Integration and Supervision of Peer Workers

hi everyone we’ll get started in just a minute but please take a second to answer the two poll questions that we have in the room all right good afternoon everyone and welcome to the integration and supervision of peer workers informational webinar we are so happy that all of you could join us today my name is courtney williams and i’ll be moderating this event for you all before we get started i’d like to review a few uh housekeeping items with all of you please plan and plan to listen in to the presentation via your computer speakers or feel free to call into the phone line that can be found at the welcome and audio information box on the right hand side of your screen you will engage directly with our presenter and each and each other through the live questions and comments box please feel free to ask any questions there as well and we will get to them during the discussion portion of the webinar if you’re experiencing any technical difficulties please request assistance in that same questions or comments box our tech staff is reading your comments and we’ll respond to your needs as soon as possible the event is brought to you by c4 innovations c4 works to promote advance and improve recovery wellness and housing stability as an organization we are committed to reducing disparities and achieving equitable equitable outcomes we achieve this work by partnering with service organizations communities and systems to develop and implement research-based solutions that are person-centered oriented trauma-informed and equity-focused we conduct training technical assistance consulting evaluations and research for organizations that provide social services primary and behavioral health care and housing to marginalize people for more information and to stay up to date on all things c4 please visit our website c4 innovation to sign up for our listserv or follow us on twitter facebook linkedin and youtube where we post regularly as people were arriving today we did post a couple of poll questions so let’s take a look all right the first one is what is your role we have about 27 of people in recovery 39 peer support workers we have some family members medical providers a couple of mental health providers um case managers staff supervisors that’s awesome and the other poll says please state the setting where you are employed so we have about two people at inpatient treatment settings 26 of you are outpatient treatment settings we have a good number at residential settings and a large number at peer-run uh recovery community organizations that is awesome i am so so excited to announce today’s presenter cheryl gagne cheryl is a senior associate at c4 and has worked in the field of behavioral health for over 25 years as a clinician researcher professor and trainer and with that i’d like to get us started and turn things over to cheryl hello and welcome everyone welcome um as i heard my introduction today and yesterday it dawned on me that i can now say over 30 years so that’s both um you know kind of exciting i feel good about that i’ve spent my whole career in uh behavioral health um first working as an addiction counselor then working intensely with people with co-occurring conditions and then 20 years at the center for psychiatric rehabilitation at boston university uh with bill anthony uh the father of psychiatric rehabilitation who passed away last week um and um but left a legacy of of hope for recovery for everybody with mental illness and substance use disorders for the past 10 years nine years i’ve been at the center c4 innovations and having a wonderful time training uh people across the country in a variety of topics and primarily around peer workers i have to disclose that i’m not a peer worker myself i’ve i’m not certified i haven’t been through the training so i am

a person in long-term recovery uh from addiction and in recovery from a mental illness and have supervised peer workers uh throughout my career since the early 1990s i also want to point out that the term integration is sort of an umbrella term and a better term might be involvement you know there’s there’s possible to have integration without high levels of involvement and really involvement is the goal um with peer workers in behavioral health systems so i just want to set that as the foundation for today thinking about integration or involvement as the foundation umbrella term and we’re going to take a closer look at supervision and how supervision brings about higher degree of involvement and integration so today we’re going to focus in on the principles and practices of peer support services it’s essential that supervisors understand the role ideally the supervisor is a certified peer support specialist certified peer recovery coach we understand that often in the real world there may not be peers working in programs who have been there or who have the skills of supervision yet so non-peers may supervise peer workers but it’s essential that they understand the principles and practices you want to talk about we’ll talk about the essential functions of supervision kind of what goes into supervision and then explore kind of an application of recovery oriented approach we have a couple of issues that came up and we’ll ask you to respond to as supervisors you can put that hat on even if it’s make pretend and you’re not currently a supervisor you’re very welcome to participate in the exercise um so we’re going to ask the first question um being a please this your experience with okay you’ve responded thank you let me view the vote no and the poll has