1. Transformative Participatory Action Research in Community Psychology
Isaac Prilleltensky

2. Outline Community psychology: Where we are and where we are going
Well-Being, Oppression, and Liberation
Psychopolitical Validity
Epistemic
Transformational
Transformative Participatory Action Research
Examples of TPAR
Discussion

3. Community Psychology: Where We Are and Where We’re Going
Dimension
Where We Are
Where We’re Going
Explanatory framework
Ecological (person, micro, meso, macro, but macro is in the background), focus on risk/protective factors, contextualized but depoliticized
Oppression, liberation, well-being (multi-level, ecological 
analysis), contextualized and politicized

4. Community Psychology: Where We Are and Where We’re Going
Dimension
Where We Are
Where We’re Going
Place of values and ethics
Value-laden (the influence of multiple values is noted), increased attention to ethics at the community level
Value-driven, social ethics (primacy of value of social justice)

5. Community Psychology: Where We Are and Where We’re Going
Dimension
Where We Are
Where We’re Going
Research
Community-based, primarily positivist, relatively minor emphasis on constructivism
Critical constructivist and post-positivist, participatory, action-oriented, and community-based

6. Community Psychology: Where We Are and Where We’re Going
Dimension
Where We Are
Where We’re Going
Focus of intervention
Focus on competence and strengths, prevention of problems in living for populations
Focus on liberation and well-being for individuals, organizations, and societies

7. Community Psychology: Where We Are and Where We’re Going
Dimension
Where We Are
Where We’re Going
Relationship between disadvantaged community members and CP professional
Collaborative model with multiple community stakeholders
Accompaniment, solidarity between professionals and disadvantaged community members in their struggle for liberation and well-being through praxis

8. Critical Community Psychology
Carolyn Kagan and Mark Burton’s definition of community psychology captures well what we mean by critical community psychology: 
Community psychology offers a framework for working with those marginalized by the social system that leads to self-aware social change with an emphasis on value-based participatory work and the forging of alliances. It is a way of working that is pragmatic and reflexive, whilst not wedded to any particular orthodoxy of method. As such community psychology is one alternative to the dominant individualistic psychology typically taught and practiced in the higher income countries. It is community psychology because it emphasizes a level of analysis and intervention other than the individual and their immediate interpersonal context. It is community psychology because it is nevertheless concerned with how people feel, think, experience, and act as they work together, resisting oppression and struggling to create a better world. (Burton et al., 2007; 219)  

9. Critical Community Psychology
For us, critical community psychology is:
Ecological in nature, recognizing the need to concentrate simultaneously on individuals, relationships, and communities
Value-driven
Guided by the central value of social justice
Praxis-oriented in its efforts to overcome social injustice through social action in partnership with disadvantaged people

10. Critical Community Psychology
Ecological Spheres
Well being
Values
Oppression and Social Justice
Praxis
Individual
Absence of disorder
Positive subjective well being
Health
Unequal distribution of health problems and exposure to risk
Health promotion and prevention
Voice, choice and control
Perceptions of control, self efficacy and mastery
Citizen participation
Self-determination and participation
Empowerment
Disempowerment and internalized oppression
Consciousness raising
Transformation of settings

11. Critical Community Psychology
Ecological Spheres
Well being
Values
Oppression and Social Justice
Praxis
Relational
Positive social relations
Caring and compassion
Social exclusion
Informal supports
Positive identity
Pride
Transformation of settings
Elimination of stigma
Diversity
Racism, sexism, heterosexism, ableism, and classism
Celebration of strengths and diversity
Confronting racism, sexism, heterosexism, ableism and classism

12. Critical Community Psychology
Ecological Spheres
Well being
Values
Oppression and Social Justice
Praxis
Collective
Accessible social programs
Social capital and sense of community
Support for community structures
Barriers to resources
Low social capital
Advocacy for universal services
Community capacity building
Elimination of poverty
Distributive justice
Extreme economic inequality
Social change
Investment in human and community economic development

13. Psychopolitical Validity
Psychopolitical validity derives from the consideration of power dynamics in psychological and political domains of health.
The main objective of psychopolitical validity is to infuse in critical health psychology an awareness of the role of power in wellness, oppression, and liberation at the personal, relational, and collective domains.

