Making Peer Support Fit National Conference on Peer

Making Peer Support Fit National Conference on Peer Support April 29, 2016 The Peer Support Research Project Investigators: Jay Harrison & Julia Read Peer Workers: Kelly Blum, Briana Dickie, Shawn Lauzon, Lindsey Sodtke Centre for Excellence in Peer Support: Washington Silk & Keely Phillips This work is licensed under the Creative Commons Attribution-Non. Commercial 4. 0 International License. To view a copy of this license, visit http: //creativecommons. org/licenses/by-nc/4. 0/ or send a letter to Creative Commons, PO Box 1866, Mountain View, CA 94042, USA.

Outline � About Us � Our Journey � Literature Review � Peer Support Journey Map and Briana’s Journey � Using Reflective Practice Questions for Peer Roles � Wrap-up and Questions

Self Help and The Centre for Excellence in Peer Support � Self Help is a peer-led service of CMHA Waterloo Wellington Dufferin. � Part of Self Help, the Centre for Excellence in Peer Support works to strengthen the practice of peer support and the peer workforce by: ◦ Hiring, training, and supervising peer workers in nonpeer services ◦ Engaging in peer-led research and evaluation � Currently partnered with 6 agencies to provide peer specific supervision to 12 peer support workers � Funded the Peer Support Research Project

The Peer Support Research Project � Peer-led community based research on peer work � A steering committee of peer workers and two external peer researchers What is the experience of implementing peer staff roles in non-peer mental health and addiction organizations ? And what are the strategies and opportunities for supporting successful implementation of these roles?

Our Journey Literature Review (by Harrison & Read, 2016) Development of Peer Journey Map Reflective Practice Question Generation

Key Literature Review Finding: The Nature of Implementation Issues Implementation issues are interrelated and thus are best addressed holistically and at the root causes. Implementation issues vary by the context and setting of peer work. Over time implementation issues change. This does not mean that issues necessarily lessen with time. Adapted from Harrison & Read, 2016.

Key Literature Review Finding: Disruption = Implementation Issues Peer staff are disruptive role innovators (Deegan, 2011). Peer work raises critical questions for non-peer organizations. When an organization does not adapt to the disruption caused by peer staff it is the peer staff who bare the implementation issues. The success of peer staff is somewhat dependent on the organization’s ability to adapt to the disruption created by peer staff. Adapted from Harrison & Read, 2016.

Literature Review Access to accommodations Training Supervision Application process Career pathway and advancement Clarity of purpose Role clarity Relationships with service users Using lived experience Cooptation Common role implementation issues Resources to meet job requirements Relationships with non-peer colleagues Overworked and overextended Compensation Identity conflict Maintaining good mental health and well-being Isolation Employment status

Peer Journey Map Adapted from van Steenhoven, J. , Koh, J. , Laban, S. , & Goebey, S. 2014.

Peer Journey Map Strategize and create positions • Clarity of purpose • Compensation • Employment status • Resources to meet job requirements • Supervision • Role clarity Adapted from van Steenhoven, J. , Koh, J. , Laban, S. , & Goebey, S. 2014.

HOW TO SUPPORT YOUR PEER STAFF COLLEAGUES: Be welcoming! Help peers learn the workplace culture – they will not adopt the clinical jargon but they still need to understand it. Consistently question and openly discuss your perceptions and knowledge of recovery and of mental health/ addictions issues. Ask peers about their perceptions. Seek out the lived experience perspective! Especially when you can’t understand a participant’s choices. Work together to provide consistent information to service users and other staff on what peer staff do. Give peer staff lots of participant referrals! Peer roles are sometimes underutilized when new.

Peer Journey Map Search and hire/ search and application • Application process On-boarding • Training • Relationships with non-peer colleagues • Relationships with service users • Using lived experience • Access to accommodations Adapted from van Steenhoven, J. , Koh, J. , Laban, S. , & Goebey, S. 2014.

Peer Journey Map Retention / Ongoing • Cooptation • Identity conflict • Isolation • Maintaining good mental health and wellbeing • Overworked and overextended Adapted from van Steenhoven, J. , Koh, J. , Laban, S. , & Goebey, S. 2014.

Peer Journey Map Advancement • Career pathway and advancement Adapted from van Steenhoven, J. , Koh, J. , Laban, S. , & Goebey, S. 2014.

Reflective Questions Peer Staff Co-workers Everyone Managers

Questions for Everyone � What is the value of shared lived experience for the recovery process? � What does the recovery model mean for your practice? How does the way you think about recovery effect how you think about the role of peer staff? � What is the appropriate role for peer staff in a mainstream mental health and addiction agency?

Reflective Practice for Peer Staff � What role does relationships with other peer staff play in the way you understand perform your role as a peer staff? � What kind of support from your team is important for you to be effective at your job in a way that is healthy? � Whose responsibility is it to educate your co-workers? � Do the relationship boundaries that you engage in as a peer staff change in different contexts or relationships? If so, how and why? � What are the benefits and challenges of using your lived experience in your work as a peer staff? How should you use your lived experience to effectively support others?

For Managers Directors � Why are we hiring (or have we hired) peer staff? What motivates our decision? What value will peer staff bring to our organization and the people we serve? � How do we, as an organization, demonstrate that we value the participation of peers in all aspects of decision-making, including peer roles? � What values and principles guide the way we structure peer job positions? What would it look like to structure a peer job position in a way that values equity, job security, and recovery? � How are we ensuring that peer staff don’t face unnecessary barriers to advancement in their careers in order to fully realize the leadership of people with lived experience in our organization and society?

For Managers, con’t. Supervisors � What role should supervision play in enabling peer staff to use their lived experience effectively? How might shared lived experience effect supervision? How do I, as a supervisor, use my lived experience effectively in supervising peer staff? � How can our existing staff have a better understanding of peer roles? Do my expectations of peer staff differ from my expectations of other staff? If so, how and why? � How do my personal or professional experiences affect the way I provide or facilitate accommodations for peer staff? � How might team structure and processes need to look different to ensure that they are inclusive of peer staff?

For Co-workers � � � Does working with a peer colleague raise any concerns for me about my own position? If so, how and why? How is peer work similar and different from the work that I do, for example, use of self, boundaries, beliefs about recovery? How do these similarities and differences affect the way I work with my peer colleagues? How does working with a peer colleague affect the way you think about recovery? When experiencing challenges with peer colleagues: What are the roots of this challenge? How does the structure and culture of our organization or team contribute to challenges that I experience with my peer colleagues? How does my colleague’s lived experience influence the way I perceive the challenge and the potential solutions for addressing it? In what ways does the work of my peer colleagues broaden the services and enhance client care? In supporting clients at our agency how does “success” look similar and different in my work compared to the work of my peer colleague?

Questions? Thank you! Contact information: Keely Phillips Self Help, CMHA WWD kphillips@self-help. ca