Culture of Training Offerings for your Organization

Title of Training     Working with People

Description of Training

This training is the heart and soul of our training offerings.  This learning experience remains and integral part of educating Michigan’s behavioral health workforce and is delivered to thousands of Direct Support Professionals on an annual basis.  This Introduction to a Culture of Gentleness will provide the basics of providing positive supports through the important role of the helping professional.  Foundational principles of developing and strengthening supportive relationships as a strategy to reduce challenges and build a foundation for growth and healing are explored. Emphasis is placed on elements that lead to others feeling safe and more valued, how one’s trauma history can influence behavior, planning proactively to reduce stress, and the value of supporting all involved.  Duration 10 hours over multiple days.

Learning Outcomes

Attendees will be immersed into a Culture of Gentleness, and provided the opportunity to gain a deep understanding of principles including:

Central Purpose   /   Four Tools    /    Four Pillars.

Attendees will be thoroughly guided through each of the Six Elements. Seeing examples and hearing stories from our experiences, and collaborating in small groups via virtual break out rooms to practice these elements in scenario based learning.

Duration

Cost

10 Hours (can be segmented into 2, 3, or 4 days)

$3130.00

Title of Training     Leading in a Culture of Gentleness

Description of Training

The spirit and quality of leadership matters.  Leading in a way that ensures team members feel safe (physically, psychologically, and emotionally) and valued (e.g., supported, respected, etc.) is central to the Culture of Gentleness framework.  This is especially germane given that the rudimentary definition for leading/managing is “getting things done through people.”  The Culture of Gentleness represents a philosophy, principles, and practices for the “people” side of leadership – without contradicting the importance of the “process” side.

This course provides participants with an interactive, engaging experience regarding understanding, applying/integrating the components of a Culture of Gentleness into their leadership style.  It is a road map for embedding the philosophy, principles, and practices (e.g., relationship-building, trust, inclusion, intentionality) that define a Culture of Gentleness.

The following outcomes are covered in the course:

  • Engaging Through the Broken Ice
  • The 6 Elements of Leadership
  • How to Trust your Leadership Style so that others will also
  • Maintaining and Enhancing Motivation and Commitment through Increased Positive Interactions
  • Team Synergy through Engagement
  • Flex your Empathy Muscle and Lower the Demands on You and Others
  • Support and Improved Outcomes Through Structure
  • Transitions… If the only thing that is constant is change why not effectively plan for it and navigate it?
  • The Tools of Application

Duration

Cost

7.5 Hours (can be offered in 3 or 2.5 hour sessions)

$2,347.00

Title of Training                   The Six Elements

We believe a plan and a focus on building quality relationships will make our experience of delivery care and support so much more rewarding for all. We are more successful when we have a circle of support that includes quality relationships as help us navigate the more difficult parts of the day. Evaluating, providing recommendations and working alongside those served and their advocates is at the core of our work.

At the foundation of all these services are the 6 Elements. These 90 minute introductory sessions are done in pairs of each set of Elements and provide a focus on the practical application of the tenets of a Culture of Gentleness.  Additional sessions to gain a deeper understanding of these 6 Elements are available. These Six Elements are Safe and Loved (Valued), Positive Interactions and Demands, and Structure and Transitions.

Safe:  The element of safe means that the person you are supporting feels emotionally safe in your presence. We need to teach the people we support to know that they are safe with us. That means we will never hurt them physically or emotionally. What contributes to someone feeling emotionally unsafe? Many people we support have had life experiences (being labeled, trauma, negative interactions, etc.) that contribute to this feeling and will vary based on the person and their perception of you and the support they receive. It is our responsibility to prioritize helping the person we support to feel safe over compliance with completing tasks, “behaving”, or any other goals we’ve established for another person. As emphasized throughout all the training initiatives feeling safe applies to all of us who play a role in supporting others. Our goal is to help create cultures of support where all shareholders feel safe. Safe is the first element as it the first step in building a trusting, meaningful relationship.

Loved:  In addition to helping someone we support feel emotionally safe with us we also want them to experience the unconditionality of relationship. A lack of supportive relationships, trauma history, focus of challenging interactions versus the gifts one possesses, and the person’s disability or illness all can contribute to a feeling of being devalued or unlovable. We value the person regardless of their interactional challenges as we recognize their behavior is a symptom of feeling emotionally unsafe. A person does not need to earn our approval. We all want to feel valued by others especially when we ourselves feel unsafe. The relationships that we value most in our own lives will likely have a strong component of unconditionality. If it is true for us it is true for the person we support. As with safe, our goal is to help create cultures of support where all shareholders feel valued.

Positive Interactions:  Our richest relationships are those where we feel unconditionally supported and valued. Helping others feel uplifted through the intentionality of our interaction is inherent to creating a culture of gentleness. How we are perceived by the other person is most important. All of our tools (eyes, words, hands, presence) of care giving can be interpreted as either uplifting or demanding depending on the perception. Many of the people supported experience far more demands throughout their day when compared to positive interactions. One’s good intention could be interpreted as demanding and pushy. Adjusting our interactions to communicate less demand while unconditionally valuing the person should remain our focus. The relationship between Positive Interactions and helping someone feel Safe and Loved (Valued) is emphasized throughout all aspects of our trainings. Increasing Positive Interactions is a goal for all shareholders as we recognize that when one feels uplifted they are more confident and likely to uplift others.

