Supervision / Leadership
Recovery Support Supervision Fundamentals
DESCRIPTION
Recovery Support Supervision fundamentals is a two-day exploration of the skills and knowledge required to provide supportive, and ethical, leadership to recovery support professionals. This includes providing strength-based, supportive leadership for a professional recovery support team. Ethical leadership is based upon a non-clinical approach to empowering the recovery support professional to provide person-centered support.
LEARNING OBJECTIVES
- Define recovery support professionals, their role, and their ethical responsibilities
- Identify how to provide support and education to recovery support professionals
- Identify skills necessary to provide quality and ethical recovery support professional leadership
- Develop a plan of action to effectively lead and support a recovery support professional team
Duration
14 hours (Two days)
CEU Credits
14
Presented by
Cultural Competency for Service Providers
DESCRIPTION
Participants will discuss past, present and potential future cultural competency practices and/or experiences. Attendees will consider messages received regarding differences and determine how this experience might influence current thinking. A comprehensive view of diversity dimensions will be shared. Participants will review several aspects of diversity, both within groups and across groups. Existing diversity in one’s environment will be explored. Participants will consider communication styles of several generational groups. A description of microaggressions and the impact of these actions will be shared. Attendees will conclude the day with a personal plan for continued growth in this area.
LEARNING OBJECTIVES
- Identify how past experiences have affected current thinking regarding: gender, age, race, sexual orientation, and religion.
- Identify: primary, secondary, organizational, and cultural aspects of cultural competency using Loden, Gardenschwartz and Rowe’s illustration.
- Review Peter Bell’s model of Interpersonal Styles and consider implications for application to clients regarding acculturated, bi-cultural, culturally immersed and traditional identities.
- Complete and discuss the Diversity Within The Environment Inventory.
- View a Microaggressions video and apply concepts to personal experiences.
- Design a personal plan for continued cultural competency growth.
Duration
6 hours (one day)
CEU Credits
6
Presented by
Cultural Humility
DESCRIPTION
This interactive and didactic course explores the concept of cultural humility and identifies strategies for increasing understanding and implementation of the principles. Cultural Humility is defined by the National Institute of Health as: “a lifelong process of self-reflection and self-critique whereby the individual not only learns about another’s culture, but one starts with an examination of her/his own beliefs and cultural identities.” During this learning experience, participants will have the opportunity to consider the personal application of cultural humility. The fluidity of cultural humility will be explored. The difference between cultural humility and cultural competency will be discussed. The importance of a historical context regarding cultures will be addressed. The QUAN Model will be used to provide a framework for this concept. The five R’s of Cultural Humility will be introduced as steps in assuring implementation of cultural humility practices.
LEARNING OBJECTIVES
- Review and consider personal application of the National Institute of Health definition of Cultural Humility.
- Discuss six key attributes of cultural humility, including: openness, self-awareness, supportive interaction, mitigating power imbalances, self-reflection and critique, and institutional accountability.
- View several videos used to illustrate the relationship between cultural competency and cultural humility
- Identify how the historical context influences cultural responses.
- Consider strategies for implementation of the five R’s of Cultural Humility. These are: Reflection, Respect, Regard, Relevance, and Resilience.
- Utilize the QUAN Model to evaluate cultural humility practices
Duration
6 hours (one day)
CEU Credits
6
Presented by
Diversity, Equity, and Inclusion
DESCRIPTION
During this three-hour didactic and interactive course, the concepts of diversity, equity, and inclusion (DEI) will be explored. The contrast between equity and equality practices will be considered. A humorous video which illustrates inclusiveness challenges in the workplace will be viewed. Differences between diversity programs and DEI programs will be reviewed. Participants will have the opportunity to examine the personal impact of inclusive behaviors. Those attending will review evidenced-based data regarding the benefits of diversity equity and inclusion programs. The advantages of diverse teams will be explored. Successful DEI strategies, as well as pitfalls to avoid will be shared.
LEARNING OBJECTIVES
- Review the concepts of diversity, equity and inclusion and consider application to the workplace.
- Identify the differences between Diversity and DEI programs
- View a video which illustrates DEI challenges in the workplace.
- Discuss the contrast between equality, equity, and justice concepts
- Identify six primary benefits of a diverse team
- Discuss the 3R+ model of benefits of DEI programs
- Review seven practices to avoid in successful DEI efforts
Duration
3 hours
CEU Credits
3
Presented by