everybody voted the question is um and you can see it right next to the slides your level of experience with um peer support services okay so i think you know there’s a wide variety and again the the group here very diverse group that’s exciting some people are themselves certified peer support workers um others are very new to the field um let me scroll up see where the most people are at wait oh so about half of you and this is really big half of you currently supervise peer workers so that’s great an organization people who work closely with care workers so a real range okay thank you a real range but understanding that half of you are already supervising peer workers why they’re focusing on peer workers it’s not that they’re so special we know that they need super special treatment but they are relatively new to the behavioral health care system and they fill some unique roles and i shouldn’t just say behavioral health because really peer workers have made incredible inroads in all of healthcare it is true that supervisors may not understand peer support well enough a couple of webinars like this may not be sufficient to give people sort of a sense of what peer support is all about often the organization or the program may not be aligned with recovery oriented values um and so that is uh problematic for some peer peer providers in terms of their code of ethics and their recovery-oriented focus we know that providing supervision does really promote good practice ethical practice increases workers satisfaction and that’s across the board that’s not just unique to peers but good supervision in services promotes satisfaction and good practice um there has been research that’s shown that supervisors play a key role in integration of peer workers in a workplace

and promoting uh bringing about changes promoting recovery oriented workplaces and that leaders in the peer run recovery community organization so many uh peer workers are not working in sort of traditional behavioral health settings but rather peer run organizations which typically are grassroots you know building the plane as you fly so to speak and they may not have the infrastructure or skill set to be able to provide high quality supervision and so maybe need some you know training and technical assistance to to structure a supervisory program so that’s why we focus on it what’s unique about peer workers is that they do provide uh non-clinical supervision i mean non-clinical uh recovery support services as opposed to the more clinical treatment oriented and by clinical we’re really talking about symptom focus you know clinical is a treatment word uh the goal of treatment is to um you know reduce symptoms right recovery support isn’t about reducing symptoms but enhancing wellness and enhancing function right let the treatment people focus on reducing symptoms but how can we can enhance wellness enhance um competence in the world and that’s more what what peer support is about um so it’s like the other 99 of a person’s life not the symptoms which is clinical uh peers do follow a different code of ethics and there are really clear ethics and i have a an example of a good code of ethics in the download load pod for you but one of them is like non-coercive there can be absolutely no coercion in the interactions they can’t be a part of that high degrees of respect there is a unique skill set in practice which often revolves around sharing personal experiences with another person which is not part of any other professional practice and the bottom line is that peer workers people in recovery but particularly those who are filling roles as peer support providers have to contend with stigma in the workplace and let’s break down stigma to recognize that stigma is the foundation is ignorance right not having the right information or proper experiences to see clearly so there’s ignorance there’s bias or prejudice these kind of hardcore sometimes subconscious beliefs about differences so bias and then there’s outright discrimination and those are practices that have um a negative effect on one group or another and people in recovery from addiction from mental illness or contending with stigma in the workplace okay i have a question i posed a question i don’t know if everybody’s answered about their experiences with supervision any anyone else need to answer i’ll give another minute okay couple people still voting some people aren’t voting it could mean you’re sharing a computer please for sure it’s a anonymous uh poll go ahead i’m going to end the poll now all right so i’m going to scroll no one else um so there you know about a fifth of you have never supervised nor taken a course in supervision that’s a good time for this webinar because it kind of just sort of gives an overview um about another fifth are supervising but never received uh training on it and that is very very common um in service industry i mean it’s just when you get promoted oh yes then you’ll be supervising these five people never having um you know a course in supervision or training very common experience many uh there’s about 10 percent of you who are skilled and experience and over half

