EMPOWERING PERSPECTIVES Use a Strengths Approach Contrary to the dominant perspective in health care, the strengths approach does not focus on symptoms, problems or diagnoses. It amplifies the “WELL” in each person and our potential for human growth, healing and wholeness. is Powerful The illness or still but we can change it to a Wellness by being with our Words we use can have many meanings and negative Be aware language intention
of the power of language. It can provide hope and but can also stigmatize and pathologize. Labeling people by diagnosis or personality type can be problematic. Most people change from day to day, moment to moment and from situation to situation and don’t fit into one category at all Try to understand the bigger picture and get to know different personal styles without limiting yourself or others. Become aware of limitations of different perspectives and how you can expand your worldview. Challenge yourself by holding multiple perspectives at once (even if they seem
Along with shifting and perspective, there are many different paths people find for building a hopeful and empowering perspective, like seeking out positive relationships, setting attainable goals and celebrating those successes, finding successful role models, developing spirituality to enhance expressing gratitude, and much more. Whatever path you find, remember to breathe! “If you treat an individual as he is, he will stay as he is, but if you treat him as if he were what he to be and could be, he INTENTIONAL PEER SUPPORT will become what he
ought to be and could be.” ~Johann Wolfgang Von Goethe Intentional Peer Support (IPS) is a method for creating personal and social change by focusing on what we want to create rather than giving up all of our valuable energy to something we don’t want. It was developed by Shery Mead and she articulated the following principles of this approach: IPS doesn’t start with the assumption of a problem. Each of us pays attention to how we have learned to make sense of our experiences, then uses the relationship to create new ways of seeing, thinking, and doing. IPS promotes a way of relating. Instead of asking “What’s wrong?” we
“There’s two of us involved in this, we’re sharing this relationship. I want to and build a connection, let’s take some time for reflection. About what’s happened to you, where you’ve come from your worldview. I’ll share back so we understand. A relationship where we both know where we stand. Moving towards fostering hope. Rather than moving away from what’s causing us not to cope.” ~By Megan Powell IPS Core Class Melbourne, Australia 2014 ROLE OF THE PEER FACILITATOR the role by and with group member
Provides listening and of other’s Accepts where they are at. Only shares what they feel sharing and are mindful of what details may or may not be helpful. Shares “what worked for them” rather than gives advice or tells others what to do or Asks to give advice and sure the receiver knows they can take what with them
helps to move things along, clarifies ideas, and ensures everyone feels included. Makes sure group know it is okay to pass. out what the group wants and helps gain access to ideas, support, etc. Supports in reaching the goals of the group. that the ‘belongs’ to the Goes to the group for answers and input. are not expected member
to have all the answers. the Spirit of: Autonomy (vs. Authority) Evocation (vs. Education) Collaboration (vs. Peer support is an incredible exchange of ideas and support. It is a two way street where facilitators and group members learn from each other! MEANS early, prepared, organized, flexible and reliable. Knowing your and the facility where the group is held. experiences
time while listening and being aware of Providing and directing agenda topics. Adapting to the group. respectful and within the Providing and and a sense of equality. Using check-ins, ice breakers, debriefs, and Helping things run smoothly by directing order of speaking and keeping on topic. ,
Providing up-to-date resources. Being and bringing awareness to issues. Sharing your own and facilitating the sharing and expression of Making learning accessible to everyone. Having awareness around language and different and asking questions. Being aware of eye contact and body language. Reading reflecting back, and checking accuracy. Having available contact info for and a plan in case of an
Being able to think on the spot and handle the Using materials to record insights and Using a “parking lot” and following up on additional Being patient, tolerant, accepting and Having a of humour, charisma, passion, and humility. Knowing how to use and conflict
