Sparking Transformation

Transcription

1 Sparking Transformation 14 th Annual Mental Health and Substance Use Recovery Conference Kalahari Resort and Convention Center, Wisconsin Dells October 18, 2018 Philip W. Robinson, LCSW and Jonathan I. Cloud White Pine Consulting (715) Objectives Enhance understanding of the power of strengths to unlock child/family and adult potential. Understand the relationship between skills, strengths, sparks and virtues. Realize the parallel between personal and professional development in strength-based teaming. Gain resources to further your practice and personal growth. 1

2 Agenda Content Areas Foundation Resources Igniting Sparks! Skill Building Introduction Issues Basket Logic Model Introduction Logic Model Inputs-Strengths are a priority in recovery programs but easily misperceived, underutilized in our work with teams. Activities-Training to recognize and align (multidimensional) strengths within practice. Outputs-Participants develop a plan to address one challenge (for Self, or Service, or System of Care) using improved strength-based understanding & resources. Outcomes-Service teams improve, Employee engagement enhanced, Systems of care grow meaningfully. Follow-up: successful plans are shared in future regional mtgs. Issues Basket Setting context 2

3 Introduction Why be strengths based? Foundation for therapeutic relationships Helps families improve coping skills Attracts natural supports to team Provides a bridge from dependence to interdependence Introduction The arc of involvement of any service encounter starts with the point of view the provider carries into the relationship, then moves to the process though which the provider get to know the family -John Franz 3

4 Introduction Skills Strengths Sparks Virtues Self Provider System of Care 4

5 Introduction Setting Context (Your timeline) Activity (1-3) Training, Coaching, and Supervision for Care Coordinators/Service Facilitators Phase 1 -Orientation Basic history and overview Introduction to skills and competencies Review of the process from referral to transition Phase 2 -Apprenticeship Observation by the apprentice of experienced Care Coordinators Observation of the apprentice by experienced coaches Phase 3 Ongoing coaching and supervision Ongoing coaching, informed by forums for discussion and data Periodic observation National Wraparound Initiative 5

6 Principles of Wraparound Services 1. Family Voice and Choice 2. Team Based 3. Natural Supports 4. Collaboration 5. Community Based 6. Cultural and Linguistic Responsiveness 7. Individualized and Developmentally Informed 8. Strengths Based 9. Unconditional 10. Outcome Based 6

7 Resources Strengths Inventory / Search Institute Personal Strengths Grid (Youth) / National Wraparound Initiative CANS / PraedFoundation Univ. of Penn Center for Positive Psychology Frameworks ACEs Security Operations Enabling vs Entrapping Niche ADMIRE model Office of Children s Mental Health Access Workgroup Report Resources ADMIRE Model Attitude Discovery Mirroring Intervention Recording Evaluating NWI; The Principles of Wraparound: Chapter 2.2; Franz/Cox 7

8 The principles of Wraparound: Chapter 2.3; NWI Tapping Your Sparks Activity: (4-5) 8

9 What We ll Cover 1. Intentional Growth and Your Three Selves 2. Defining and Understanding Sparks 3. Meaning and Purpose in Your Job and Workplace 4. Your Job Crafting Agenda Our Focus This Morning: Employee and Organizational Health and Well-Being (Making and/or Keeping Your Job a Need-Satisfying Experience Through Job Crafting) (Sheldon and Elliot, Journal of Personality and Social Psychology, 1999, Vol. 67, No. 3) Goal Self- Concordance Sustained Effort Goal Attainment Need Satisfying Experiences Changes in Well-Being Goal Self-Concordance: Degree to which the goals express the Member s enduring interests, values, passions (i.e., Sparks). Motivation to pursue them is intrinsic, not externally prompted or coerced. Need Satisfying Experiences (Or Meaningful Experiences): Qualities of experience required by human beings in order to thrive; these qualities include competence, autonomy, and relatedness. You will develop job crafting goals, or your learning agenda. 9

10 A Critical Higher Human Need: Meaning and Purpose Job Crafting Makes One s Job More Meaningful The term meaningfulness captures the amount or degree of significance employees believe their work possesses. (Rosso, Dekas, & Wrzesniewski, 2010) Meaningfulness is associated with numerous work-related benefits, including increased job satisfaction, motivation, and performance. (Grant, 2007; Hackman & Oldham, 1980; Rosso et al., 2010) Some Behavioral Manifestations of Need-Thwarting Experiences Maslow s term for experiencing frustration of psychological and selffulfillment needs is metapathology, which he described as thwarting of self-development. Having lots of need thwarting experiences in the workplace prevents employees from expressing, using, and fulfilling their potential. It s basically the blocking of one s abilities, capacities, possibilities. (Source: Vansteenkiste and Ryan, On Psychological Growth and Vulnerability: Basic Psychological Need Satisfaction and Need Frustration as a Unifying Principle, Journal of Psychotherapy Integration, 2013, Vol. 23, No. 3) 10

