Friday, December 31, 2021

Impact

It's New Year's Eve and I have spent some time reflecting on this past year and thinking about what I want to accomplish in 2022. I haven't formalized any goals yet, but I have decided my word for the year.

Impact

This past year has been a significant year for me. I did a number of presentations and trainings. I won a 20 Under 40 Leadership award, and I stated my new role as the Director of Health Equity and Clinical Resources at the Ohio Association of County Behavioral Health Authorities. It's been a busy year for sure, but a very fulfilling one professionally. 

In 2022, I want to be intentional about making an impact. Not to say my previous work hasn't been impactful, but this past year or so I have worked on strengthening my leadership voice and building confidence in myself. In my new role, I get the opportunity to work with Alcohol, Drug, and Mental Health Services Boards across Ohio to work towards advancing behavioral health equity, diversity, and inclusion. I am a leader in Ohio for behavioral health equity and I am setting my intention to make a positive impact in this space. 

I have ideas for goals for this upcoming year, but they are kind of just floating in my head right now. Once I am comfortable enough I will right them down and put them. Last year I put them in my planner so I could refer to them frequently. This year, I have a notebook where I plan to write them down along with some other things I will be tracking. Tracking progress is a great way to stay motivated to reach the goal. Maybe I'll put my goals here so it can kind of help keep me accountable. 

My friend send me this yesterday and I think it's an important reminder as I consider my goals for next year. 



 


Tuesday, December 21, 2021

Reflections

I follow a few people on LinkedIn who are in the diversity, equity, and inclusion (DEI) space. Sometimes they share some insights that make me stop and think. In November, an insight was shared that I decided to send to my colleagues at work. The CEO liked it so much she asked me to share a weekly reflection that goes out with the organization's updates to the members. These are just short pieces; about a paragraph long. I've been doing it for about 5 weeks now and I thought I would share the ones I've written here. 

Health Equity Reflections 

Tuesday, November 30, 2021

November Thoughts: Workforce

There has been a growing workforce issue within mental health and substance use disorder treatment; really across all helping professions. Almost daily I hear leaders talk about the number of open positions, the hemorrhaging staff, and the lack of qualified applicants who actually apply for positions. 

The issue is vast and multi-dimensional. Should social workers stay when their mental health is on the line? Can anyone blame a person for taking a better paying job? With the staffing shortage, are is there extra care taken for the workers who are there? 

I was in a meeting today and the issue of workforce came up and people from several different states shared what a large organization can do that may be helpful in addressing the workforce issue. Ideas around tuition reimbursement, loan forgiveness, reducing the stigma around working in mental health, and paid internships (to help build a pipeline). These are not bad ideas, and in the context of the conversation were appropriate. Of course things like better work life balance, psychological safer, equitable pay, opportunities for growth, and professional respect can all help with the workforce issues. 

However, as I was listening to these things, something stood out to me. No one was addressing that our workforce has and continues to lack diversity. I challenged those at the meeting to conceptualize the workforce issue as a DEI issue. Leaders and organizations across the county have a great opportunity to find solutions to an issue (workforce) while also bringing solutions to a long standing problem (lack of diversity). As we think through the workforce issue it is critical that we consider how we create equitable opportunities for those with underrepresented and marginalized identifies. 

Finding ways to fill vacancies is not a helpful or sustainable solutions. Brining a DEI perspective into finding solutions to recruiting and retaining a quality workforce is a win-win for everyone. It's the long game. It is not an easy solutions, but in the end  it is better for organizations, employees, and the people who receive services. 


Tuesday, November 9, 2021

20 Under 40 Leadership Award

On October 29, 2021, I received the 20 Under 40 Leadership Recognition Award. 
Here is the press release. 

(Toledo, Ohio) Elijah Jones, Manager of Treatment Services at Mental Health & Recovery Services Board of Lucas County, received a 2021 20 Under 40 Leadership Recognition Award on Thursday, October 28 at the 26th annual 20 Under 40 ceremony.  He was among the 20 selected from a field of 209 nominated candidates.

In his role at MHRSB, Jones monitors over $14 million in mental health and substance use disorder treatment contracts. He is a member of the Lucas County Opioid Coalition and a co-lead for the healing Communities Study to reduce opioid overdoses by 40 percent. In partnership with the Ohio Department of Mental Health & Addiction Services he worked to rapidly distribute hundreds of naloxone kits into high-risk communities.

