e-book Facing Danger In The Helping Professions: A Skilled Approach

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Here is what I might write down even on a day where lots of things have gone wrong:. Part Two — Day Beginning. Again, here is how my list might look even if my day is likely to be very stressful:. Similar to the strength-based questions above that can be asked across disciplines.

Here are some additional questions that can be asked to those that are disabled or receiving aged care. These questions allow the social worker or related health care professional to understand the experience the client is receiving at the moment. In addition, it allows for conversation about their environment, needs, and their inherent resources and strengths are. The key to helping people is to have them recover and then to feel empowered and committed to the change or process that needs to happen Pulla, Utilizing the strength-based approach — social workers have found that three pertinent questions have been the most useful in getting the conversation started:.

Once starting the conversation between a social worker and client, four core elements can be expanded on, these include:. Furthermore, here is a list of questions that social workers can use to direct attention to identify strengths Saleebey, and Pulla, Each question or set of questions is classified into a type:. Early childhood is such a beautiful time. Children are learning how to do things, and what they like. When using the strength-based approach in early childhood practice the same aspects you would for an adult, and pay attention to what the child likes, and offer a variety of ways for the child to learn Bronfenbrenner, A great way for children to develop their strengths is to live expressively Bronfenbrenner, Children and adults can express themselves in all sorts of ways, and this can lend well to understanding what someone truly enjoys and is good at Bronfenbrenner, The strength-based approach fits really nicely with childcare and preschool.

As every child is different, children have their unique strengths. The strength-based approach falls in line with the Ecological Model of Child Development where children, not the curriculum, are at the center of education Bronfenbrenner, As children are learning and developing, their capabilities, competencies, and strengths and talents are maturing Bronfenbrenner, Due to children constantly developing, and inherently placed in multiple learning environments home and school their home language and culture should be acknowledged.

Early childhood professionals should support children to preserve their primary language while learning English Bronfenbrenner, In addition, each of us can learn in different ways, and there are certain ways of learning that really speak to us. The different methods include linguistic, special, interpersonal, logical-mathematical, etc.

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Bronfenbrenner, Each of the methods not only offers variety but also offers multiple ways to make learning meaningful and engaging Bronfenbrenner, Practitioners utilized the strength-based approach have to practice self-reflection Bronfenbrenner, As is the basis for the strength-based approach in general, the same approach of describing the child by their strengths and how to support them rather than their deficits applies here as well Strength-Based Approach to Equity in Early Childhood.

I hope this piece gave you a thorough and complete overview of the strength-based approach and provided you with some insightful information about this approach. The great thing about the strength-based approach is that it is so relatable when being used, especially when the activities can help pull out these strengths. Sometimes it takes thinking back to when you were a kid and thinking about what you were good at and what you enjoyed to remember your strengths.

If you find any of this information helpful, please leave a comment below. Thanks for reading, and I wish you the best and hope that you can find your strengths and use them daily because it makes you feel good, and is energizing. Was this article useful to you? No Yes Share this article:. Erika Stoerkel , MSc. Where she hopes to offer a change in perspective to complementary and alternative business owners. Her specialties include writing and project and systems management.

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This is very interesting and edifying. I, too, would like to receive the news letter.

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Thank you for the guide, it helped me a lot to understand the huge gap between strength based feedback and practices which I applied before. Your email address will not be published. Erika Stoerkel, MSc. Hold on to that for a moment. This article contains: What is a Strength-Based Approach? Are There Any Disadvantages to the Model? Can it Improve Mental Health? Clifton, D. Clifton StrengthsFinder. Coens, T. Abolishing performance appraisals: Why they backfire and what to do instead. San Francisco: Berrett-Koehler Publishers.

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Cowger, C. Assessing client strengths: Clinical assessment for client empowerment. Social Work, 39 3 , Dahlsgaard, K. Shared virtue: The convergence of valued human strengths across culture and history. Review of General Psychology, 9 , — Embedding a strengths based approach in client conversations. Innovative Resources. Author Wayne McCashen. Handbook of Solution-focused brief therapy. San Francisco: Jossey-Bass Publishers.

Resiliency Initiatives. That is, given the high community impact of law enforcement service delivery, such services should be based on community needs, safety, concerns, and on relentless enforcement of the law against criminals, with due consideration for the safety of officers.

The contractual nature of this relationship notwithstanding, frequently neither minority community expectations of police conduct nor police expectations of support from the minority community have been met. The result, of course, has too often been violent encounters between citizens and the police.

The seriousness of this situation, wherever it exists, makes it imperative that the community and police initiate steps to reduce violence. As in all matters involving how law enforcement is conducted, the role of top police executives is key. Among a multitude of other duties, the police executive must establish personal credibility with all segments of the community. The chief must articulate law enforcement standards of conduct and make clear what behavior the chief expects of the department's officers.