who are very skilled and experienced and who continue to strive to improve their practice and you know i i think if we did this survey even five years ago it would have looked a lot different so i feel inspired by that half of you be you know experienced and skilled please feel free to put comments into the chat box as well as we go through the uh presentation so i’m going to talk about supervision as a kind of it’s a professional relationship all right not a friendship it’s a collaborative activity between a supervisor and worker in which the supervisor provides guidance and support to the worker to promote competent and ethical delivery of services and support through the continuing development of the workers application of acceptable professional peer work knowledge skills and values right that’s a mouthful but it really captures what a supervisor does and it captures all the functions of a supervisor first and foremost being collaborative uh suggests a real partnership that you’re both on the same team working together there are many of us who came to work and supervision with the um unfortunate experiences of having anyone an authority being a frightening person so being mindful we’ll talk about trauma informed supervision but being mindful that people don’t show up to the supervisory relationship with a clean slate that we bring ourselves to their relationship and even the idea of collaboration may be something that takes a while to really demonstrate and model with a supervising and we know that you know the benefit from peer workers and again the benefit for all workers of supervision is um you know that supervision does uh provide an opportunity to reflect on the practice you know did i use the right skill with the right person at the right time like walking through that having somebody who’s skilled and knowledgeable about peer practice is essential delivers better outcomes that comes from kind of exploring those work issues maybe i’ll try it another way next time certainly enhances problem solving skills supervisors are great at presenting us options another way to think about it and and options for strategies certainly improves clarity and objectivity and decision making you know a supervisor is another set of ears who can objectively reflect on the whatever’s being brought ideally supervisors empower motivate and increase workers satisfaction and understanding that empowerment is all about you know teaching people the competencies are giving them confidence to do things for themselves so empowerment is not really just this lofty idea but it actually manifests in people being able to have their own agency and be able to navigate whether it’s a you know a system of care or workplace empowerment is about giving it away so if we look at these basic functions of um supervision you can see that you know there are kind of three categories of work that we do three buckets of work and all the while we’re using these competencies of inspiring teaching modeling supporting challenging uh evaluating collaborating it should be number one in advocating all of those competencies um and fit into these buckets um so of administration and that’s like getting it done that’s the kind of task where you’re checking things off list your you know very important function of supervision helps the person navigate make sure they you know get their timesheet in make sure their workload is balanced so administrative function is very important and some people are really good at that management and administrative function the formative function is the you know teaching modeling challenging helping the person grow as a you know as a professional so formative is really about development

and so key um early in a person’s career um actually throughout a person’s career it’s it’s wonderful to have a supervisor who really helps you grow beyond where you are now um and then finally the supportive function um and that is you know helping the person be a little more resilient with the workload and response to work and you know supporting them listening um praising frankly um you know so those are the three kind of buckets now if you look at those administrative formative and supportive it’s a lot to ask for a person there’s such different sort of skill sets within those it’s hard you know it’s hard for a single person to master all those buckets um and so um you’ll find as a supervisor there may be parts of it that you’re great at and parts that you struggle with and i think that’s um a lot of it sometimes organizations will kind of spin off the administrative and that’s where you get your one-to-one sort of checklist and have a group of of you know a real cohort of people who are doing the same job to do formative and supportive together some organizations are lucky enough to do that in some organizations um they have helped peers get the formative and supportive um supervision outside of the agency in which they you know work with the run organization to provide the kind of training and support ongoing development so there’s a lot of ways you can meet the functions and deliver adequate supervision so oh i went into too much detail on that slide because here i elaborate again so again this will um you know administrative supervision this is quality of work workload liaison to everything in the in the company um this is the thing i’m worse that i actually this is the part that i’m terrible at um i wouldn’t want to supervise anyone if i were the only one doing the administrative stuff so those are the tasks there formative supervision though and that’s really focusing on professional development um and there are ways to do this for for no cost within the organization you know having a uh learning lunch uh one day a week or one day a month where people are taught how to do something um what is it lunch and learn i think it’s what they’re called but it’s really about increasing you know skills and maybe shifting attitudes providing training and then supportive supervision often it’s also giving feedback on work lots of praise but also areas for