability(fraud,andothersimilaroffences)

ispartofapatternofabuseofthepersonwithdisabilitybytheotherperson

ill-treatmentorneglectofthepersonwithdisability.

(OmbudsmanNSW,2017)35

ComplexRelationships

ProfessionalQualityofLife

CompassionFatigue

CompassionSatisfaction(ProQOLCS)

WorkEnvironment

ClientEnvironment

PersonalEnvironment

Traumatizedbywork

SecondaryExposure

(ProQOLSTS)

PrimaryExposure

FrustrationAnger

ExhaustionDepressedbyWork

Environment(ProQOLBurnout)

Exercise:UsingtheproQOL

MeasuresCompassionSatisfactionandCompassionFatigueCompassionFatiguehastwosubscales

• Burnout• SecondaryTrauma

• Helpsunderstandthepositiveandnegativeaspectsofhelping• Nota“psychologicaltest”• Nota“medicaltest”• Canbeviewedasascreeningforstress-relatedhealthproblems

Scenarios• Whatwasthispersonlikelytobeexperiencing?• Whatfactorsarecurrentlyinfluencingthisperson’sexperience• Whatmightthispersonneedtosustainthemintheirworkand/oracrossall

areasoftheirlife?

ReflectionActivity

Consideraperiodofstressyouhaveexperiencedthroughoutthecourseofyourwork.

• Howandatwhatpointdidyoubecomeawareofit?• Howintensewasit?• Whatweretheparticularcomponentsofit?• Wasitcontributedtobyother(e.g.nonwork-related)factors?• Inthinkingaboutitnow,wouldyoudescribethestressyouexperiencedas

burnoutordiditinvolvethemorespecificfeaturesandcharacteristicsofVicarioustrauma?

LunchBreak

Supportsintheworkplace

Informal:egtalkingwithcolleaguesFormal:• CommunitiesofPractice

• Coaching

• Mentoring

• Supervision

• PerformanceAppraisal• Mediation

• EmployeeAssistancePrograms

• Criticalincidentdebriefing

• Teammeetings

CatalystsandInhibitors

“Catalystsareactionsthatsupportwork.Theyincludesettingcleargoals,allowingautonomy,providingsufficientresourcesandtime,helpingwiththework,openlylearningfromproblemsandsuccesses,andallowingafreeexchangeofideas.

Theiropposites,inhibitors,includefailingtoprovidesupportandactivelyinterferingwiththework……..”https://hbr.org/2011/05/the-power-of-small-wins

NourishersandToxins

“Nourishersareactsofinterpersonalsupport,suchasrespectandrecognition,encouragement,emotionalcomfort,andopportunitiesforaffiliation.

Toxins,theiropposites,includedisrespect,discouragement,disregardforemotions,andinterpersonalconflict.”

https://hbr.org/2011/05/the-power-of-small-wins

ThePowerofSmallWins-video

https://hbr.org/2011/05/the-power-of-small-wins

ChallengesofSupervision

“Atbest,thesupervisorytaskislikeabalancingact,managingthetensionbetween....ensuringagencypoliciesarefollowedandattendingtoworkers'emotionalresponsestothework.

Itcanleaveagoodsupervisorfeelingpulledinalldirections,strugglingtomanagethebalancebetweenfeelingstimulatedandfeelingchronicallyfrustratedandunsupervised”

(HughesandPengelly,1997,p31)

StrengthsBasedSupervision• HowdoInoticeandcelebratesuccesswithmysupervisees?

• HowdoItalkaboutserviceusersinsupervision?WhatamImodellingaboutexpectationsofsuccessandchange?

• Doesoursupervisionmodelmatchthewayweapproachourprofessionalpractice?

• Howoftendowehighlightwhatisworkingwellandthetimesofexceptionstoproblems?

• WhatdifferentkindsofpowerdoIutiliseinthisrelationshipandwhatistheimpactofthis?Howimportantisitformetobeanexpert?HowdoIinvitefeedbackfromchallengingsuperviseesandrespondtoit?

• Howdowetalkaboutissues?

• HowdoIreflectonmyownsupervisionprocess?WhatgoalsdoIsetformyself?

DavysandBeddoe(2010)46

EmployeeAssistancePrograms-EAP

• Conceptoriginatedinthe1940’sas‘OccupationalAlcoholism’programs

• 1970’sdevelopedfurtheras‘OccupationalSocialWork’

• Now:free,confidential,timelimitedcounsellingforanyissuesthatmayimpactonwork

Brainstorm

Whatsupportsarecurrentlyavailableinyourworkplace?