14. Psychopolitical validity
In order to attain psychopolitical validity, investigations and interventions would have to meet certain criteria. These criteria have to do with the extent to which research and action incorporate lessons about psychological and political power.

15. Psychopolitical Validity I: Epistemic
This type of validity is achieved by the systematic account of the role of power in political and psychological dynamics affecting phenomena of interest
Such account needs to consider the role of power in the psychology and politics of wellness, oppression and liberation, at the personal, relational, and collective domains.

16. Psychopolitical Validity I: Epistemic
Guidelines for epistemic psychopolitical validity are presented in Table 1.

17. Table 1
Guidelines for Epistemic Psychopolitical Validity in Critical Community Psychology
Concerns
Domains
Collective
Relational
Personal
Wellness
Accounts for role of political and economic power in economic prosperity and in creation of institutions that promote equality and public health
Studies the role of power in creating and sustaining egalitarian relationships, social cohesion, social support, respect for diversity and democratic participation in communities, groups, and families
Studies role of psychological and political power in achieving self-determination, empowerment, health, personal growth, meaning and spirituality
Oppression
Explores role of globalization, colonization and exploitation in illness and suffering of nations and communities
Examines the role of political and psychological power in exclusion and discrimination based on class, gender, age, race, education and ability.
Studies conditions leading to lack of support, horizontal violence and fragmentation within oppressed groups
Studies role of powerlessness in learned helplessness, hopelessness, self-deprecation, internalized oppression, shame, physical and mental health problems and addictions
Liberation
Deconstructs ideological norms that lead to acquiescence and studies effective psychopolitical factors in resistance to norms that cause illness
Studies acts of solidarity and compassion with others who suffer from oppression and illness
Examines sources of health, strength, resilience, solidarity and development of activism and leadership

18. Psychopolitical Validity II: Transformational
Transformational validity derives from the potential of our actions to promote personal, relational, and collective wellness by reducing power inequalities and increasing political action

19. Guidelines for Transformational Psychopolitical Validity
Table 2
Guidelines for Transformational Psychopolitical Validity
Concerns
Domains
Collective
Relational
Personal
Well-being
Contributes to institutions that support health, emancipation, human development, peace, protection of environment, and social justice
Contributes to power equalization in relationships and communities. Enriches awareness of subjective and psychological forces preventing solidarity. Builds trust, connection and participation in groups that support social cohesion, health and social justice
Supports personal empowerment, health, sociopolitical development, leadership training and solidarity. Contributes to personal and social responsibility and awareness of subjective forces preventing commitment to justice and personal depowerment when in position of privilege
Oppression
Opposes economic colonialism and denial of cultural rights. Decries and resists role of own reference group or nation in oppression of others and deterioration of health in other groups
Contributes to struggle against in-group and out-group domination and discrimination, sexism and norms of violence. Builds awareness of own prejudice and participation in horizontal violence
Helps to prevent acting out of own oppression on others. Builds awareness of internalized oppression and role of dominant ideology in victim-blaming. Contributes to personal depowerment of people in position of privilege
Liberation
Supports networks of resistance and social change movements that pursue health and wellness. Contributes to structural depowerment of privileged people
Supports resistance against objectification of others. Develops processes of mutual accountability
Helps to resists complacency and collusion with exploitative and illness producing system. Contributes to struggle to recover personal health and political identity

20. Transformative Research Paradigm
Focus of Research
Transformative Research Paradigm
Analytic
Quantitative and/or qualitative methods are used to analyze problems in participatory research process
Main concern is epistemic psychopolitical validity
Activist/
Interventionist
Quantitative and/or qualitative methods used to generate action and intervention in participatory way
Main concern is transformative psychopolitical validity

