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Ted N. Strader, MS, CPS tstrader@sprynet

NPCL 13 TH ANNUAL INTERNATIONAL FATHERHOOD CONFERENCE June 9, 2011 Advanced Facilitator Strategies for Reducing Participant Resistance. Ted N. Strader, MS, CPS tstrader@sprynet.com. COPES Inc.’s national awards for excellence.

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Ted N. Strader, MS, CPS tstrader@sprynet

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  1. NPCL 13TH ANNUAL INTERNATIONAL FATHERHOOD CONFERENCEJune 9, 2011 Advanced Facilitator Strategies for Reducing Participant Resistance Ted N. Strader, MS, CPS tstrader@sprynet.com

  2. COPES Inc.’s national awards for excellence 2010 – National Prevention NetworkExemplary Program Award Winner (4 time winner). 2009 – Promising Program for the Administration for Children and Families’ Responsible Fatherhood Initiative. 2007 – CLFC program :National Registry of Evidence-based Programs and Practices.

  3. CLFC’s Awards for excellence continued 2006 – Office of Juvenile Justice Delinquency Prevention Effective Substance Abuse and Violence Prevention Program. 2002 – Model Program for the Substance Abuse and Mental Health Services Administration. 2000- Model Family Program in theStrengthening America’s Families Publication Sponsored by OJJDP and SAMSHA.

  4. StandardCreating Lasting Family Connections Implementation 1. Model Community Implementation (High Fidelity) Parent Modules Youth Modules Developing A Positive Response Developing Positive Parental Influences Developing Independence and Responsibility Raising Resilient Youth Getting Real Communications Training Getting Real Communications Training Getting Real: Parent and Youth Combined Sessions

  5. CLFC Adapted for the Connect-Immunity Project and the Fatherhood Initiative Developing Positive Parental Influences Raising Resilient Youth The ABC, 3D Approach to HIV Getting Real Communications Training

  6. Targeted Skills for Fathers (Parents) 1. Listening Skills 2. Gentle Assertiveness Skills 3. Refusal Skills 4. Social Skills 5. Emotional Expression Skills 6. Emotional Acceptance Skills 7. Developing Expectations and Consequences in the Family 8. Enhancing Relationships Skills

  7. RESULTS COMMUNICATION SKILLS CONFLICT RESOLUTION SKILLS INTRA-PERSONAL SKILLS EMOTIONAL AWARENESSSKILLS EMOTIONAL EXPRESSION SKILLS INTERPERSONAL SKILLS ALL SHOWED STATISTICALLY SIGNIFICANT GAINS AT POST AND FOLLOWUP (as compared to comparison group)

  8. RESULTS RELATIONSHIP MANAGEMENT SKILLS RELATIONSHIP SATISFACTION RELATIONSHIP COMMITMENT ALL SHOWED STATISTICALLY SIGNIFICANT GAINS AT POST AND FOLLOWUP (as compared to comparison group)

  9. RESULTS PROGRAM PARTICIPANTS WERE ALMOST 3 TIMES (2.94) LESS LIKELY TO RECIDIVATE IT IS OUR EXPERIENCE THAT ONLY GREAT TRAINERS AND FACILITATORS USING SOLID PROGRAMMING CAN GET THIS TYPE OF RESULTS

  10. Basic Facilitator Skills Confidence in Self and Content Strong Verbal and Non-Verbal Communications Skills Time/Content/Relationship Management Skills Group “Reading” Skills Use of Influence vs. Control Exudes Warmth, Humor, and Credibility

  11. Basic Facilitator Beliefs I can manage the training room. I can make this a safe place The participants will hear, respect and follow me Most participants will make positive improvements Participants are likely to test me, and it’s OK Trust takes time This is valuable to us all

  12. Strategies for Success • Rich Program Content • 2. Highly Informed and Well Trained Facilitators • 3. Warm and Welcome Atmosphere • 4. Focus on Content and Relationships • 5. Non-Judgmental and Accepting Staff • 6. High Expectations Regarding Success

  13. Strategies for Success (Continued) 7. Multi-Cultural Sensitivity 8. Use “Buffet Approach” 9. Validate Participant Expressions of Feelings 10. Give Respect 11. Ask for Respect 12. Avoid Absolutes 13. Humbly Ask Participants to Teach Us

  14. Strategies for Success (Continued) 14. Hire Diverse, Multi-Culturally Sensitive, Authentic, and Successful Staff 15. Train Staff to Know How and When to Be Humble by Listening 16. Train Staff to Know How and When to Be Proud and Assertive

  15. Strategies for Success (Continued) 17. Manage the learning space with sensitivity 18. Consider using two compatible co-trainers 19.View disagreements as helpful opportunities. 20. Address ongoing resistance directly yet tactfully (for inclusion)

  16. To apply these skills, we engaged in the following series of steps to assist facilitators to make the CLFC experience CULTURALLY SENSITIVE, ENGAGING, and REWARDING for our MALEre-entry and recovery fatherhood populations. (The following List: How We Reduced Resistance)

  17. Reducing resistance requires Cultural Sensitivity, and cultural sensitivity is a process. 1. What culture or whose culture are we going to be sensitive to? We thought fatherhood, and reentry, hmm, predominately men. Mostly African American and white, some Rural African American and White, and a low to moderate number of Latinos. During the needs assessment process, we greatly expanded our awareness of CULTURE.