improvement and discussing people’s reactions to their work what is the impact of that been you validate provide encouragement promote self-care practices again this has to be universal you don’t want to single out peers are the only ones i talk to about self-care um and when we look at like best practices and supervision we have to think about a universal application because there they are best practices in supervision they’re not best practices in peer supervision um okay often we’ll use the term recovery oriented trauma-informed supervision and and how do we think about supervision in this way well there’s a lot of overlap between the two um kind of uh focus foci um but they’re um i’m gonna just elaborate a little bit now so recovery oriented supervision again it’s a collaborative process so it is supervision that fosters the professional development of a person in recovery and it’s strength-based so really highlighting the uh the core strength of the person empowering teaching and helping people do for themselves super respectful uh growth-oriented really belief in the potential of everyone to grow in their uh profession and that it’s mutually directed over time that you you’re more of a team that you really um you know it’s not you’re not pitted against each other but rather can look at the program and mutually kind of see what is needed and that may

be an aspirational goal certainly at the beginning in the first few weeks months maybe even years of a person’s work but over time that’s your aim i always think of recovery-oriented work as whether it’s supervision whether it’s counseling whether it’s case management if you’re recovery oriented your job is to work yourself out of a job right to make yourself obsolete that over time the person will learn that you’re transparent enough and you’re teaching along the way um and that’s recovery oriented trauma informed supervision is a collaborative safe relationship that fosters the growth of people who have experienced trauma and again i i would bet that most of us you know rather than think about only people diagnosed with ptsd if we make this a universal approach it’s not going to harm anyone recognition that trauma is ubiquitous and that people are in authority which unfortunately supervisors are often seen as a person in authority authority is a common um trigger for people with um you know post-traumatic stress disorder or you know for many of us providing the essential ingredients of sort of a trauma-informed approach of safety choice collaboration trustworthiness this is really important in the work environment that transparency honesty you know demonstrating trustworthiness once again empowerment working yourself out of the job so here’s here’s our did i have another question no after this so right here is our uh exercise i saw a scenario that comes up so um austin is a certified peer specialist recently hired to conduct educational groups and to provide individual uh support to people hospitalized at a small state facility that’s a picture inpatient groups individual connection often has great interpersonal skills and connects and engages patients in educational activities so they teach a wellness recovery action plan they might do a little cvt they might just do a little you know goal setting together those are the groups and he connects with people individually you meet with alton as a supervisor and you want to review how alton writes his clinical notes after each meeting with patients often says i don’t write notes peer specialists do not write write notes it’s against our code of ethics your understanding is that it is necessary that often write clinical notes what do you do so how would you respond to alton there’s a poll here anonymous poll so only 14 people have in their 112 of you so i’m going to wait a couple more minutes for more people to vote let’s see thank you anymore keep voting this is not an uncommon uh problem or yeah something that comes up in programs okay some people are tight typing in some comments too okay thank you thank you thank you i’m going to end the poll this is where so most of you said explore his objections to the documentation don’t act but just kind of explore what’s behind it and and actually that that is the first step you know explore without the reasons for objection to writing clinical notes um you know once you understand that well peer support is non-clinical um you know peer support value confidentiality that peer support um uh you know trust and respect are key um are there ways within those guidelines that he could could write you know following the code of ethics are there ways that he could write them so brainstorm without and how he might document the group and individual activities that aligns with his code of ethics uh many people are taught well i missed this comment but

