5 principles of peer support

Definition from the Core Values: All human beings long to know and be knownto be seen for who we are, and deeply heard, without someone trying to fix or save us. Peer Support Principles . Have a question about government service? If we are intentional with our words, if we choose to honour the core values, and if we focus on the strengths of the people that make up the organization, then that will shape the culture. Peer supports advance recovery and add value to behavioral health systems. It is important to create a culturally safe atmosphere on a team. Again, when we get rigid and stuck in a single perspective, we begin to assume things that are not likely accurate. They recognise the value of community based peer support services, user-led self-help groups, mentoring and befriending, and time-banking schemes, which enable service users to be both providers and recipients of support (DH, 2011, p.32) and recommend peer support as one of the roles of mental health organisations in implementing the mental health strategy (DH, 2012, p.51). SAMHSA's Definition of Recovery. Engagement. The Journal of Behavioural Health Services & Research, 25(4), 397-411. As leaders, we are responsible for creating a culture that fosters the development of relationships and connections within our team. Participants learned SAMHSA's six principles that guide a trauma-informed approach, including: Safety Trustworthiness & transparency Peer support Collaboration & mutuality Empowerment & choice Cultural, historical & gender issues Adopting a trauma-informed approach is not accomplished through any single particular technique or checklist. Domains & Core Competencies in Peer Support 13 Topics | 13 Quizzes Know that conflict is not a sign of failure or mismanagement! In everyday usage, the term motivation is frequently used to describe why a person does something. Language has power. Leading on social inclusion. The Core Value of respect, dignity, and equity is very complex and layered. Only when we have the strength to show our vulnerability can we truly lead. ~Simon Sinek (Start With Why). The ImROC briefing papers draw upon this work. If we create goals centered on problems, were trying to solve rather than on moving towards a bigger hope and dream, we can often stay tied to the problem. practicing cultural humility and sensitivity. How will you choose to show up and be real with your colleagues? It is these that we must aspire to maintain. This paper sets out the spectrum for peer support in mental health services, which can range from naturally occurring through to formal employment of people with lived experience of mental ill-health. Repper, J. Words create worlds. London: Mind Publications. 1900's. 1900's . We need connection. Principles of peer support 1.1. Educate through shared experiences. Cookie information is stored in your browser and performs functions such as recognising you when you return to our website and helping our team to understand which sections of the website you find most interesting and useful. As this team leader said: Peer workers have significantly changed the recovery focus of our team, they challenge the way we talk about people from a problem and diagnosis focus to one of strengths and possibilities (Politt et al., 2012). Some examples of peer worker roles are given in Box 2. Words are made up; on their own, they are just a bunch of sounds. Rather they are intended to guide the development of initial and ongoing training that supports peer workers entry into this important work and continued skill development. Weve listed the points below but do go back to that section and read it again. This short video provides a brief overview to set up and run peer groups for children and young people. ImROC is Company Limited by Guarantee 13960979 and has applied to the UK Charities Commission for registration. ensuring that all staff have access to the same support for their personal wellbeing as peers do. Acta Psychiatrica Scandinavica, 118, 64-72. Building relationships and connection through harnessing our common lived experience is the core of peer support. Intrinsic motivation is motivation born out of purpose, meaning, and/or pure enjoyment. History of Peer Support 4 Topics | 4 Quizzes 1600's & 1700's. . Recovery-focused. What does choice look like when embedded in a management style? Three months later all the peers say they are very happy working at the unit and feel they can make every aspect of their work recovery-focused whether it is serving meals, escorting patients or simply talking to them. Dont get stuck in the status quo. A strength-based approach like AI simply reframes the question to focus on what we can do rather than on what we cant do. I want to develop some good friendships and feel connected. What Are Peer Support Specialists? - Verywell Health Perhaps its fair to say that courage, vulnerability and leadership all go hand in hand in hand. Trachtenberg, M., Parsonage, M., Shepherd, G. & Boardman, J. Guiding Principles Hope, the belief that these challenges and conditions can be overcome, is the foundation of recovery. This is well articulated by peer support workers from Nottingham. In the Very Well Mind article What Is Motivation? The Joint Commissioning Panel for Mental Health also recommends the employment of peer mentors and patient experts to work on self-management, advocacy, training and mentorship programmes in order to improve personal understanding and responsibility for wellbeing (JCPMH, 2012, p.9). Cultivating connection and building relationships is also a significant component of leadership and facilitation.. The peer is not just a buddy, but a travelling companion, with both travellers learning new skills, developing new resources and reframing challenges as opportunities for finding new solutions. Creating the conditions of self-determination means that we must lead with intention to create opportunities for growth, skill-building, autonomy, community-building, and connection. The Goals of Peer Support: Peer supporters should: (a) provide an empathetic, listening ear; (b) provide low level psychological intervention; (c) identify colleagues who may be at risk to themselves or others; and (d) facilitate pathways to professional help. Social and Historical Context of Peer Support 34 3. These include: Advocating for people in recovery. What Are the 6 Principles of Trauma-Informed Care? As we have talked about in the Creating an Ecology of Self-Determination module, we can only see through our past experiences and our own worldview. Curiosity is one of the Core Values, and its so important to keep nurturing curiosity as you move into leadership and/or facilitationboth for yourself, and for participants. As already indicated, peer workers often come from the same physical and cultural communities as the people they are supporting. A Community Education guide on Establishing Medicaid funded Peer Support Services and a Peer Trained Workforce. A Strength-Based, Moving-Towards Approach Opens up a World of Possibility. Core Values of Peer Support - Post-Secondary Peer Support Training 6. Instead, they help people to recognise their own resources and seek their own solutions. This