21. Roots of Transformative Research Paradigm
Participatory Research
Action Research
Feminist Research
Anti-racist Research

22. Values and principles of transformative research
1. Self-determination and participation (empowerment)
■ Research should be attuned to issues of power and promote the power of disadvantaged people
■ Research begins with the experiences and concerns of disadvantaged people
■ Research process is democratized so as to maximize the participation of disadvantaged people in all aspects of the research
■ Research uses qualitative methods that give voice to disadvantaged people
2. Community and inclusion
■ Research strives to develop authentic and supportive relationships among researchers,
disadvantaged people and other stakeholders
■ Research should be directed towards the goal of building solidarity for social change

23. Values and principles of transformative research
3. Social justice and accountability to oppressed groups
■ Research money should be distributed in a way that provides job and training
opportunities as co-researchers for members of disadvantaged groups
■ Research findings should be used for education and/or advocacy to create social change
4. Reflexivity
■ Research should use emergent (or flexible) research designs
■ Research should provide an educational component
■ Research should be demystified so that knowledge is accessible to all, not just researchers
■ Research should involve all stakeholders in the interpretation of findings and
recommendations for change

24. Roles for Transformative Action Researchers
I VALUE IT
Inclusive Host
Visionary
Asset Seeker
Listener
Unique Solution Finder
Evaluator
Implementer
Trendsetter

25. University of Miami SPEC Team
Example 1: Miami SPEC project Organizational conditions leading to transformative practice: Findings from a multi-case study, action research investigation
University of Miami SPEC Team
Isaac Prilleltensky
Ora Prilleltensky
Scot Evans
Adrine McKenzie
Debbie Nogueras
Randy Penfield
Corinne Huggins
Nick Mescia

26. What is transformative practice?
In the context of community, educational, health, and human service organizations, we define transformative practice as consisting of four principles
Strengths
Prevention
Empowerment
Community change

27. DRAIN VS. SPEC APPROACHES
Drain Approach
Deficits-based
Reactive
Alienating
Individualistic
Problems
Too little
Too late
Too costly
Too unrealistic
SPEC Approach
Strengths-based
Primary Prevention
Empowerment
Community change
Opportunity
Built to last
Starts early and saves $$$
Creates civic engagement
Builds social movement
4/14/2017
Prilleltensky
Prilleltensky

28. Time and place of interventions
THIS IS WHERE WE NEED TO BE
Collective
Quadrant IV
Examples:
Food banks, shelters for homeless people, charities, prison industrial complex
Quadrant I
Examples:
Community development, affordable housing policy, recreational opportunities, high quality schools and accessible health services
Reactive
Proactive
Quadrant II
Examples:
Skill building, emotional literacy, fitness programs, personal improvement plans, resistance to peer pressure in drug and alcohol use
Quadrant III
Examples:
Crisis work, therapy, medications, symptom containment, case management
Individual
THIS IS WHERE WE ARE

29. Focus and engagement in interventions
THIS IS WHERE WE NEED TO BE
Strength
Quadrant I
Examples:
Voice and choice in celebrating and building competencies, recognition of personal and collective resilience
Quadrant IV
Examples:
Just say no! You can do it! Cheerleading approaches, Make nice approaches
Detachment
Empowerment
Quadrant II
Examples:
Voice and choice in deficit reduction approaches, participation in decisions how to treat affective disorders or physical disorders
Quadrant III
Examples:
Labeling and diagnosis, “patienthood” and clienthood,” citizens in passive role
Deficit
THIS IS WHERE WE ARE

30. Context of Investigation
Action research with 5 community based organizations (CBOs) to promote Strengths, Prevention, Empowerment, Community Change
Three year study consisting of
Training
Team work
Consultation
Professional development
Action research