yeah some people are talking about um are talking about um uh training maybe he needs some training right and we’ve talked about it’s really a balance like yeah it is part of the role it is in his job description it wasn’t his job description but can we make that happen in a way that aligns with his code of ethics and you know his current practice as a peer specialist write a non-clinical note with the individual or group that could be the last activity to kind of summarize what they did together you know share the note with the group for approval or individual for approval you might have to work with some colleagues to change the record keeping aspect of it there’s sometimes checklists that you have to do before you can get to the text there may be some changes around that the actual medical record i know that’s a hassle but it may need to be done certainly some changes perhaps in policy maybe to work with billing to find out what kind of language is needed for a particular billing code so training may be uh important but you know bringing into the conversation his code of ethics his his quandaries about writing a note brainstorming ways of doing it without um stirring up his concern about confidentiality and non-clinical approach all right let’s look at these are some questions you can ask yourself when you’re kind of going through those uh actions and like am i focusing on on the strength is what i’m doing empowering for both of us you know is that is it helpful to me to explore it and explore other ways of doing it am i respectful are we focused on the person’s growth and is the person kind of mutually or at least involved in directing the supervision so here’s another scenario and there’s no poll question for this one so i want everyone to feel free to type in so serena is a new graduate from a peer recovery coach training she had very limited work experience before being hired at your agency in the first months of work serena missed or was late for meetings she often seemed overwhelmed by work tasks when you ask serena about missing meetings she starts to cry she tells you that she’s not using you didn’t ask that and that she’s trying really hard uh her probationary period is ending and you’re unsure about whether or not you want to offer her a full-time position thinking about kind of recovery-oriented trauma-informed supervision how might you talk with serena so a lot of people are typing and i’m i’m happy to hear that and understanding that there’s not one right answer that there may be many approaches that few uphold the values of recovery oriented trauma-informed okay stop typing yeah really identify her strengths ask her what’s going on and what supports she might need great um yeah there’s a lot of information missing absolutely hard to know does she have a mentor in the organization is she feeling lost okay all right so let’s let’s explore this in the next slide so you assure serena that you’re not worried about her using you’re not saying that she’s music and explore the barriers a couple people said that what’s getting in the way what is the problem um what is the problem uh you explore the barriers and and try to strategize with that you know after exploration engage her in brainstorming possible solutions um you know maybe serena decides i’m going to set alarms on my calendar and phone for each meeting giving me time to get to each meeting uh you investigate other aspects of work performance with colleagues that said you want to what are the strengths right sometimes we’re not aware

we’re supervising a lot of people we don’t work close together we might not be able to you know catch them doing something great so we have to ask other people um follow up with how the calendar and phone alarms if that’s working a lot of times people who are new uh older people people over say 40 who are new to the workplace so not have a facility with uh you know google maps or outlook you know and so maybe some true technical assistance um that’s often a barrier and people feel ashamed about those um lack of skill sets so they might not come to you so that could be it um several people talked about you know uh exploring how a recovery is going how she’s feeling do a wrap plan these are activities that are outside of supervision this is um it’s not part of supervising a person to explore their recovery or what’s getting in the way really hone in and focus in on the work problem being late to meetings missing meetings those are the problems hone in on that stay on that um now it may be that there are things she needs to do uh in her self-care and in her recovery but that is not for you to explore right that’s a boundary that a supervisor needs to set both with people in recovery and now you could plant the seed and say you know do you have a wellness recovery action plan just curious and ask them to consider it if that’s something offered in your organization um oh i like this one uh someone said i think it would be important to reframe her attendance not as a requirement but as an opportunity yeah to be on the same page as others to make her feel included that as a team you value right so it’s not a failure so the carrot rather than the you know deficit great so and again assuring serena that as her supervisor you know you’re on her team you want to help her do her job well um a question came up yesterday with i never wanted to hire peers because i would feel so bad if i had to fire them i would worry that it would be bad for their mental health and i do want to assure you that it is sometimes um necessary to fire and you know uh a co a worker it’s never a positive thing it’s always a very uncomfortable painful thing but you know peer workers have been fired they’ve survived many continued in the field learned from learned from the opportunity and uh moved on the okay scenario okay so this is martin um martin is a peer support specialist who’s employed as a peer navigator in a very very busy outpatient addiction treatment center that’s located embedded right in the community health center he has over a decade experience providing peer support in the peer recovery education center so the peer run organization is very busy but this is his first job in a formal health service setting a couple of colleagues complained to you about martin’s behavior and team meetings they say and and honestly you have observed this that martin will interrupt and insert his opinion martin is a large man with a beard and long hair and a loud voice not the typical provider at the addiction treatment center you want to talk to martin you’ll have to give martin some feedback how would you go about this how do you go about this so i think we can acknowledge that it’s awkward um on on many levels but how is the supervisor would you navigate this sort of interpersonal issue someone talks about motivation okay the t as a team groundwork right if the team has some some kind of behavioral expectations ground rules to sort of review those that we wait to someone to finish right sometimes like in some teams