Jones is an appointed co-chair of the Social Justice Committee of the City of Toledo Human Relations Commission, he recently completed two terms as the Region 1 director of the National Association of Social Workers-Ohio Chapter and actively volunteers with NASW to create opportunities for local social workers to network and develop professionally. He has participated on the Citizens Review Committee for City of Toledo Department of Neighborhoods as it related to homelessness, and he is a regular abstract reviewer for the American Public Health Association. He is a member of both the University of Toledo Opioid Task Force and the Latino Alliance of Northwest Ohio.

In 2020, Jones won the Adult Leadership Diamante Award from the Latin o Alliance of Northwest Ohio. He is a licensed independent social worker with supervisory designation, a licensed independent chemical dependency counselor, a member of the Academy of Certified Social Workers and a certified clinical trauma professional. He recently completed requirements to become a certified diversity professional. A leader in social work he provides training supervision for students and has taught courses at both the University of Toledo and St. Louis University.

Jones earned both an under-graduate and Master’s Degree in Social Work from the University of Toledo and is currently a doctorial candidate in educational psychology.

The 20 Under 40 program focuses on individuals in northwest Ohio and southeast Michigan under the age of 40 who have distinguished themselves in their career and/or in the community. An independent panel of judges selects the 20 candidates for recognition.  It is intended that the program will further motivate young leaders in our area. Since 1996, 520 young, community leaders have been recognized through the 20 Under 40 program.

Program sponsors include Eastman & Smith; Fifth Third Bank; Plante Moran; The Andersons, Inc.; University of Toledo and Dana Incorporated.  The Toledo Business Journal serves as the media partner, Leadership Toledo serves as the community partner, and Buckeye Broadband as broadcast partner.  Ulrich Pinciotti and THREAD are creative partners.  Community support is provided by EPIC Toledo, Imagination Station, The Toledo Repertoire Theatre, Toledo Alliance for the Performing Arts, Toledo Lucas County Public Library, Toledo Museum of Art, Toledo Opera, Toledo Zoo, and the Valentine Theatre.

Monday, November 1, 2021

November Thoughts: Health Equity

These last several weeks have flown by. Friday was my last day working a job I really enjoyed and was passionate about and today I started a new job in a new city. I am still trying to locate a place to live and finish things in Toledo. I am excited about starting this new role in health equity and have been really thinking about how do we do the work of health equity with an entire system?

For November (and in an attempt to write more), I am going to list some thoughts on some particular subjects. I just want to share my thoughts. That's it. I think things and I think these things can help other people. 

1. SAMHSA seems to center the definition of behavioral health equity on access. However, to do the work of health equity we need to consider all the elements of access and how we ensure everyone knows they have access. 

2. There are so many terms and acronyms. I think Diversity and Inclusion (D&I) work is Health Equity. I think it is great some people add the term belonging which provides just another layer to what this means. I also think health equity is a form of social justice. 

3. Promoting psychological safety helps to foster creativity. I believe creativity is needed to do the work on Health Equity. 

4. Doing what we've done in the past is not working. I would say no longer working, but I am sure the institution and system are doing what they were intended to do. Health equity calls us to disrupt the status quo. 

5. There is a workforce issue and there are not enough clinicians of color. The behavioral health system needs clinicians of color. A client working with a clinician of color which helps to foster safety. Additionally, there is some consideration for more cultural competence training, but I think the work of health equity inherently is inherently a form of social justice. 

To be continued... 

Monday, October 4, 2021

Consider Intersectionality: Caring for Latinx and LGBTQ+ Individuals

Check out this lecture I did for the University of Toledo College of Medicine's Language of Diversity Series. Other lectures as part of the series can be found here



Wednesday, September 29, 2021

Stigma Within Professionals

Let's face-it, there is some major stigma within the social work field in regards to seeking mental health therapy/treatment services. We do not have parity between physical health and mental health. Parity is the state or condition of being equal and we do not view these types of health as equal. 

Recently, I challenged my co-workers to think differently about their responses they gave to changing our Employee Assistance Program (EAP). The current EAP provider was ending their contract with us and need to find a new provider. A co-worker asked about a provider she had seen some flyers for in the building (we share our building with another organization). It was shared that the EAP provider on the flyer was a subsidy of a local community mental health center that we contract with. The co-worker wasn't advocating for them, but pointing this EAP provider out as a potential option. The question was proposed, could this be an option?