31. Context of Investigation
Organizations selected on basis of “readiness”
Organizations consist of
Major local funder (MF)
Major provider of health services for poor (HS)
Organization that promotes early interventions (EI)
Local civic coalition (LC)
Local human service (HS)
Budgets range from $ 1 million to over $ 100 million
Personnel ranges from 15 to 700

32. Context of Investigation
Intervention components
Training
Each organization sends reps to 18 person class
3 hours biweekly
Lecture, discussion, application
Team work
Transformation teams meet biweekly
Consultation
A researcher assigned to each organization
Weekly or biweekly consultations
Professional development
Action research

33. Research Design
Action Goal of overall project: Promote SPEC practices in organizations to improve community well-being
Research Goals of overall project:
Assess whether organizations become more aligned with SPEC principles as a result of interventions
If so, how
Data collection
Quantitative and qualitative methods at baseline, year one, and end of project
Goal of present study: Examine organizational conditions leading to SPEC based on qualitative data gathered through interviews, focus groups, and field notes with about 80 different participants in the five organizations

34. Simple logic model Organizational history Organizational mission
Organizational strategic plan

35. Simple logic model
Focus of current study

36. Emerging findings

37. Findings: Organizational Conditions for Transformative Practice

38. Organizational Conditions for Transformative Practice

39. Climate
Effective
Enabling structures; good communication; timely completion of tasks; efficiency; accountability and follow-through, etc.
Most of the organizations noted at least some deficiency in this domain, including duplication of efforts; inconsistent policies; and bureaucracy
Reflective
Learning opportunities; organizational learning; asking “big questions”; challenging old notions; evaluating practice, etc.
Organizations vary on this dimension, with some presenting as highly reflective and others describing an environment where there is insufficient trust to challenge old notions and practices. (“you ain’t gonna rock the boat.”)
Affirmative
Climate of acceptance and appreciation; employee strengths are highlighted and utilized; voice and choice; sense of control; team work and conviviality
Distinction made between voice and choice in a number of organizations where empowerment is espoused as an organizational value, but not always practiced well.
In other organizations, staff empowerment is not even part of the organizational radar.

40. Resources Human Financial Organizational
Adequate number of workers to meet demands; high skill level; capacity; dedication; motivation; initiative
Largely described workers as caring, conscientious and committed to meeting the needs of their constituents
Variable level of skill across organizations
Concern in some organizations that people are spread too thin due to a broad, overly ambitious mission
Financial
Adequate financial resources to support positions; programs; etc.
A major barrier for most organizations in the current economic climate
Cuts in positions and lack of job security are a source of strain
For funding organizations, ongoing concern to make sure investments provide good return
Organizational
Appropriate organizational structures to meet vision and mission; adequate time, space, etc.
Most organizations described as committed to vision and mission
Some noted that rapid and poorly communicated policy changes lead to inconsistent practices and poor PR with other agencies
In one case, solicitation of input from “boots on the ground” was seen as a necessary condition for improved buy-in to vision and mission

41. Support and Legitimacy
Leadership for SPEC
Leadership provides legitimacy and support to SPEC principles and practices; leader(s)“walk the talk” in their support of the vision and mission of the organization
Organizations whose leaders are involved in all aspects of the SPEC training (class, T-Team, etc.) experience greater legitimacy and support for SPEC practices and principles
Lower level of leaders involvement is associated with fewer SPEC practices
Board support and legitimacy for SPEC
Board of Directors provides legitimacy and support to SPEC principles and practices ; board members“ walk the talk” in their support of the vision and mission of the organization
Some describe difficulties in dealing with board members who come from a corporate background and unfamiliar with nonprofit
Some board members advocate for special interest groups
Funder support for SPEC
Funders provide legitimacy and support to SPEC principles and practices; funders “walk the talk” in their support of the vision and mission of the organization
Some indication that funders may not always walk the talk, despite the theoretical support of SPEC; some feel micromanaged by funders