those rules have never been explicit right they’re just implicit we’re all in the same culture we all do it the same way and they’re implicit and um sometimes for people who are very new to work situations or you know just a new environment it’s hard to read what’s implicit you have to make it explicit validate martin ford’s input absolutely you want to continue to amplify his voice but talk about strategy yeah know the value of listening great good one i love that so there’s a large man with a beard i would just like uh miss that one oh as a large man with a beard i would dislike to be pulled aside and explain that there are expectations that everyone i would would i would like to be pulled aside okay thank you joel nothing against large men with beards but i put a context for you you know a lot of uh behavior help settings are you know comprised of 70 women and um you know often so so let’s look at some ideas for martin i think the ones you’ve come up with are great very very sensitive um and i would you know start with advocating for martin like the two people who complain to you um you know and and help them recognize the you know have some compassion for difference but also recognize the benefits of having someone different on our team you know um you want to try to get it clear although you’ve observed this you might want to try to get a clear image of what what the problem was you know to be as specific if you’re going to give feedback you want to be as specific about it accurate about it as you can and then during a regularly scheduled um supervision give martin’s feedback you know you you’d start as any good feedback loop you know start with martin’s self-assessment of his strengths and challenges what’s going really well for you martin what what are things you’re not feeling great about or you’d like to see improved reinforce martin’s strengths only if you agree if you don’t agree to skip this down you don’t have to say anything if he’s saying i’m really good at team meeting and i think you don’t have to give you skip um but then share your observation of the behavior martin i want to bring your awareness to something i observed at tv you know you you talked about it uh you probably noticed that others on the team wait until the other person’s finished speaking and then you know you might talk about some cultural and organizational norms check in with martin about was it okay to hear this um yeah any other comments or questions about martin um great yeah highlighted strength absolutely um that that is so important um it works with all of us really that that is the most effective way to produce behavior and change is always positive reinforcement we and and if you think about your career like you play with your strengths and you deal with your deficits right so we really people really need to know their strengths i’m going to say a few words about integration of peer workers that very often it requires not just really good supervision but aligning policies and procedures and here are some places where there are some rubs if we say where um within organizations or programs there may be some barriers uh for people who are certified peer specialists certified peer recovery coaches et cetera so right right from jumpit human resources so you know um often we do want to have people on our team who have an experience of criminal justice um because a lot of the clients the people we serve have experience with criminal justice and that’s an important point of pureness and sometimes there are huge barriers to hiring people with a criminal history so looking at that or their people were missing right from the beginning because of the criminal history are we able to recruit people with criminal justice backgrounds um educational attainment too that for

many people with you know it may be a level of training where you’re supposed to have a bachelor’s a level of uh job where you’re supposed to have a bachelor’s and the person who doesn’t but lots of experience and is there flexibility around that uh educational attainment all does not only make it more equitable for um people with psychiatric and substance use disorders but also you know for people who come from impoverished backgrounds um so record keeping is also where things may be needed to change and we talked earlier about you know documentation and writing um records and then performance and promotion for many people peer support peer recovery coach are careers with very little chance for advancement and recovery is all about growth and so creating opportunities for career advancement and whether that’s within the field of peer support so you know somebody becomes very skilled at delivering educational groups or becomes skilled as a supervisor of other peers maybe get some skills around project management so that there are opportunities for people to grow into higher paying more rewarding positions so that career ladder career opportunity and then involving peers and