We cannot nurture others from a dry well. We need to take care of our own needs first, then we can give from our surplus, our abundance.” ~Jennifer Louden BOUNDARIES Create a safety bubble of emotional and physical space needed to be you. Become resistant to external pressures to being something other than yourself. Create and communicate these boundaries based on your needs and preferences. For example, in to communicate with group members outside group, share the times you are available/not available. It is recommended that a separate email or phone number is used for calls and texts and if necessary reserve communications to group related information only. Boundaries change and evolve as we more about ourselves and how we best work with others. It is okay to change your mind about your different boundaries along the way. It helps to be honest and ask others to be patient with you and your process. Make sure members have supports outside of group. You can support others in obtaining additional supports such as; counsellors, social groups, social workers, doctors, etc. Make sure people know the crisis and warm lines for after hours and weekends. See Page 37 for Resources & References. Helper Fatigue Be aware of: more than your boundaries or selfcare allows. most of the talking. Feeling bad if your advice is ignored. Not getting feedback. “Boundaries are a declaration of the integrity of you. Boundaries reaffirm, day in and day out, “who you are” and what interactions and behaviors you deem acceptable and unacceptable to you. Boundaries can be seen as a set of guiding principles that help
Donations from the group can help support the rental fees if required. Check out the space being used for the workshop. Look for proximity to washrooms, possible distractions and noise level, accessibility accommodations, etc. Consider safety first in every sense of the word. During a group, participants need to feel safe physically and mentally. Physical safety issues can be obvious while mental health safety issues can often be hidden and take time to uncover. PEOPLE The STEP process for establishing a peer support group is iterative and it begins with understanding the needs of participants and each step ends with assessing how you’ve met those needs and how you can improve the group design for the next iteration. Peer leaders will have the opportunity to gather feedback from participants and continuously reassess and adapt each STEP on the journey to building a successful group. Keeping people engaged and participating in a group is important. Identifying somebody to be the timekeeper, note taker, clean up crew, etc. can help get people involved. What other roles can a group leader delegate? People encounter many barriers to attending groups, so communicate the details clearly and consistently. Try to overcome as many barriers as possible through a variety of communication methods to help connect you with current participants and potential new participants.
comfort agreement is referenced or at the end. Use this feedback to adjust and reiterate for the next session. GOALS, AGENDA, & ACTIVITIES Be about what will be covered in the group. Identify the overall group goals and objectives as well as the agenda for individual sessions. Articulating a vision for why everybody is present and explaining the goals of each exercise during the workshop, can help relieve anxiety from uncertainty. Although learning to accept uncertainty can be a key skill in recovering from mental health challenges, try to limit uncertainty anxiety as much as possible during a workshop. Consider: What do you want individuals to get out of being in a group? What will people learn and gain? Why does the session take 2 or 3 or 5 hours? Why do we need to write things down? Why draw things? How will each exercise provide insight, self-reflection and joy for group members? Etc... Try to format a group session with a beginning, middle, and end. Balance giving activities, you offer information or insights, with receiving activities, where the group provides personal insights and effort. Then follow up with a synthesizing activity to bring the ideas and concepts from both giving and receiving activities together. Capturing Insights As soon as you complete an activity, visually capture the experience. This people understand and see what they just shared. Make ideas visible, tangible, & persistent. Words can quickly get lost so write down or draw what people say on large sheets or flip chart paper. When writing down people’s ideas, write what they say word for word or have participants write and draw then post it on the walls. This helps people feel validated and important.