Several staff members had strong opinions about using this particular EAP as a provider. Staff had the same feelings that stop many people from getting services:

  • I may have gone to school with some of them.
  • What if someone I know sees me?
  • How do I know my information will be kept confidential?
While I am not saying these feelings are invalid (because all feelings are valid), I would challenge people to stop and think about those feelings and if they relate to stigma. If this was a medical procedure would these be the same thoughts and feelings? These immediate reactions staff shared really relate to the internalize stigma we, even as leaders in behavioral health, have towards seeking help for mental health concerns. We don't trust people to keep our information confidential and we are afraid people who we know may see us getting help. 

I challenged the staff to think about internalized stigma. I am not advocating to contract with this particular EAP provider. I do think we need to examine our thoughts and reactions when mental health treatment "hits close to home". Sure it's easy to think that people should get help when they need it and that people should believe that licensed professionals would keep their information confidential, but is it that easy when it comes to the professional needing help. 

Parity comes when we see mental health and physical in the same light. When our thoughts and reactions to someone (or ourselves) needing psychiatric medications or to talk to someone are the same as getting prescribed something for blood pressure or diabetes. Parity occurs when we take the same prevention measures for mental health and as we do for physical health (hint: a lot of it is the same). Parity is when we understand that physical and mental health are interdependent and they effect each other. 

Stigma is a major roadblock to parity. If we are going to #EndStigma we need to start evaluating our own thoughts and beliefs. 

Tuesday, August 31, 2021

I'm Sorry

I've come to the realization that I have to apologize to myself. For far too long, I have allowed my employers to make me feel that I am "lucky" to have a job or that I am "fortunate" to be working for them. I have allowed myself to internalize these feels and have convinced myself to think that I am worth less that my current circumstance. I have allowed myself to reinforce these beliefs with denied opportunities and have questioned by own competencies and qualifications. I regularly defer any type of group recognition to the group for success while also taking sole responsibilities for failures and shortcomings. I feel the need to be overqualified to even compete with those who are barely qualified. 

So, I am sorry. I am sorry I allowed other's devaluation of my skill and competence to question my own worth. I am sorry I allow myself to settle for less because I have internalized messages that I am lucky to work for an organization. More importantly, I am sorry for questioning what I know about myself and not having the internal strength to fight against socialized norms that don't always fit me. 

I am quite and introverted. I reflect and think. I believe my words should be heard so I refrain from just creating noise. I am not the person to introduce myself to everyone in the room, but I am the person to develop deep connections with others. What I lack in charisma I make up for in wisdom. What I lack in knowledge and skill I make up for in an eagerness to learn and humility. 

As I think about where I am in life and where I want to go, I know that my perspectives have to change. A true apology requires a change in behavior. 

Tuesday, August 24, 2021

Challenge for Transformation

In her book, I'm Still Here, author Austin Channing Brown described the act of challenge for transformation. In context, people may say something racist (or offensive) and recognize the err and apologize for it. In many cases it becomes more of a social courtesy rather than having any real intent to change. In chapter 4 or 5, the author discusses the discord around race and how it is centered around whiteness. The act of apologizing often so the offender feels better; not for the individual who was wronged. Not accepting the apology would be a social misstep, even if the apology was meaningless. 

Instead of accepting the apology and moving on, Austin Channing Brown will challenge for transformation. She will ask the individual what are you going to do differently now? This is a great question to get people to think about their behavior and how to change it. Apologizes don't automatically lend themselves to transformation. It is important for individuals to think about their actions and how to change those in the future. When people are genuinely sorry, they will want to change behavior. Asking them directly will give them a chance to think about it. If they are not interested in changing their behavior they may get upset, but that is ok. Their apology needs not be accepted because they are not interested in doing things differently, they are just interested in saving face. 

An apology without change is empty. Challenge for transformation. 



Tuesday, July 27, 2021

Belonging

In the work of Diversity, Equity, and Inclusion, we can see the growing importance of the concept of belonging. The Society for Human Resource Management (2020) states that research has shown the need to belong at work is second to the need to belong at home. I am not an expert on the topic of belonging, but it is intriguing to me. It has been brought up in some of the spaces I am in, especially at work where our Director of Health Equity has started to bring it up a lot. 

I know from my own experience I do not feel like I belong at work. I don't feel a part of what's going on. I feel like if I left no one would care or notice. I feel like the work I do isn't valued so whether I take on extra responsibility or do the bare minimum it doesn't matter. 

I asked the group I provide training supervision for "what does it feel like when you belong?". I wanted to get from their perspective what does belonging look and feel like because belonging is a feeling. The best intentioned supervisor or administrator can do a lot of things to try to make employees feel involved, but that may not get that feeling of belonging. 