that’s really the high kind of the higher level from in integration is creating opportunity for connection between staff working together projects that you work together having lots of opportunity we know that the only way to overcome stigma is through a kind of lived experience of being with the person it’s not enough to read about you know recovery from mental illness or recovery from a substance use disorder to reduce your biases but in order to kind of reduce prejudice you need that connection and so um you know creating opportunities has many many benefits for the whole organization uh establishing opportunities for involving peer workers and like leadership decisions this whole concept of universal design this became really important to me when i first started doing supported employment for people with mental severe mental illness psychiatric conditions uh way back in like 88 when he was doing that and the deal was that sometimes people with with mental illnesses needed accommodations small low-cost low-cost accommodations but it was problematic because they were accommodations all of us want right every single worker wants right having some flexible hours you know that flexibility was a big one having being able to juggle tasks um so thinking about kind of implementation around universal design uh for work and what else if we think about involving peer support workers in our organization increasing the kind of not just integration but involvement um great with the agencies in our areas promotion inside the peer services is a challenge and it really is a lot of peer run organizations have very limited budgets and there’s only room for one eb and it’s um you know it is a real challenge to grow within um but it may be you know building collaborations with other organizations organize you know of a shared project where you could have some more management experience sometimes in this half you know people have to leave their agency in order to grow right you don’t stay in one i mean workers mostly do not these days stay in one organization uh for their whole career yeah absolutely michael having peers discuss their role with others in the agency sometimes it’s not it’s often not enough to get like the intellectual information but you really need sort of a heart talk about you know the magic or the the the benefits of peer support um i think that that is so true um so yeah most people do acknowledge that advancement within career advancement

within peer support is really hard now there are some people who are currently peer support workers who do aspire to get another professional credential within the field you know become a social worker or a but that that’s different i think we should still support people who you know and encourage people who want to go that direction uh that is a way but having a ladder within peer support is important yeah developing projects some project-based work is really good for organizations in terms of sort of intra-professional collaboration sometimes organizations can come very silent because the workers you know outside your discipline you never work together great so these are wonderful suggestions and i think this has given you a bit of a flavor of the learning community that c4 innovations is forming beginning in september every other week we do a plenary session like this where people are very involved in the chat box and alternate weeks uh we are in a small group um you know a group of eight to 12 people depending honey in on our own goals or you know either organizational goals or or our own sort of learning goals so it is a 12-week opportunity you know really interactive professional development to learn and begin to master some of the skills of supervision enhance your understanding about the practice and principles of peer support you know really understand like all the applications of peer support um maybe some acquire some practical tools uh to promote peer support within your organization so really promote that integration and then the thing that people like the most was connecting with others who had similar goals so within the small groups people often made uh close connections where they shared you know resources and ideas and lots of empathy with one another about the advancement of peer support so um i know we have some questions and i’m gonna go to those now yeah i think so so here’s here’s where you can go for more information and and i think it’s also in the download the web links there so don’t worry i’m going to click off this slide but it’s it’s there for you and now we’ll take questions courtney awesome um yes the application in the webpage can hear me yes okay the application and the webpage are in the web links box right above the chat so you can download those there and a couple of questions that we’ve gotten so far will you be going into things like intentional peer support in the learning community um intentional transport in how it relates to supervision certainly i mean we we don’t go into intentional peer support discreetly around how you know how it’s done but we do present some of those models of uh supervision that um you know the reflective supervision practice that peer support that you know the the intentional peer support requires um and that is kind of a process that that is kind of integrated within perhaps a larger piece of supervision because there may still be the you know administrative piece of it that that needs to get captured but we we can go into that okay great another question is are there eligibility requirements for this is there a cost associated with it do you want to answer this courtney i there is no cost associated with this uh learning community and just exactly okay so that’s not the best i better go with it there is a cost associated with this learning community um there are actually two levels of involvement so for folks who just want to every other week like come to the plenary fine that’s free and you’re very welcome you can go in the chat box to get any resources that we download however for those who wish to have the every other week with in the small group with a uh you know a skills facilitator who knows uh the integration of peer support