11 Boyatzis Model of Intentional Change My ideal self who do I want to be? Practicingthe new behaviors, building new neural pathways Experimentingwith new behaviors, thoughts, and feelings Developing trusting relationships that support, help, and encourage each step in the process My real self who am I? My strengths where my ideal self and real self overlap My learning agenda building strengths while reducing my gaps My gaps where my ideal and real self differ The Selves Model -Your Three Selves The Haven Institute ( Authorship 1992 Wong and McKeen. Permission is granted by the Haven Institute to reproduce, adapt, and present this work for any private use provided always that any such reproduction, adaptation or presentation shall include this statement. All other rights reserved. 11

12 Sparks Includes Your Innate Strengths Passionate interests; special abilities, talents, gifts those things that give us meaning, focus, energy, and joy. A special quality, skill, or interest that lights us up and that we are passionate about. Our very essence, that thing about us that is good and beautiful, and useful to the world. The power of sparks comes when: You know your spark(s). Your spark(s) is/are important to you. You take initiative to develop your spark(s). (Teen Voice 2010, Best Buy Children s Foundation and Search Institute) Living Your Sparks: Optimum, Flow, or Peak Experiences 1. You can do it or learn it easily. 2. You feel strong when you do it. 3. It comes naturally to you. 4. It brings joy to you and others. 5. You look forward to doing it. 6. You feel like you re in the zone when you do it. 7. Time seems to fly when you re doing it. 8. After you ve expressed or used it you feel fulfilled. 9. After you ve expressed or used it you look forward to doing it again. (Ian Paul Marshall, adapted) 12

13 Exercise Recognizing Your Sparks 1. Think of your childhood and adolescence and try to recall things you were naturally drawn to and activities that gave you joy. 2. Think about what you deeply enjoy doing now; things you really get into doing or that you re passionate about and easily excel at doing. 3. Review your list of traits and pick ones that are Sparks. 4. List Sparks that may not be in your list of traits. Sparks Give Your Life Meaning AND Are a Source for How You Make Your Job Meaningful A spark is something that gives your life meaning and purpose. It is an interest, a passion, or a gift. Dr. Peter Benson Meaning in life is often defined as a sense of one s life having a purpose or investing time and energy into the attainment of cherished goals (Ryff & Singer, 1988) 13

14 What Makes Experiences Meaningful in the Workplace and in Life as a Whole? Competency I can do it I do it well; uses my abilities or sparks, gifts Autonomy I choose it; matches my values I help plan what happens Relatedness I did/shared it with someone I did it for someone (Source: Sheldon and Elliot, Journal of Personality and Social Psychology, 1999, Vol. 67, No. 3) The MPS Process: A Useful Technique for Connecting Your Work to Your Heart (Source: Dr. Tal Ben-Shahar, Happier, as presented in Mind Tools, Ltd.) STRENGTHS (What are my strengths? MEANING (What gives me meaning?) PLEASURE (What gives me pleasure?) When was the last time you experiencedreal enjoyment of a task or project or endeavor? It probably had three characteristics: 1.It matched your personal values. 2. It brought you pleasure. 3.It was challenging and stretched your strengths enjoyably. 14

15 Sparks Are About What You Were Born With: Your Purpose or Calling (Sparks are Clues to Your Authentic Self and Calling or Purpose) I want us to envision that what children go through has to do with finding a place in the world for their specific calling. They are trying to live two lives at once, the one they were born with and the one of the place and among the people they were born into. All of a sudden and out of nowhere a child shows who she is, what he must do. These impulsions of destiny frequently are stifled, so that calling appears in the myriad symptoms of difficult, self-destructive, accidentprone, hyper children all words invented by adults in defense of their misunderstanding. James Hillman The Soul s Code: In Search of Character and Calling Crafting Your Job to Support of Your Calling Job crafting is the process of employees redefining and reimagining their job designs in personally meaningful ways. (Wrzesniewski and Dutton, 2001) 15

16 Maslow s Term for Calling: Metamotivation (Associated with Self-Actualization) (Abraham Maslow, 1964) Devotion to some task, call, vocation, beloved work outside oneself. Something for which the person is a natural, something that he or she is suited for, something that is right for him or her, even something that she or he was born for. Note: Your job or position isn t necessarily your calling, but your job or position can be crafted by you to follow or support your calling. Making Your Purpose a Part of Your Job is a Key to Psychological Success (It Makes One s Career a Calling) When one s subjective career takes on particular salience: when the person feels a sense of calling in his or her career, that is, a sense of purpose, that this is the work one was meant to do. An individual whose career is driven by a sense of calling benefits from enhanced meta-competencies. A meta-competency is a capacity that facilitates the acquisition of other, more specific competencies or skills. (Briscoe and Hall, 1999) 16