Here are the responses from the group when asked about feeling like they belong. 
  • Protecting the group
  • Receiving and giving positive reinforcement
  • Getting something out of the relationship
  • Authentic relationships that allow for correction
  • Accountability
  • Knowing the culture
  • Feeling safe
I think that last point is very salient. Feeling safe at work is a necessary first step to belonging. How do you belong without feeling safe? Maybe belonging is a long term process, so organizations should focus on helping people feel safe before they feel like they belong. 


Saturday, July 17, 2021

Sharing some old work

Several years ago now I wrote this submission to an online social work journal. I was studying the topic in my educational psychology classes and thought it was really useful information for social workers. I still think it is. The subject is pervasive and I believe it goes under-reported. At the time I thought there should be a screening to help professionals determine if there was an issue. 


Thursday, July 15, 2021

Missing the Mark

 Today is July 15, 2021. I made a goal this year to post at least twice a month. I was doing really well too, but time marches on and I missed the mark. I failed my goal. I feel like I have a lot of thoughts in my head, but I cannot string enough of those thoughts together to make a coherent post. Am I experiencing writer's block?

I am putting this out there, despite missing my goal I intend to get back on track this month. I actually thought I would be back on track last week, but here we are. 

While I work on getting back on track here is an update on me. Right now, I am in a narcan training at the University of Toledo getting ready to provide an update on some community resources for the participants in the training. I have been taking a class in Project Management that has been more challenging that I thought it would be. Who knew there was so much writing in Project Management (other than project managers). I am preparing a presentation with Dr. Elhai for Ohio Children's Alliance Transforming Care for Kids Conference. Our presentation is titled Peers & Predators: Helping Youth Navigate Stress from Social Media. I am a little anxious because our PowerPoint is due tomorrow, but it's not done. More to come on that. 


Friday, June 4, 2021

Ohio LGBTQ+ Unity Summit 2021



This morning I get to be a panelist and provide a short presentation entitle Supporting the Wellness of Your LGBTQ+ Workforce. I wanted to put my slides out there for people to view and reference. 

6/10/21- If you are interested in watching check it out here: https://youtu.be/5f1Zsqgsnrs












 

Monday, May 31, 2021

Affirmations

I've been engaged in leadership coaching for about 9 or so months. It's been an interesting journey of self-reflection and realizing the type of leader I am. I used to consider leadership more along the lines of becoming rather than realizing that I already am. 

One thing that I was encouraged (required) to do as part of the coaching was to write down affirmations. I am not an affirmations type of person, but I am the type of person who will complete assignments...because one I am responsible and that is one of my strengths. Putting these down on paper was a lot more challenging than I thought it would be and it took me longer than I anticipated to get 10 on the paper. There are a few that challenge me even now I think about them. 

I am smart.
I do not owe anyone anything.
My opinion matters. 
I am not afraid of success. 

On a regular basis I try to reflect on these ones specifically in order to manifest them in my daily life. These are probably the ones I believe less often than other affirmations I have written. I am quick to revert to negative self-talk and can sabotage my own success. When I do realize I am talking negatively to myself, I remind myself of these affirmations. I know I will continue to struggle negative views of myself and my abilities, however I have found this exercise to provide a new depth of perspective I had not had before. 

Changing how you word things can have a powerful effect on your mind. Moving forward in life may require some change in thinking. Writing down positive affirmations may be a tool to help your change your thoughts and views about yourself. 

Tuesday, May 25, 2021

Balancing Power

We frequently talk about the inherent power imbalance between client and social worker. Even the terms we use to describe the micro system the social worker is engaged with; client, consumer, service recipient, etc. We are aware of this power imbalance yet we discuss empowerment and we discuss it in the context of the social worker empowering the client. Maybe it is an issue of semantics, but however you slice the power pie the social worker is always left with more. Whether that be legitimate, referent, expert, or coercive power, the social worker is usually always the one with more power. 

An individual working with a social worker may try to find their power and it may be labeled as non-compliant- even that term illustrates the constant power social workers exert over their clients. Not following through on treatment plans because their do not reflect their values, not engaging with the social worker because their is no connection or there is a lack of cultural understanding, or completely removing oneself from a service are ways an individual could try to regain some of their power. 

How do we then start to balance that power?

Let's be honest, a client has little recourse when a social worker is providing poor services. They may be able to complain to a supervisor, but that may be ineffective and depending on relationships may hurt the client. Social work is not like a restaurant where Karen-ing out on management may result in immediate benefits.   