supervision appears peer workers um that it there is a cost associated with that i believe it’s five hundred dollars um it is not brass tax anymore we sometimes you may know and i think courtney remembers when we were sampa funded and were able to offer it for free um those days are now behind them so um so again you’re very welcome and the reason why we have to have uh costs for the small groups is that we we have to pay people to facilitate those groups so that’s what associated with that so whatever you can do if your organization is able to i believe it’s 500 able to you know provide this as part of your continuing education it is a good deal 12 weeks lots of connection um and uh and resources so it if you’re able to participate in the small groups that’s wonderful um and if not you’re very very welcome to be here thanks daryl and yes there’s a whole bunch more information um under the web page and application so you should be able to find a lot of that information there on cost eligibility all of that information um so would this be an element i’m gonna just finish up the questions on the on the um learn community and then go back to some if we have time okay so would this be good for those with limited formal training absolutely i mean i think we in in other learning communities we had you know everything from a number of masters level clinicians to you know people who had no college experience so it isn’t um there are a lot of resources but there it isn’t a heavy demand for for uh reading um so it would be good um so yeah the um let me see will you be providing 12-week training will you be providing that yeah um so the question is yes i am providing a lot of the training with a lot of some of the other plenaries will be guest speakers who have way more expertise in particular areas so we’re able to offer that we do address supervision challenges i mean that’s what often comes up in the small groups is you know working with supervision challenges so no the resources that are so the question is do you need to be part of the of the group to gain resources at non no cost um every plenary we have a couple of resources in the download pod for people that are yours for no cost so of course yes you could download those if you come to the plenary now there may be additional resources that the facilitators share with their small group i can’t promise those will all be posted but certainly the ones that the plenaries you can okay so i think we got all the questions about you that came in about the um learning community and certainly if you have any additional questions you can email us about that okay okay um we didn’t get any questions from the chat on supervision so if you all have any please do uh pop those in there and you will get to them um we do have a couple of questions that we received beforehand um how can you do information i want to just uh there is one that came in that got mixed in so working with in a hospital setting lots of stigma with the hospital staff and how do you handle this and and it is really um you know acknowledging that it’s there um is is uh is the first uh step it’s really it can be very overwhelming and i think you know that that it’s real and sometimes within our service settings even more powerful than outside recognizing that you know people within hospital settings tend to work with those of us who are most impaired most disabled and certainly the most disadvantaged so it stirs up a lot of prejudice and biases not just about mental illness but it kind of all that halo effect you know all gets glommed in into that so we’re really content with multiple layers of prejudice and certainly you know education even if there’s prejudice i mean sometimes with the stigma you have to start just

legislating interactions right so you’re not going to shift attitudes you’re not going to shift beliefs you have to legislate the interaction you must demonstrate respect and this is the language so hardcore training about you know anti uh discrimination right so these are policies these are procedures this is this is how you interact um and you know being having leadership who are dogged about that like absolutely insistent of these interactions because even if you cannot uh prevent the biases of the mind you know you can determine the uh interaction this is how we greet people this is how we serve people um and sometimes that’s where it needs to start so sorry about that question too that’s a real heavy realization sometimes when we look at our our workplace and we recognize like oh you know it’s it’s so pervasive sorry about that go ahead um all right so it’s right up two o’clock so i want to be sure that i thank charles so much for presenting um you’re absolutely wonderful and i want to thank all of you that were able to uh join us today as a reminder if you have not done so already please sign up for our list serve at and follow us on twitter facebook linkedin and youtube to learn about future events i hope you all have a wonderful rest of your day and goodbye