Presentation on theme: "ROLE TRANSFORMATION Key Elements to Successfully Shifting from Being a Client to Becoming a Staff Member Presenter: Cynthia Smith, CAC/CPSS, Aiken Barnwell."— Presentation transcript:
1ROLE TRANSFORMATIONKey Elements to Successfully Shifting from Being a Client to Becoming a Staff MemberPresenter: Cynthia Smith, CAC/CPSS, Aiken Barnwell Mental Health Center
2Objectives The learning objectives for CPSS’s are: To understand the benefits seeking services from outside the mental health centerTo develop a framework for setting personal and work boundariesDeveloping an “Work” vocabularyKey Components for Maintaining Your Recovery
3History of Clients as Employees at SCDMH Hiring “clients” or self-identified employeesbegan as an empowerment initiative to bringcurrent or former users of mental healthservices to the management tables ofmental health systems as planners, policy-makers, program evaluators, communityeducators, and service providers.
4Two Types of Self-identified Client Employees Client Affairs Coordinators are internal agents of change who voice the client perspective during key meetings and policy sessions.Certified Peer Support Specialists are persons who have successfully demonstrated their own efforts at self-directed recovery and who provide recovery skill building services to clients.
5CPSS Employment Challenge One of the toughestmoves for some peersupport specialists tomake is the shift fromthe client to the providerrole.staffclient
6WHY Is It A Challenge? Because staff may still look at you as a “client” and clientsmay see you as “staff”.They both may do this withoutunderstanding that you did orstill do receive mental healthservices.
7Employment – Service Policy Although there is not a SCDMH departmental policy that states you cannot work where you receive services, many centers have adopted policies that does not allow this to happen.It is NOT a good idea to work where you receiveservices for several reasons.
8Reasons for Seeking Services Elsewhere Allows you to identifyyourself as a staff memberat the agency you workand be treated accordingly.
9Reasons for Seeking Services Elsewhere 2. Allows you to keep personal andprofessional life separate.If you receive services where you work,your personal information is available andmay be known to staff.Receiving services outside the agencyallows you to keep your personal businessprivate.
10Reasons for Seeking Services Elsewhere Ethics and policies becomedifficult to enforce and are blurred.As a client you are entitle to all servicesand guidelines as any other client;however, as a staff member you have toabide by the policies and procedures ofall DMH staff.This can become a gray area.
11Reasons for Seeking Services Elsewhere Returning to “client role” in the eventemployment does not work out.In the event employment does not work out the transitionback to the client role can extremely difficult andawkward.You now know private information aboutyour peers and staff.
13Boundaries: Some Key Points Your recovery expertise and experiencegot you where you are today.Using them to demonstrate a broadpoint or recovery concept is an appropriateuse of your experience.
14Five Ways You Can Minimize Problems Don’t bring up personal questions about yourillness, symptoms or medications.Develop a crisis plan or recovery plan.Develop a strong support system.Continue to use the recovery tools you learnedin treatment.Continue with your treatment if needed.
15Boundaries & Your Job Remember you are a role model for the clients, helping them to discoverrecovery tools they can useto move forward in theirpersonal recovery.
16Boundaries for All Employees Employees shouldnot discuss theirpersonal problemswith clients.
17Boundaries & Clients Sharing your recovery experience does not include giving out information about your:MedicationsPersonal Telephone/Cell Phone NumbersHome AddressPersonal Family Issues or Problems
18Never make jokes about your medications More on Medications…Never make jokes about your medicationsStatements such as “ I shouldhave doubled up on my medstoday” or “ Excuse me today Iforgot my medication”… may betaken seriously by staff and/orclients and can “blow-up” onyou.OOPS!
19Your Medications… NEVER use your medication or symptoms as an excuse atwork.NEVER allow anyone else theopportunity to use themagainst either!STOP
20Boundaries: All Employees & Clients You never have theright to give out thepersonal, privateinformation of otheremployees includingother CPSS’s.PhoneAddressPersonal Information
21Danger of Breaking Boundaries Seeing you as a“buddy”, can damagethe therapeuticrelationship becauseyou may no longer beseen as part ofthe treatment team.
22Boundaries & Supervision And Now A Word From The Supervisors
23Boundaries & Supervision Understand That Your SupervisorIs NOT Your “Therapist.”Supervisors have policies to follow. They areencouraged to refer employees to Employee AssistanceProgram for mental health issues.