One way I believe we may be able to help shift some of the power in the relationship is to inform clients of their right to make reports to the state licensing board. A step forward would be to show them how to make a report. I don't know about every state, but in Ohio, your professional licensure is public record. Anyone can look up a licensee with first and last name to see the status of the license and whether they have had issues with the licensing board before. 

Providing the knowledge on making complaints to the license board can provide clients a vehicle to ensure the social worker is providing quality services that are ethical and in line with best practices. I do not believe that the majority of clients will follow through with making reports, but I do think that it would empower clients to report concerns to the licensing board. 

I believe that this may be part of informed consent, but is this fulling communicated to clients and do they fully understand what it means or how to do it. Clients can discuss concerns with client's rights officers, but they may be deterred due to the client's rights officers being employed by the agency. 

These are some thoughts I've had recently. There are more ways to start to bring about more balance in the client/social worker relationship, but this is one way I do not hear much conversation about. 

What are your thoughts? Do you inform your clients that they can make reports to the board if a social worker is being unethical?

Friday, April 30, 2021

TIC Thoughts

This week I participated in two events that centered around trauma informed care. Several things were stood out to me during these events and while I am still processing I wanted to put them out there. Plus, it helps me to reach my goal of blogging at least twice per month this year. Admittingly, this blog post won't be the same as my others. Here I am just putting thoughts, ideas, and things that really stopped and made me think. 

  • "Racial oppression is a traumatic form of interpersonal violence which can lacerate the spirit, scar the soul, and puncture the psyche". - Dr. Kenneth Hardy
  • We cannot build authentic rapport without addressing historical trauma. 
  • Protective space and protective relationships are the foundation of trauma informed practice and supports the brain's neuroplasticity in healing. 
  • Trauma is a public health problem. 
  • Safety cannot exist without incorporating culture. 
  • Trauma involves a loss of power and control. 
  • "Nothing for us without us"; we must include those who are affected in meaningful ways. This is completely aligned with TIC principles. 
  • We are harmed in connection- we can only heal in connection. 
  • Evidence based practices must be implemented within the context of the community. 
  • Keeping the work of trauma informed care moving forward requires collaborations which is a from of community care. 
  • Sense of belonging is both necessary for those being served and the professionals who are part of the service. 
  • To help foster belonging, take time to address when there is a breakdown in safety or a violation of norms. 
  • Equity and culture are embedded in being trauma informed. 
  • When we practice TIC everyone benefits. We need to have a common language and framework. 
  • Transforming systems is foundational to healing- community collaborations are needed to moving the work forward. 
  • Healing is more than resilience. 
Some questions I am still pondering:
  • How do I foster a sense of belonging in the groups I work with?
  • How do we give voice and choice to those we are working with in a meaningful way?
  • How am I working to address historical traumas?

Friday, April 23, 2021

Self-care: Practice or Play


For the past year or so, I have observed more and more conversation about self-care from both social workers and others. I have read posts on social media with friends and colleagues discussing what they are doing for self-care. I even started a Facebook group with the intentions of encouraging people to engage in more self-care.

One post really got me thinking. A friend discussed their plans for having a spa day and getting their nails done. My initial thought was “Oh good for her”, but as I thought more about the post, I had to ask myself is that practicing or is that playing? There is an interesting dichotomy between practicing and playing, but we do not discuss it much when we talk about self-care.

So, what is the difference?

Practicing requires word and dedication. One does not become good at anything by doing it every so often. If I am trying to learn to play the piano, I would not be very good if I just worked at it once a week.

The word play is defined as to “engage in activity for enjoyment and recreation rather than a serious or practical purpose”. The word itself probably brings up images of something enjoyable that you may have done as a child or you do now. Adults do not play all the time; that is the quintessential hallmark of being an adult. I can play a board game, but no one probably say I am practicing a board game. I can also play a sport, but if I wanted to be taken seriously it would be more appropriate for me to practice that sport.

Are you practicing or are you playing self-care?

Practicing and playing are both important and social workers need to do both. However, playing self-care (i.e., getting nails done, drinking a glass of wine, or eating some fine chocolates) is not enough. We also need to develop practices of self-care. We need to attend to our emotional, spiritual, mental, and physical health. Each person’s path to self-care is different, but I encourage you to consider how to move from playing with self-care to developing more practices of self-care.