  18. (Using focus group technology with partner agencies and re-entry/ recovery/HIV target populations we expanded our understanding of male reentry cultural representation.) In addition to white and African-American culture, we would benefit from addressing… 1. Male Culture 2. Female Culture 3. Criminal Culture 4. Culture of Poverty 5. Black Urban 6. Black Rural 7. Isolates 8. White Urban 9. White Rural 10. White Appalachian

  19. Cont’d 11. Culture of Despair 12. Lone Wolf – Self Reliant 13. Culture of Distrust 14. Culture of Blame 15. Culture of Denial and Delusion 16. Macho, Bravado and Toughy Culture 17. Culture of Control 18. Prison Culture 19. Gang Culture 20. Multiple Sub-Cultures of Sexual Orientation and Practice 21. Pimp/Prostitution Culture (and lots of individual differences and hybrids)

  20. This led us to think about our own CLFC program as an ACCULTURATION process. CLFC (or PREVENTION) can be thought of as a cultural evolutionary or a Revolutionary process! CLFC (our program) is: A Culture of Connection A Culture of Respect A Culture of Hope A Culture of Selected Trust A Culture of Personal & Family Responsibility A Culture of Acceptance A Culture of Recovery A Culture of Influence (vs. Control) in Relationships

  21. So, we decided on the following as a strategy of demonstrating cultural sensitivity: • To show openness and acceptance to all individuals and all cultures • To validate everyone’s culture(s) • To ask all individuals of various cultures to consider if their culture did share or might benefit by adopting any CLFC concept, or if they would like to incorporate our cultural beliefs into theirs (or not)

  22. To DEMONSTRATE RESPECT to all individuals of all cultures and conditions • To ask participants to “take whatever you like and to leave the rest… you decide” (CLFC has always been a buffet, dinner style curriculum) • To train staff to avoid using absolutes or controlling language • To be welcoming to all • To ASK FORRESPECT and openness toward our staff, too

  23. To publiclystate on day one that we have an open door policy where participants can provide feedback to our Executive Director on any disrespectful behavior from any of our staff • To ask participants to teachus about their personal or cultural beliefs/or practices so we could be sensitive • To provide food and water (and other beverages) at every meeting and to ask for personal or cultural preferences in this area (i.e. vegetarian, Muslim diet, Jewish diet, food allergies, etc…)

  24. To hire and employ a range of individuals of various cultures to assemble a staff who were all successfully able to integrate CLFC into their own lifestyle without losing their own culture. (i.e. – Gay Muslim Black Re-entry White Rural Recovery Female Male Fathers/Mothers married and single Ages 20 something to 65)

  25. To establish and use (but not require participation in) rituals, music, humor, story telling, and lots of rich and culturally representative examples and appropriate self-disclosures by staff • To use role models and mentors • To respect physical space needs in room selection and set-up • To employ a “We, the people” approach rather than the “You people” approach to all topics • To be highly interactive (and to be radically present by listening) • To be non-judgmental of past, current or future behaviors (while giving feedback of care and concern from OUR OWN CLFC CULTURAL PERSPECTIVE)

  26. Use multiple research methods to obtain data from a variety of cultural experiences (i.e. retrospective, experimental design, and record data on behavior) • Use multiple cultural concepts and examples whenever possible and to ask for input or examples from participants • To not ask participants to do anything we are not willing to do as facilitators (You can always ask us to go first.)

  27. To establish credibility by focusing on appliedresearch along with staffandparticipantexperience and giving clear examples and making precise distinctions • To negotiate very clear behavioral expectations for group interactions and the role of our facilitators. (i.e. cell phones, texting, smoking, bathroom breaks, guests, absences, make-up sessions, information sharing and confidentiality)

  28. To believe in everyone’s ability to both teach us something and to learn something from us • To have high expectations for everyone’s ability to succeed • To agree to train only those who voluntarily choose to participate and who choose to allow our facilitators to play the role of facilitator (i.e. Participants agree to let our staff facilitate with the right to complain to the Executive Director if bad facilitation decisions are made)

  29. Increased Bonding with Self, Family, School, Church, Community... = Even Greater Resilience INFLUENCES TOWARD ATOD ABUSE INFLUENCES TOWARD VIOLENCE Connectimmunity OTHER NEGATIVE INFLUENCES

  30. Contact Information Ted N. Strader, MS, CPS COPES, Inc 845 Barret Ave. Louisville, KY 40204 502 583-6820 tstrader@sprynet.com www.copes.org

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