17 Forming Your Sense of Purpose Purpose A stable and generalized intention to accomplish somethingthat is at once meaningful to the self and of consequence to the world beyond the self. (William Damon, et al., The Development of Purpose During Adolescence, Applied Developmental Science, 2003, Volume 7, Number 3, ) Developing Purpose Is Central to Self-Care (Job Crafting is About How You Take Charge of Yourself to Bring Purpose to and Make Meaning in Your Workplace) A growing body of theoretical and empirical research suggests that a noble purpose in life is associated with optimal human development. Psychological researchers have identified a noble purposeas a developmental asset (Benson, 2006), an important component of human flourishing (Seligman, 2002), and a key factor in thriving (Bundick, Yeager, King & Damon, 2009). ( A Grounded Theory of the Development of Noble Purpose, Kendall Cotton Bronk Journal of Adolescent Research, 2011) 17

18 Purpose In Life A Critical Aspect of Psychological Well-Being Sparks (Richard E. Boyatzis and Kleio Akrivou, The Ideal Self as the Driver of Intentional Change, Journal of Management Development, Vol. 25 No. 7, 2006, adapted) What Is Job Crafting? (Can Be Done Individually and as Teams) Job crafting is the process of employees redefining and reimagining their job designsin personally meaningful ways. (Wrzesniewski and Dutton, 2001) Your Intentional Growth Learning Agenda: New Behaviors to Experiment With 18

19 First Approach to Crafting Your Job: Task Crafting 1. Adding Tasks: Add whole tasks or projects that you find meaningful into your job. 2. Emphasizing Tasks: Take advantage of a task that is already a part of your job by allocating more time, energy, and attention to them. 3. Redesigning Tasks: Find ways to reengineer existing tasks to make them more meaningful (e.g., experienced caseworker mentor a new caseworker). (Berg, Dutton, and Wrzeniewski, Purpose and Meaning in the Workplace, American Psychological Association, 2013) Second Approach to Crafting Your Job: Relational Crafting 1. Building Relationships: Work more closely with other employees who enable you to feel a sense of pride, dignity, or worth. 2. Reframing Relationships: Change the nature of a relationship to be about a new, more meaningful purpose. 3. Adapting Relationships: Provide others with valuable help and support in carrying out their jobs. (Berg, Dutton, and Wrzeniewski, Purpose and Meaning in the Workplace, American Psychological Association, 2013) 19

20 Third Approach to Crafting Your Job: Cognitive Crafting 1. Expanding Perceptions: Broaden the perception of the impact or purpose of your job. 2. Focusing Perceptions: Narrow the mental scope of the purpose of your job on specific tasks that are valuable to you. (Very useful if there are some tasks in your job that you really hate.) 3. Linking Perceptions: Draw mental connections between specific tasks and aspects of your identity that are meaningful to you. (Berg, Dutton, and Wrzeniewski, Purpose and Meaning in the Workplace, American Psychological Association, 2013) Exercise Develop Your Intentional Growth Learning Agenda: Job Crafting 1. Team up with one or two others to begin working on this together. You may complete it in more detail together later. 2. You have already done work on: your ideal self at work, defining your real self (or your traits), and your strengths or Sparks. 3. Now think about the gaps between your ideal self and your real self. Gaps aren t flaws, they are your growth opportunities. (You may want to go back and create a greater ideal self.) 4. Figure out some ways to job craft your position to include your Sparks, to bring meaning and purpose to your work. 5. Come up with a few action steps you want to take, some new behaviors at work that you want to experiment with. This is your intentional growth learning agenda. 20

21 Channeling Your Sparks ACTIVITY (6-7) Bringing Your Sparks to the Workplace Contributes to Being a High Performance Organization (Nelson and Burns, Organization Transformation, 1983) 21

22 Skill Building (Putting your sparks to work) Performance Management Systems Workflow Design Casework Engagement Cultivating your professional supports and sponsors Discussion / Close 22

23 Selected References and Resources ADMIRE: Getting Practical About Being Strength-Based (The Principles of Wraparound: Chapter 2.2) Ten Principles of the Wraparound Process (The Principles of Wraparound: Chapter 2.1) Adverse Childhood Experiences in Wisconsin: Findings from the 2010 Behavioral Risk Factor Survey Children s Mental Health Collective Impact Access Workgroup Training, Coaching and Supervision for Wraparound Facilitators: Guidelines for the National Wraparound Initiative: Search Institute Surveys for Identifying Strengths and Growth Areas, Including Developmental Assets: Child and Adolescent Needs and Strengths (CANS) tool: Survey of Character Strengths; University of Pennsylvania School of Arts and Sciences 23