As you consider this, you begin to realize it is strongly related to resilience. Six psychosocial factors have been found to promote resilience and these include optimism, cognitive flexibility, active coping skills, maintaining a supportive social network, attending to one’s physical well-being, and embracing a moral compass (as cited by Nugent, Sumner, & Amstadter, 2014). These factors have been studied in individuals who have experienced resilience after a trauma, however, I contend that as social workers are living through a global pandemic with the burden of trying to care for a society that is plagued with injustices. If we have not experienced our own trauma, we need to be acutely aware of secondary traumatic stress. 

Play with your self-care. Find relaxation and enjoyment, but don't forget to practice self-care too. 

 

Monday, March 15, 2021

An "Aha" Moment

The New Social Worker magazine put out a solicitation for articles for Social Work Month 2021. I decided to try and submit something I have gained a deeper, clearer, and stronger realization of over the past year. I was excited to find out that it was accepted and published. 

"From a macro perspective, the most essential thing I want social workers to know is that we must work on changing the whole social environment" (Jones, 2021). 

You can read more here

Tuesday, March 9, 2021

Can “why” help prevent burnout?

Long story short, I decided to take some classes towards a Master’s in Business Administration. Will I complete it? Who knows…I honestly know. I am just taking a class at a time and focusing on enjoying learning new information. The first class I took was on Marketing for Nonprofits. I’ve always been kind of interested in marketing so I was excited about the course.

I believe it was in the second week we had to watch a TEDx Talk by Simon Sinek. In it, he talks about how most leaders and organizations know what they do, and then some go further and know how they do it. Few organizations know why they do what they do. Sinek refers to this as the Golden Circles; a seeming simple concept, but very impactful once fully realized.

Inspired leaders and inspired organizations communicate from the inside out; they start with why. Too often in social work we get caught up in the what and how. We want to know what we need to do our how to address a situation or what the issue is and how do we empower clients to address their issues that the why gets lost. I don’t know if you have every been in a situation where you do things just because someone has said this is what we do without explaining why it’s done that way. It drives me up a wall. Some people are so content without connecting to they why.

I think part of the reason social workers burnout is because they lose that connect with their why. Our jobs stress the what and how and it’s usually up to us to connect with our why. This March, social workers have been inundated with messages about being essential, but the funny thing is I think we already knew that. Knowing we are essential to the very social fabric of the country isn’t enough to save us from burnout. In fact, there is no single solution to the problem of burnout. However, there are things social workers can do to help prevent burnout such as self-care and appropriate supervision. Check out this article with some guidance on preventing burnout.

Social work is not a profession for the light hearted. If you are in micro practice you are working with people on some of their worst days. If you are in macro practice it is easy to forget that change takes awhile to happen. We can get so caught up in our daily "to-do" lists or whatever priority has come up. We take a strength's based approach to our work and sometimes we are the only ones looking for the good in others. When society is falling apart, social workers are there advocating for change. It's no wonder we spend so much time focusing on the what and how that put the why on the back burner of our minds. 

While not the single solution to burnout, I would encourage my fellow social workers to spend some time in reflection and reconnect with your why. Why drives our behaviors. Your why is probably what got you into the social work profession in the first place. Maybe your why has changed over the years (and that’s ok), but going beyond the what and how of what you do to connect with why you are in the profession can be part of the solution to preventing burnout.


This social work month- Connect With Your Why.

Sunday, February 28, 2021

Cultural Competence

Over the past year or more I have been reflecting on what it means to actual be culturally competent. The Code of Ethics states that "Social workers should have a knowledge base of their clients' cultures and be able to demonstrate competence in the provision of services that are sensitive to clients' cultures and to difference among people and cultural groups". 


I'm not here to talk about the cultural competence vs. cultural humility, but for the record I appreciate the semantics of cultural humility. What I've been reflecting on is how do we "do" cultural competency? How do social workers shift their practice to provide services in a culturally competent way? 

I've been talking to other social workers about this. Now I have thoughts on this, but I am still trying to put those thoughts into words... so here are a few thoughts. 

1. Seeing a person as an expert of their own experience. 
2. Recognizing our own bias. 
3. Exploring values. 

This third bullet point really got me thinking recently. Exploring and clarifying values is a critical part of therapy, in my humble opinion. Values are often based in a client's cultural upbringing so helping a client to explore and clarify their values helps the social worker learn more about a client's culture. 

This could be very common knowledge, but it was light a lightbulb went off in my head. When we learn our client's values we get a look into their culture and what is meaningful to them. It also helps us to avoid approaching cultural competence as a cookie cutter method. Black/African American people are not a monolith; Latinx people come from a host of cultures. We can know about culture, but listening to a client, positioning them as the expert of their experience, and working with them to explore their values are strategies for competent practice. 


