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Methods to Develop Care Providers in an Organizational Setting. - Coggle…
Methods to Develop Care Providers in an Organizational Setting.
O'Donnell, “Ethical Concerns in Providing Member Care Services” 260-267
Organizational Responsibility p.263
Mission agencies don't acknowledge responsibility for staff
They don't have set policies for care
Problems aren't handled quickly
Confidentiality p.263,264
Orgs don't have clear policies on legal and org limits of confidentiality
People pray with others about members problems
Other people have access to files
Counselor/Consultant Competence p.264,265
Counselors don't recognize the limits of their training
Dual relationships are present
Other fundamental issues are present
Use of Testing p.265,266
Individuals aren't qualified to administer tests
Test data used is expired
Test isn't valid with cross-cultural populations
Personal Values and Legal Standards p.266
Leaders and Members aren't always aware of the values and standards held by org.
They think there are "quick fixes" to problems
Supervisors value job performance more than health
O'Donnell, "Training and Using Member Care Workers” by Richard and Laura Mae Gardner p. 315-330
Levels of Training for Member Care Counselors p.317-319
Level One: Job to accomplish mission goals through teams of people or to care for fellow staff
Level Two: Informal people helpers who desire on a colleague or peer basis to minister to knowledgeably to others
Level Three: Associate Counselor in Training
Provide Therapeutic services to mission agencies
Preparation for Level Four Workers p.319,320
Technical Training
Missions Experience
General Cross-Cultural Experience
Organizational Compatibility
Internship and Supervised Experience
Guidelines for Involvement p.321-323
Personal Relationships
Long-Term Service
Building Network
Building Team
Suggestions for In-House Workers p.323,324
Let yourself be known as a real person
Use Theological or Scriptural Terminology
Contribute ways beyond professional skills
Expect to make mistakes
Develop relationships w/ influential people
Move Slowly
Adjust your expectations
Hay, "Confidentiality and Trust in Member Care” on p. 244-248
What Bob and Nancy Learned p.245
Member care providers need complete trust and confidence of the field leadership
Developed Confidentiality Guidelines is vital
Learned to understand and value perspectives
Confidentiality Guidelines p. 246
At times, secrecy can be damaging
Disclosure is seeking out additional help and resources
The member needs to be notified if information is disclosed with the Field Leader or Member Care Consultants
Issues Requiring Disclosure p.247
Child Molestation
Adultery
Sexual intimacy outside of marriage
Pornography
Harm to himself/herself
Rejection of Christianity
Fraud
Gardner,“Member Care for Field Workers” on p. 81-89
Three Phases in which home office or church is involved with workers p.81,82
Phase 1: Selection and Preparation
Phase 2: Managing field workers
Phase 3: Returning Workers
What needs to be clarified before leaving Passport Country p.82-84
Location and Type of Assignment
Crisis and Security Matters
Disciplinary problems
Irresolvable Conflict on field
Productivity
Insubordination
Moral Problems
Recall
Handling Info
Communication expectations
Children's education
Loss of faith on field
Issues that need to be clarified between Agency and Church p.85
Who is responsible for what?
How willing is candidate to be held accountable?
When should church or home office step into field matters?
Gardner, “Member Care Facilitator and Provider” p. 95-101
MCF Skills p.95
Communicate well
Confront or raise issues
How to train others
Conflict situations
How to be good consultant
Attitudes and Qualities p.95,96
Integrity
Genuine Humility
Teachability
Warmth
Patient
Respect
Theology of Suffering, Risk & Growth
Discerning, wise
Loving, Kind, Compassionate
How to start as a new MC Facilitator p.97-100
Get Acquainted
Develop Credibility
Pray for People
Join Celebrations
Structure your role
What do you need in order to do your job?
Develop Support community/ network
Get all ongoing training you can
Dodds, Vol 3 “How to Create a Growth and Care Group” p. 167-172
Part 1: Guidelines for Group Members p.190,191
Process for Getting Started
At the End of the Trial Period
Sample Purpose Statement
Part 2: Tips or Guidelines p.191-193
Clearly state reason for meeting
Model the behavior you want others to engage in
Be Sensitive to needs of individuals
Ask everyone to participate
Ask open-ended questions
Constantly monitor
Be Sensitive to the spirit of the group
Summarize the discussion at the end
Part 3: Guidelines and Commitment for Group Members p. 193,194
Confidentiality
Use only "I" Statements
Invite Sharing, but don't force it
Avoid giving advice or making judgements
Offer suggestions, encouragements which allow for exploration
Avoid general topics and generalizations of people
HOT: honest, open and transparent
Dodds, Vol 3 “Key Factors in Leaders and Leadership” p. 278-306
What characterizes a Servant Leader? p.281
Responds to situations by listening first
He or she is able to withdraw, be silent, re-orient, to recoup energy
Is comfortable with the use of intuition and dreams
Knows how to use persuasion in a gentle way
Builds community
Uses power ethically
How do we develop Servant Leaders? p.285-287
Character Development
Identification and formation of attitudes
Organizational Knowledge
Skills acquisition
Feedback
Coaching
Knowledge and Personality Type
Ethical Errors in Leadership p.294-298
Making decisions about people's lives w/out consulting them
Acting on third party info instead of face to face convo
Giving away confidential info
Failing to keep confidences
Failure to give regular performance reviews
Failure to give feedback for positive behavior
Measuring people's "spirituality" with wrong standards
Firing on furlough and hit and run attacks
Forcing public confessions
Misuse of power and spiritual authority
Allowing persons to continue to serve w/out intervention
Incongruity between recruitment and actual field life
Ways to Practice Servant Leadership for Optimal Health in Org p. 292,293
Create climate of trust
Match person to role
Create challenge and Opportunity
Invite Participation
Reward divergent thinking
Be honest, open and transparent
Recognize, acknowledge and reward
Provide support and resources
Affirm! Celebrate! Appreciate!