Narrativepracticeprinciples• Storiesandmeaningaresociallyconstructed–deconstruction

helps–peoplelivemulti-storiedlives(richdescriptionsandnotsorichdescriptions)

• Personisseparatefromtheproblem–externalisetheproblem

• Nonpathologising

• Managerstakeatransparentandnonexpertposition–bereadytodealwithnotknowingandcuriousity–it’samystery

• Gettingpermissionandfeedback–accountability,transparencyofprocess

• Political/powerrelations–allstoriesarenotequal

• Bringincommunity–widerperspectivesandmeanings–developcommunitiesofconcern.DefinitionalCeremonycansupportthiswithstaff

NarrativePractice(continued)• Gettoknowtheinfluenceofthepersonontheproblem–

relativeinfluence• Thehistory–relativeoutcomes–whenhasthepersonnot

beenovertakenbytheproblem?• Whathasbeentheeffectofthesemoments/times/

outcomesonrelationships,ideasaboutself,etc.• Themeaningsofthesemoments/outcomes–howthe

personcouldconstructtheirworld• Statementofposition–evaluate• Buildanalternatestory–co-author

StepsinNarrativePractice

• Gettoknowtheperson–joining,interests,respect• Gettoknowtheproblemanditsinfluenceontheperson,

usingexternalisinglanguage;• Thehistoryoftheproblem• Theeffectsoftheproblemontheperson–whattheproblem

hasthepersondoing,thinking,wherearetheyinrelationtotheproblemusingtitrationandpendulationskills

• Themeaningoftheproblem–howtheproblemhasinformedtheirconstructionoftheworld

Methodology• Namingtheproblem

• Externalisingtheproblem

• Findingauniqueoutcomeorexception

• Buildingapreferredstory

Namingtheproblem/ExternalisingConversations

• Instructions:Choseapartnerandeachpickacharactertraitoremotion(calledX)thatyoufeelyouhavetoomuchoforthatotherpeoplecomplainaboutinyouMakesureXisinnounform–i.e.assomethingoutsideofyou

• Giveitaname

• Thentaketurnstoaskeachothersomeofthefollowingquestions:spendabout10minseach

UniqueOutcomes

NarrativePracticeassumesthatnoproblem‘totalises’theperson,andthattherearealwaystimeswhenthepersonhasbeenabletostepoutsidetheeffectsoftheproblem.

Thesetimesare‘uniqueoutcomes’andestablishtheinfluenceofthepersonovertheproblem.

Externalisingquestions:

• IfXwereananimal/colour/landscape/shapeetc.whatwoulditbeandwhy?

• WhatisXlike?

• WhateffectdoesXhaveonyoureverydaylife?

• HowhasXinfluencedyourrelationshipswithfamily&friends?

• InwhatcontextsisXlikelytotakeover?

• HavetherebeentimeswhenyouhavebeenabletogetthebestofX?

• TimeswhenXcouldhavetakenoverbutyoukeptitoutofthepicture?(Uniqueoutcomes)

BuildingaPreferredStory

• Developedfrom‘uniqueoutcomes’–momentswhenthechildtriumphedovertheproblem,ortheproblemdidnotsucceedinitstricks.

• Canalsoworkwithtraditionaltales(FairystoriesorFolkTales)withthepersonasHero.

• Seekexpertparent/communityadviceforculturallyappropriatestories

• Includehelpfulpeopleoranimals,e.g.PussinBoots.

• Developcommunitiesofconcern–populatethestorywithpeoplewhocare

BuildingaPreferredStory• HowdidyoumanagetokeepXoutofthepicture?

• WhatenabledyoutostanduptoX?ortostepawayfromX?

• Whatdoesthistellyouaboutyourself?

• Whoinyourlifewouldnotbesurprisedtohearthisaboutyou?

• Whohasnoticedthisaboutyou?

• (Populatingthechild’slifewithpeoplewhocare)

• Ifyouweretogetmoreconnectedtothisknowledgeaboutyourself,howdoyouimagineyoumightbethinkingandfeelinginthefuture?

• WhatkindofthingsmightyoubedoinginthefuturethatXhasstoppedyoudoinginthepast?

• WhatwouldyourlifebelikewithoutX?

Activity:Vicariousresilience

• Howhasworkwith(orknowing)peopleinvolvedinthecriminaljusticesystemenrichedyourlife?

• Whathaveyoulearnedfromthepeoplethatyouworkwith?

58• Adaptedfrom:AngeloTestalamuta2011

Questions? ReflectionsPredictionsforPracticeChangePair&Share: Whatisonepersonalpredictionyouwilltakeawayfromtoday? Whatisoneorganizationalpredictionyouwilltakeawayfromtoday?

Disability Justice Projectdisabilityjustice.edu.au/wp-content/uploads/2017/02/... · 2018-04-21 ·...

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