Tuesday, February 16, 2021

What Makes a Good Supervisor?


First of all, let me just say we are under a level 3 snow emergency here in Lucas County. I am working from home so although the office is closed I am still working. Although I am grateful that I do not have to go out in this snow today. Also, I do not have some clever way to relate this snow emergency or the picture to the topic of this post. I just wanted to show you the snow. 

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In a supervision group I was facilitating recently, we got on the discussion of work supervisors. I am not the work supervisor for anyone in this group so I thought it would be interesting to hear there responses on what makes a good supervisor. I believe it is good to hear from social workers what they think makes a good supervisor. As I said to the group, one day you will all be supervisors at some level so it is important to start developing your skills now. 

What makes a good supervisor?

  • Someone who listens and validates. 
  • Someone with a serving attitude. 
  • Supportive, empowering, and strengths based.
  • They are a leader instead of a "boss".
  • Collaborative.
  • Approachable- they are open to feedback.
  • They act as a coach, mentor, and guide. 
Without prompting, these social workers shared qualities that are inherent in social work. Does this me all social workers make good supervisors? No, being a supervisor isn't for everyone. However, social workers do possess many of the skills they need to be good supervisors. 

For me, the one critical thing missing from this list is technical skills. Now I wouldn't expect that this group of social workers would say that during our conversation, but I do feel like the supervisor does need to possess the skills of what they are supervising. Is that common sense? Maybe, but I felt that any list needs to explicitly say that a good supervisor has the technical skills of related to they are supervising. 

So what about you, what qualities do you feel are needed to make a good supervisor? Do you agree or disagree with this list? Is there something critical that is missing? 

Sunday, January 24, 2021

DEI Skills and Social Workers

Yesterday, I was able to watch a Diversity, Equity, & Inclusion Careers Panel hosted by Andrea G. Tatum with panelists Brittany J. Harris, Tara Robertson, and Pin-ya Tseng. I was excited to be able to watch because I want to get into more DEI work, especially outside of the corporate America space.

  • Strong command of social justice principles
  • Strong theoretical underpinning
  • Curriculum design- the ability to take complex topics and teach them creatively
  • Commitment to living this work and practice
  • Curiosity
  • Be Strategic
  • Influence Others
  • Get Cross Functional Projects Done
Tara Roberts has highlighted 5 skills she believes are needed for DEI professionals. I’ve linked to her blog so you can read more about the skills she’s identified. The question to the panel was to pick three, so she highlighted the final three on the list.

Not sure much a skill but something the panelist kept coming back to was continual learning. Reading, listening to podcasts, and learning from others are all ways to engage in continual learning. It doesn’t have to be a formal class or certificate program in diversity and inclusion.

The Conference Board published Creating a  Competency Model for Diversity and Inclusion Professionals. I reference this because as I consider the skills noted in from the panel discussion and the competencies highlighted in the competency model, I can’t help to think that a lot of this aligns with social work skills and values. There are some areas of competency and skill the social worker may have to develop, however, the core of DEI work runs parallel to social work training.

As we seek to live out the ethical principle,

“Social workers should promote conditions that encourage respect for cultural and social diversity within the United States and globally. Social workers should promote policies and practices that demonstrate respect for difference, support the expansion of cultural knowledge and resources, advocate for programs and institutions that demonstrate cultural competence, and promote policies that safeguard the rights of and confirm equity and social justice for all people”,

social workers should enter the DEI space. We are advocates for social justice; this sets us apart from so many of the helping professions. Our work is based in theory and we apply research in our work at the micro, mezzo, and macro levels. Traditionally, DEI work is seen as a human resource function, but as our world changes and understands the value of diversity, equity, and inclusion social workers should be ready to take up space and have a find their seat at the table whether it is the corporate sector or in the non-profit, social service sector. Society goes beyond the traditional areas social workers are found and promoting better conditions requires social workers to be in all spaces.

Tuesday, January 19, 2021

Leadership Philosophy

 For the past several months I have been in leadership coaching. This is something I sought out on my own because I've felt "stuck". I have the education, skills, and abilities but I feel that no one views me as a leader. I know part of this is because I don't share all the amazing work I do. People don't really know what I do let alone all the aspects of what I do. 

So far my time in coaching has been a great, introspective experience. I've learned things about myself and I have gained more confidence in my ability to lead. My coach reminded me that there are many out there who are looked to as leaders just because they called themselves that. I can start leading where I am at; I do not have to wait for others to "see" me as a leader. 