Demands:  We are able to handle the demands of life when we have a good circle of support and quality relationships. When there is a lack of meaningful relationships every day interactions can become overwhelming and seen as demanding. Demands are defined as anything that creates an unsafe feeling for the person supported. What is perceived as a demand varies greatly and depends solely on the perception of the person. For some it can be a loud voice or lack of attention and for others a subtle buzzing in the heat vent or the lighting in a particular room. We can begin to recognize what is perceived as a demand by the person supported by evaluating their response. We want to figure out ways to help reduce them in an effort to build a feeling of safe. Once demands are identified, we want to reduce them by adjusting how we use our tools (eyes, words, hands, presence) to support and consider modifying environmental demands. Another important focus is the amount of perceived positive interactions when compared to the amount of perceived demands one experiences in our care. Our focus should be to try and reach at least a ratio of 5 positive interactions to every 1 demand. When someone feels safe with you a once demanding experience can become a positive interaction. For example, Russell will take his prescribed medicine for Garrett (who represents uplifting interaction) but won’t for Denise (who represents demand) because of the relationship Garrett has built with Russell.

Structure:  The element of Structure is based on the principle that knowing what to expect helps us to feel safe. We typically have an appreciation of knowing what is coming next in life so we create structure for ourselves (schedules, calendars, to-do lists, electronic reminders etc.), however we may overlook the importance of creating this for others. This element is equally important for the person supported as it is for the people supporting. The type of structure used will vary based on the need of the individual(s) supported. For the person served and for caregivers this could include pictures of caregivers coming in, activity choices, chores, opportunities to “hang out” with others, etc. The type of structure used will vary based on the need of the individual supported. Creating structure for others requires us also to be flexible. For example, we should never be forceful or demanding in having someone complete whatever is on their schedule. In the moment someone is showing us that they feel emotionally unsafe we must adjust how we support them with our tools and may include making changes to the schedule or coming back to the schedule at a later time. Starting out with simple, preferred activities is good practice. For the caregiver, structure provides an expectation and understanding of responsibilities throughout their time together. It also serves as a reminder that engagement with uplifting interactions is going to be a primary focus throughout their time together. The goal of the structure is to help us all feel safer.

Transitions:  If we define transitions as changes we experience in life both big and small we can come up with a litany of examples. When we think of the more difficult transitions we experience such as loss, job change, relationship changes, what type of support would you prefer during those times? The often predictable moments of the day when the person supported feels unsafe can include shift changes, being told what to do, coming or leaving home, morning or bed routine, meals, hygiene, meds, etc. Once we identify the difficult transition we want to create a plan to address how we can smooth the transition. This plan will include all of the other elements previously discussed. In planning for more difficult transitions, we want to proactively increase our ratio of uplifting interactions as we recognize the transition itself is perceived as demanding. Creating Structure for the person supported and we as caregivers will also play an integral role in planning for those more challenging times of day. The intention of smoothing transitions is to help us all feel more safe and valued. Proactive planning for difficult transitions is essential to creating a Culture of Gentleness.

Course Name

Duration

Cost

Safe & Valued

90 minutes

$470

Positive Interactions & Demands

90 minutes

$470

Structure & Transitions

90 minutes

$470

 

Title of Training     Facilitating Effective Meetings

Description of Training

We have all been in meetings that seem like nothing is accomplished. This can be frustrating but more importantly prevent employees from contributing their experience and skills to meet organizational goals. This training will provide information on elements that are essential in building productive and energizing work through effective group work.  The right structure and tools can make committee work meaningful and less like a demand. The following topics are covered in this 90-minute presentation:

  • What is the purpose of Meetings
  • Characteristic of ineffective Meeting
  • 6 Elements in working with groups
  • Are the right people are there?
  • Establishing roles
  • Establishing commitment on goal(s), objectives and group agreements
  • Project Tracking
  • Documentation
  • Communication
  • Addressing Barriers through Flexibility and Support

Duration

Cost

90 minutes

$470

Title of Training     The Epidemic of Loneliness and its Effects on Health and Healing

Description of Training

Loneliness is not a formal diagnosis or specific disability.   However, it is a common condition co-existing with disabilities   and it can have potentially serious medical and emotional implications.

In order to provide an environment where those we serve can experience a sense of connectedness and community, we must examine the effects of loneliness and strategies to connect on a much deeper level.

In this training, participants will:

  • Utilize assessment questions of determination levels of loneliness
  • Identify five health conditions exacerbated by loneliness
  • Explain the difference between loneliness and being alone
  • Name six strategies to decrease the effects of loneliness
  • Recognize five mental health systemic factors that can increase loneliness

Duration

Cost

90 minutes

$470

Title of Training     An Overview of a Culture of Gentleness

Description of Training

This seminar is designed to provide individuals with a basic overview of a Culture of Gentleness and how it can improve culture. An introduction to the Central Purpose and the Six Elements will be provided. This opportunity would be ideal for board members, administrators, families and others who do not provide direct service but have an interest in further supporting the workforce and those receiving care. This seminar can be conducted in ninety (90) minute, 3 hour, or 5 hour increments depending upon the depth of information desired. During this session, a basic overview of a Culture of Gentleness will be provided in relation to the individual(s) served and the philosophy and skills required for this type of service delivery.

Duration

Cost

1 Hour

$313.00

3 Hour

$939.00

5 Hour

$1556.00

For additional inquiries relating to training or pricing please contact:

Kym Juntti, Training Director @ kym.juntti@morcinc.org

Ed Kiefer, Training Supervisor @ ed.kiefer@morcinc.org

Robyn Frantz, Office Manager @ robyn.frantz@morcinc.org