24Boundaries & Supervision Supervisors cannotprovide therapy in thesupervisor role.They are available to providedirection and assistance with yourjob duties, provide feedbackregarding your job performance,lead team meetings and handleclinical issues.
25Boundaries & Supervision Due to nature of the job, supervisors may not havetime to address your personal issues. Many are caringpeople who want to see you get help and ensure you getthe time you need devoted to your problems.
26Boundaries, Supervision & Crisis Response At any time employees may need torespond to crises that may involvethreats, police, verbal outbursts,and other situations which maymake you feel threatened oruncomfortable.Before responding you shouldknow & understand your limits.
27Boundaries, Supervision & Crisis Response If you feel threatened or uncomfortable, letsomeone else handle the situation andleave. Staying can endanger your safety andthe safety of others and there is a potentialthat the client’s agitation can be escalated.
28Boundaries & Supervision All staff may to “debrief”after an incident. This iswhen staff can talkabout the incident, howit made them feel and airconcerns.This is not to therapy.
29Developing an “Work” Vocabulary I’m SoooStressed!I Feel DepressedI’m ManicIt’s Overwhelming!That’s One of my Triggers
30Developing an “Work” Vocabulary I’m Sorta Overwhelmed TodayIf you have been a clientof you have probablydeveloped a “clientvocabulary”. We getcomfortable using theseterms like triggers, offtrack, manic, and over-whelmed.
31Developing an “Work” Vocabulary These are “symptom”words and should beused only with yourpersonal therapist.
32Developing an “Work” Vocabulary When you use a client “ vocabulary”,staff and other clients may respond toyou as such and question yourwellness.If you want to step from the client role andbe treated as any other staff member youhave to change your vocabulary.
33Developing an “Work” Vocabulary When responding to codes orstress you need to be able toverbalize what you are feeling in amore appropriate manner.Instead of “Triggered” you maysay..” That code was a "tuff one”to describe how it effected you.Codes can have an effect on allstaff…..
34Developing an “Work” Vocabulary Learn and use appropriate the diagnoses andsymptom vocabulary to:Aide you when diagnosis and symptoms are discussed at team meetings.To help you more accurately describe to the treatment team problems or issues that the clients you work with may be experiencing.
36The “ I am all better syndrome”… Danger!The “ I am all better syndrome”…
37Your Recovery The “ I am all better syndrome” has cost more CPSS staff their jobs than most all other reasons.When moving into a staff position it can be easy to startwanting to prove you are like everyone else. In the effort to“ FIT IN” some Peer Support Specialists have stoppedseeking treatment, stopped taking Medication.WRONG!!!!
38Key Components for Maintaining Your Recovery The only way to be able to provide clients with the tools they need to move forward in recovery is to be able to effectively stay in recovery.
39Components Not discussing your treatment & not using your symptoms as anexcuse will earn youacceptance andrespect by staff andclients.
40Your Recovery Staff know that you have to be, or have been in the past, a client to get thisjob.Stopping Treatment WillNot Earn You theRespect of Staff or Clients.
41Points to Remember Seek treatment outside of your center it keeps your treatment issues separate from your work responsibilities.Allow yourself to stay wellDo not assume that because you are a self -identifiedstaff that other staff do not also seek treatment. We are notthe only staff within DMH that may get mental healthservices nor are we the only staff to openly uses ourtreatment and recovery skills to help others.
42Remember One of the greatest thing about being a CPSS is that probably Mental IllnessOne of the greatestthing about being aCPSS is that probablyfor the first time you didnot have to hide yourdiagnosis to obtainemployment.
43Staff and clients will treat you the by the way you act today. Recovery KeysDon’t start being ashamed aboutbeing a client now.To keep the client part of youhealthy you will never need yourcoping skills more than you donow.Remember…Staff and clients will treat you the by the way you act today.
44QUESTIONSWhat I always wantedto ask but was afraidto……..
45Self-Identified Employees Are HEROS!!! Finally Remember…All self-identified employees serve asrecovery role models for each client,staff, family and communitymember they come into contact with.The willingness to publicly disclosetheir mental illness and triumphsassociated with recovery go a longway in dispelling the stigma of mentalillness and prove that treatmentworks.Self-Identified Employees Are HEROS!!!
46THANK YOU!!! ROLE TRANSFORMATION: Key Elements to Successfully Shifting from Being a Client to Becoming a Staff Member Cynthia Smith, CAC/CPSS, Aiken Barnwell Mental Health Center