Part of the work has been to develop my leadership philosophy. There were several exercises leading up to developing my philosophy including identifying my own leadership values. I spent a lot of time in reflection about what leadership is and what it means for me to be a leader. I've realized that while I am more of a behind the scenes guy, I need to put myself out there more. Starting this blog was a way for me to put myself out there and to share my thoughts and perspectives on things. 

Now here is my leadership philosophy. 

There is a difference between leaders and good leaders.

Good leaders respect and value those they lead.

I believe leadership is fluid and contextual.

Good leadership is the ability to adeptly use knowledge, skill, and influence.

I value wisdom, collaboration, and competence.

Good leaders seek to do no harm.

I seek justice in all my work.

Trust is foundational to good leadership.

I cultivate trust through authenticity, commitment, and follow through.

Diverse perspectives bring strength and help to shape leadership behavior.

I am a humble learner; learning from other leaders and those who follow.

I believe leadership has the potential to make positive change.


Monday, January 4, 2021

2021 Equation

 


Over the past few years I have been thinking about coping skills and self-care. We tend think of them very different and because we think of them differently different people do self-care of use coping skills. 

Psych Central defines self-care as "any activity that we do deliberately in order to take care of our mental, emotional, and physical health". The World Health Organization defines it as "the ability of individuals, families, and communities to promote health, prevent disease, maintain health, and to cope with illness and disability with or without the support of a healthcare provider". Self-care can promote health, but also help us cope with disease (read dis-ease); it's prevention and treatment. Social workers typically talk about self-care as a strategy to deal with stress and promote burnout. There are many examples of self-care, but I think of it as both instances and practice. Taking a bubble bath or venting to a close friend are instances of self-care. Practices of self-care could be setting boundaries in one's professional and personal life or drinking enough water every day to stay hydrated. Here is a list of 134 self-care activities

The Center for Studies on Human Stress (CSHS) define coping as "the thoughts and actions we do to deal with a threatening situation". Whether you call them coping skills or coping strategies, they are things people do to deal with stressful situations. I have issues with the term coping skills because it seems like sometimes we just talk about coping skills while people are getting treatment instead of talking about how people can have a better quality of life. Even if coping gets easier, it's still just coping. 

CSHS discussing coping skills as either problem-focused or emotion focused. Depending on the type of stress, coping skills differ but coping is a process. The Cleveland Clinic offers a good article on coping with stressful situations and gives some examples of common coping skills. There are many different times of coping skills and their effectiveness varies from one person to another. I've always encouraged people to find coping skills that work for you. Coping skills help people cope with stress and (hopefully) prevent further negative consequences. Here is a list of examples of coping skills. 

When you start to think about coping skills they start to look a lot like the instances and practices of self-care. 

Now who does self-care and who uses coping skills?

When you listen to conversations, self-care generally focuses on the professional while coping skills are more for the client. 

  • A social worker who sleeps in may say "Oh I needed that" and colleagues may recognize that as self-care. A client who sleeps in may be considered lazy or unmotivated. 
  • A social worker who says that are going to have a bottle of wine after a stressful week at work is celebrated for their commitment to themselves, but a client who says they drank a bottle of wine after a long week could be seen as having a "drinking problem".
  • A social worker who goes and gets a manicure is typically seen as investing in themselves, while a client who gets a manicure may be seen as wasteful. 
I think we have unintentionally (or intentionally?) made self-care a privilege with how we talk about it and made coping skills something "the other" has to do to get through stress. In other words, professionals get to engage in self-care while clients get to cope. Perhaps it's becomes the professionals have moved beyond coping or they know how to cope. Maybe it's healthier (or easier) to help clients focus on coping skills rather than the instances and practices of self-care. 

The Equation for 2021

In 2021, let's change our thoughts around self-care and coping skills. We see by definition that each can serve a slightly different purpose, even though the act is the same. Mindful meditation can be a practice of self-care, but it can also be used to cope with an emerging life stressor. We need both coping skills and self-care. Social workers, professionals, and the people we work need both. This year let's think of self-care and coping skills as part of the wellness equation. It may be a bit over simplified, but when we start to combine self-care in it's fullness and coping skills we can achieve wellness for ourselves. 

When there many components to wellness such as emotional, physical, mental, and spiritual. Wellness is interrelated and interdependent. Self-care and coping skills both can help us promote our own wellness. 

Challenge

As we begin 2021, let's think about how we can practice self-care and use our coping skills as part of our strategy to achieve and maintain our own wellness.