The community should understand what constitutes unprofessional conduct and, above all, must have a reasonable understanding of procedures for investigating and adjudicating cases of use of deadly force. To reduce the potential for violence, police executives must inculcate the values articulated by policy and procedure into two levels of the police department: the administrative level and the "line" or operational level. To accomplish the task of value-transition on one level without doing so on the other is futile, for no change in police behavior will result.

In addition to the two levels of the organization which the police executive must address, two dimensions of law enforcement must also be addressed: the police "culture" and various community cultures. Thus, to effect change in the police-community violence, police executives must take a multidimensional approach. Traditional approaches to reform have been one-dimensional, and have met with little success. The necessity for multidimensional leadership exists for several reasons. Consider, for example, the police executive who develops the "ideal" use-of-force policy, and who develops a strong system of "internal audit" and reporting to ensure that violations are identified and addressed.

This executive has created an administrative response to the violence problem. However, he or she has not addressed the operational-level aspects that influence the use of force by law enforcement officers: training, peer-group pressure, informal leadership, initial socialization, and role of the union, if any. Nor has the executive addressed the external factors that impact use of force: the community's level of confidence in the department; prior use-of-force incidents; the existence of a healthy police-community partnership; community norms; media treatment of use of force; sanctions against use of force by local courts, prosecutors, and other official agencies; and community tolerance levels for violence.

Policy developed by the police executive that does not take into account external factors is likely to fail. The administrative functions of policy, procedure, audit, review, and sanction will most probably be offset by operational-level attitudes, beliefs, and informal social structures that tell the line officer that it's "better to face an internal affairs investigation than to have your family confronted by the undertaker.

The policies, procedures, and administrative infrastructure will fail, not because they were inherently "bad," but because they were not integrated at the operational level to combat police-community violence. The police executive who desires to affect the cycle of police-community violence must focus on at least four functions which offer the potential of creating change.

All four of these functions are amenable to change through effective police leadership, and all four combine to aid the chief executive in developing a multidimensional approach to police-community violence. These four functions are:. The socialization process for patrol officers has been well documented in the literature--as discussed elsewhere in this publication.

Police officers tend to become the kind of police officers they are socialized to be. The two most important components of the socialization process--and thus the process of leadership--are formal training and informal "peer group" indoctrination of the young officer. The field training officer FTO , field training program, and formal classroom training form the cornerstone of the young officer's operational personality.

The acquisition of acceptable operational traits and the inculcation of "preferred" organizational values during this period will last for years under the tutelage of effective leadership.


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The acquisition of "bad habits" can be avoided through a carefully designed socialization process that is implemented by handpicked personnel at the training academy and in field orientation experiences. The field training officer is all important to the success of a department's training program as the FTO is the first person in authority who will orient a new officer to the job environment. These officers must be:. The progressive leader can use the influence of the FTOs to build positive work environments by being aware that the influences of mentors and the need to be accepted are powerful factors in the training of new officers.

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When there is consistency between explicit and implicit organizational values, explicit job-related behavioral expectations are continually reinforced throughout the training program, creating a conducive learning environment for new officers. Accordingly, leaders that set forth explicit behavioral expectations through the development of a "value-congruent" training program have the potential to significantly improve organizational performance. There are several questions the police executive may ask which will help to gauge the effectiveness of a department's leadership in the area of socialization.

While the following are generic questions, they will help identify areas that need improvement:. The chief executive's answers to these questions will aid in identifying areas which should be addressed concerning the socialization of new police officers. Once the desired socialization of police officers is attained, it is a role of leadership to continue to refine this socialization.

Administrative mechanisms are probably the most commonly used leadership tool for managing police-community violence. The process of effective leadership here involves first determining the values which must be proffered by departmental policy. This is followed by the development of procedures, rules, and regulations which reflect those values including establishing internal audit, review, and sanction processes to enforce compliance; and "interfacing" with the community to reduce the use "violent" solutions to problems.


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  4. There are several questions the police executive should ask to determine the extent to which administrative mechanisms about police use of force are in place:. Effective leadership has its most conventional impact in the area of positive and negative reinforcement of police officers.

    Contrary to some beliefs, negative reinforcement is not "punishment.

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    Positive reinforcement, of course, refers to the provision of rewards for behavior that is desirable. The chief executive should ask several questions to help assess how effectively department leadership uses reinforcement to foster nonviolent behavior:. The chief executive's answers to these questions will aid in identifying areas that need to be addressed concerning the positive and negative reinforcement of officer behavior.