of course doesnt mean that we let go of policies and guidelines; we are still called to be professional and to uphold all of our campus directed policies and procedures. As leaders, the invitation and challenge of self-determination is to respect and trust the people we work with, believing that there is a natural desire within everyone that wants to be motivated and engaged. The most effective way of retaining the essence of peer support is to identify its core values and ensure that these are upheld through recruitment, training and supervision. The practice of cultural competence is grounded in the values of equity, diversity, ethics, and effectiveness (Carrizales et al., 2016)Thus, leaders who embrace cultural competency consider the cultural context in which they have to execute their leadership. I just stand back and watch him work his magic. I will treat all people with respect and dignity. We support the facilitation and creation of an ecology where people can feel free to tap into their inner motivation. Contents Acknowledgment i Definitions 2 Introduction 4 About Mind 5 The way we work 5 Peer work at Mind 6 Evidence base for peer support 7 Mind's Model of Peer Work 8 Lived experience knowledge base 8 eer work values P 9 eer practice principles P 10 How Mind supports an effective peer workforce 14 Conclusion 16 References 17 Hope-based Conversations are non-judgmental and avoid assumptions. It is applicable in education, business, healthcare, coaching, counsellingbasically anywhere human beings gather. 3. Cooperrider was tired of the focus on deficits and problem-solving that was so dominant in organizations. If we are nit picky, negative, and we micromanage, then that will shape the culture of the whole organization. You can find out more about which cookies we are using or switch them off in settings. A good leader is able to recognize when they are wrong, and knows how important it is to seek out different opinions and perspectives. I will honour the rights, beliefs and personal values of individuals. Self-determination theory has application across all cultures, genders and ages. We need community. & Kalathil, K. (2012) The freedom to be, the chance to dream: Preserving user-led peer support in mental health. As a result, a number of reports and recommendations have appeared over the last few years (Davidson et al., 2012; Faulkner & Kalathil, 2012; Mead et al., 2001; Mental Health Foundation, 2012). Because of their claims to special knowledge, mental health professionals often prescribe the best course of action for those whom they serve. That is one of Brens points, vulnerability and leadership go hand in hand. Person-centered 3. We offer generosity of assumption to those who think differently than we do. The Rumble. We encourage curiosity while respecting the boundaries and protecting the privacy of the people we support. In order to see differently we must intentionally seek out other perspectives. You get to bring your full self to the work. Identifying and removing sources of anxiety is the first step in credibly changing engagement and culture. Peer support encompasses a personal understanding of the frustrations experienced with the mental health system and serves to reframe recovery as making sense of what has happened and moving on, rather than identifying and eradicating symptoms and dysfunction (Bradstreet, 2006; Adams & Leitner, 2008). Peer Services in Post-Secondary Institutions, Standards of Practice for Peer Support Workers, Practices that will Support Your Learning, Interconnection, Relationships, and the Work of Peer Support, The Importance of Language Awareness and a Strength-Based Approach in This Work, Section 1: Examining Worldview and Implicit Biases, Section 2: Understanding Self-Determination, When Identifying With a Culture Doesnt fit Anymore, Popular Culture, Subcultures & Counterculture, Impact of Colonization on Indigenous Peoples Culture, Fundamental Principles Within Peer Support, Worldview and Biases in Boundary Creation, SAMHSAs Definition of Trauma-Informed Care, SAMHSAs Six Principles of Trauma-Informed Care. We need support. Boston: Andover Medical Publishers. outpatient consultations) helping the service user think through questions and concerns prior to appointments and how best to convey these to professionals. How do Peer Providers Apply the Principles of Peer Support? Trauma-informed 5. one-to-one support sometimes called mentoring or befriending. Developed by Richard Ryan and Edward Deci, self-determination theory is a broad look at human motivation and wellness that has a lot of both basic and applied research. Stopping gives you the chance of knowing less, of halting the perception-narrowing force of the cognitive biases that we are always trying to confirm, of taking the jerk out of knee-jerk and sitting with the meaninglessness of the stimuli, even if it doesnt feel meaningless. Faulkner, A. Core competencies have the potential to guide service delivery and promote best practices in peer support. This briefing paper has been produced for the Implementing Recovery through Organisational Change programme, a joint initiative from the Centre for Mental Health and the NHS Confederations Mental Health Network. online forums. SAMHSA (2005) Building a foundation for Recovery. police) in relation to mental health issues. *See more about this in the Power and Leadership section of this module. Peer support workers acknowledge that deep worth by: practicing cultural humility and sensitivity. Peer workers also facilitate a better understanding between the people providing the service and those using it (Repper & Watson, 2012). Strength-based Moving-towards goal: I want to find a community and a place where I belong. Leading on personal recovery planning, using their own experience to help the person identify and prioritise goals, develop understanding, control and selfmanagement strategies and to ensure that all of this is communicated to the professional staff team. The Core Values of peer support, for example, only have meaning if collectively we give them meaning, otherwise they are just a bunch of words. It explores what a person has gained from their experience, seeks out their qualities and assets, identifies hidden achievements and celebrates what may seem like the smallest steps forward. It is more motivating to move towards something rather than away from a problem. What is Emotional and Psychological Trauma? & Watson, E. (2012) A year of peer support in Nottingham: lessons learned. Inclusive. How will you address problems or issues with a strength-based approach? Art and culture are socially constructed as well; we explored this in depth in the cultural humility module. As a leader, how do you create a culture where others become more comfortable with noticing and addressing their own biases? Download 5. Mental Health Foundation (2012) Peer Support in mental health and learning disability. 7. Five principles referred in detail to: relationships based on shared lived experience; reciprocity and mutuality; validating experiential knowledge; leadership, choice and control; discovering strengths and making connections.
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