42. Consciousness Justice Power Ecology
Organization espouses a justice orientation; considers issues of fairness and justice in understanding community problems and devising solutions
Large variation between organizations. For some, themes of “economic justice” and “social justice” are espoused and central to the organizational mission. For others, justice is described as enabling access to services, regardless of client background, legal status, etc.
Power
Organization is highly aware of power issues in the community; sensitive to how differences in power affect voice, choice and wellbeing; considers power issues when understanding problems and devising solutions
Awareness and sensitivity to power issues in the community are at times inconsistent with internal practices with employees.
Ecology
Organization espouses an ecological orientation; considers personal, organization, and systemic factors in understanding problems and devising solutions
A shared understanding that social and economic conditions are at the root of people’s struggles does not always translate to more systemic organizational practices

43. Discussion
Study begins to identify necessary and sufficient conditions for transformative practice
Contribution to community psychology approaches to system change: not just generic, but also specific conditions are necessary to promote justice and social change (see special issue AJCP on systems change June 2007, v. 39 ¾)
Contribution to organizational development: literature focuses mainly on for profit and ameliorative not for profits. This study aims to foster transformative practice in not for profits and identifies consciousness as key condition (Chetkovich & Kunreuther, 2006; Crutchfield & McLeod Grant, 2007)

44. Limitations, possibilities, and next steps
Great variation across organizations
More qualitative and quantitative data needed
Develop tool that can assess organizational profile
Refine methodology, initial pilot of conceptual framework resonates with participants

45. Example 2: SPEC-YE PAR with Youth
- SPEC for youth
engagement in
African American
Neighborhood in Miami
- Youth participate in
running after school leadership program following SPEC principles
- Youth engage in civic projects

46. Example 3: New SPECs Three-year action research project in South East mid-size City
Island Center
John Snow Foundation
Nazaret
Center
MLK
Center
Healthy City

47. New SPECs Project Center for Community Studies Vanderbilt University
Vanderbilt New SPECs Team
Kimberly Bess, Patricia Conway
Scot Evans, Carrie Hanlin,
Diana McCown,
Bob Newbrough,
Doug Perkins,
Isaac Prilleltensky

48. Goals of New SPECs
Apply community psychology principles to organizational change for community well-being
Generate new practical knowledge for organizations and the field
Develop practices in line with SPEC
Develop policies in line with SPEC
Institutionalize SPEC in the life of the organization and the community

49. Principles of New SPECs
Ownership by workers and community members
Participation of workers and community members
Power sharing
Home grown solutions
Practice and reflection
Action research

50. Structure of New SPECs Structures within organizations
T-Team
Councils
Affiliation groups
Forums
Workshops
Task Forces
Structures across the project
Coordinating Committee
Structures within our own Team
Business meetings
Reflection meetings
Retreats

51. SPEC INTERNAL AND EXTERNAL
Child and Family
Organizations
Community
Strengths
Prevention
Empowerment
Community Change
EXTERNAL
INTERNAL
EXTERNAL

52. Summary of Outcomes for Nashville New SPECs Project
New mission statements
Research publications
Tools to measure SPEC
New policies at United Way
New outreach programs
More youth and client involvement
Assessment of projects in light of SPEC
More prevention efforts in organizations
Empowered counselors
Blending of therapy with social change

53. In every act, in every interaction, in every social action,
In every act, in every interaction, in every social action,
we hold each other accountable to promote
People’s dignity, safety, hope and growth
Relationships based on caring, compassion and respect
Societies based on justice, communion and equality
We are all better when these values are in balance
 To put these values into action, we will:
Share our power
Be proactive and not just reactive
Transform the conditions that create problems for youth
Encourage youth and families to promote a caring community
Nurture visions that make the impossible, possible
We commit to uphold these values with
Youth and their Families
Our Employees
Our Organization
Our Community
This is a living document. We invite you to discuss it, to critique it, to live it