COMFORT AGREEMENT It’s good to all be on the same page especially when it comes to comfort in a group. A comfort agreement can help to establish boundaries for facilitators and group members and among group members. Have the group come up with their own comfort guidelines. Include things like general housekeeping and self-care, confidentiality, turning cell phones on vibrate, facilitator and group member roles, and treating others with unconditional positive regard and respect for diversity. Talk About Talking Some people may want to talk and others might not. Help people see that it’s okay to do both. Ask the group to try and explore out of their default mode. Share the space and Safety Discuss any safety concerns that might arise. Know your supports. Conflict Have a conversation about conflict and what the group will do if this occurs. If conflict arises remember to refer to the comfort agreement. Unconditional Positive Regard Accept each individual as valuable in his or her own Trust in the ability of each individual to discover their own solutions to their situation. Recognize individual strengths and efforts to change and focus on the individual, not on the behaviour. Provide feedback and comments that focus on observable situations rather than judgments. STEP UP STEP BACK. HOW TO TALK CONFLICT Start by asking group members to define conflict
Have group members choose a partner and each complete and share the following sentences: “When I am in conflict with someone, my body feels _______.” “When I am in conflict with someone, I want to _________.” Brainstorm sources of conflict in groups. Have members think of a time when they have successfully handled conflict with someone. As a group, discuss what made it successful. Ask what they did or said and how they felt. Pick from the list of “sources of conflict” and have group members form groups of three. Take turns practicing conflict resolution using the following, “putting it on the table approach”, created by Self-Help Connection in Nova Scotia: Agree to put conflict on the table. Have each person define the problem. Have each person state what she/he needs. Have an observer restate the problem. If both parties agree that this is an accurate reflection of the problem, have all parties brainstorm solutions. List them. Identify two or three solutions that seem workable, then narrow these down to one. Make a commitment to try the solution. Evaluate the solution at an agreed upon time. If the solution didn’t work, try the process again. The right tools for solving disputes within our community are precision instruments such as reason, communication, empathy, curiosity, and understanding. They are also the right tools for building a global civilization of and prosperity. ~Paul K. Chappell CONFIDENTIALITY It is good practice to keep any information shared as a peer supporter confidential, unless permission is granted to share. When to break confidentiality? It is ethically responsible to break confidentiality in the following circumstances: If an individual is 16 of age and under and is at risk of being harmed, call:
WELLNESS TOOLS SELF-COMPASSION BREAK When you notice that you’re under stress, see if you can find the stress in your body. Where do you feel it the most? Make contact with the stress as it arises in your body. Now, say to yourself: This is a moment of suffering That’s mindfulness Other options include: This Ouch This is stress Suffering is a part of life That’s common humanity options include: Other people feel this way • I’m not alone We all struggle in our Now, put your over your heart, or wherever it feels comforting, and feel the warmth and gentle touch of your hands. Say to yourself: May I be kind to myself You can also ask yourself, “What do I need to hear now?” Is there a phrase that speaks to you in your particular situation, such as: May I give myself the compassion that I need May I accept myself as I am May I to accept myself as I am May I forgive myself May I be strong May I be safe May I be peaceful May we all be kind May we live in peace SELF-TALK How to switch from negative to positive self-talk? First tune into your negative selftalk. Most of us experience negative self-talk at some point in our lives. Some estimates even indicate that 70-80% of our daily thoughts are negative. Unfortunately these negative thoughts have a large impact on our health, happiness and success. Negative self-talk can:
RESOURCES & REFERENCES CRISIS Distress Centre of Toronto 416-408-HELP Gerstein Centre Crisis Line & Mobile Team 416-929-5200 Integrated Community Mental Health Crisis Response Program (Etobicoke & North York) 416-498-0043 Mobile Crisis Program (Scarborough & East York) 416-289-2434 St. Elizabeth Mobile Crisis York & Etobicoke): 416-498-0043 HELPLINES / WARMLINES Distress Centres of Toronto 416-408-HELP Drug and Alcohol Helpline 1-800-565-8603 Krasman Centre 1-888-777-0979 (24hrs) www.krasmancentre.com Mental Health Helpline 1-866-531-2600 Mood Disorders Association of Ontario 416-486-8046 (9:30am-5pm, Mon-Fri) Ontario Problem Gambling Helpline 1-800-230-3505 Progress Place (8pm-12am) www.warmline.ca PEER SUPPORT & RECOVERY Alternatives 416-285-7996 www.alternativestoronto.org Canadian Mental Health Association 416-789-7957 www.toronto.cmha.ca Social Resource Centre www.src-cmha.webs.com Centre for Independent Living in Toront 416-599-2458 Community Resource Connections of Toronto www.crct.org Family Association for Mental Health Everywhere Family Outreach & Response www.familymentalhealthrecovery.org Houselink www.houselink.on.ca