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Reaching New Heights. Achieving Cultural Proficiency: Working with the Changing Populations of Family Planning Clinics 2007 Family Planning Project Director’s Meeting Austin, Texas November 13, 2007 Alfonso Carlon Center for Health Training. Learning Objectives.

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reaching new heights

Reaching New Heights

Achieving Cultural Proficiency:

Working with the Changing Populations of Family Planning Clinics

2007 Family Planning Project Director’s Meeting

Austin, Texas

November 13, 2007

Alfonso Carlon

Center for Health Training

learning objectives
Learning Objectives
  • Define culture, cultural proficiency, community proficiency, diversity and parity
  • Describe the power of a systems approach to cultural proficiency
  • Explore steps to building organizational cultural capacity

Center for Health Training June 19, 2007

exercise diversity profile pam wilson wilson consulting group 2007
Exercise – Diversity Profile (Pam Wilson, Wilson Consulting Group, 2007)
  • Silently complete (2 minutes)
  • Find one person you do not know
  • Share one item that is very different for you today than 10-15-20 years ago
  • One partner shares for 4 min, while the other listens, then switch when time is called

Center for Health Training June 19, 2007

slide4
What part of ourselves do we leave at home? What do organizations loose when they do not see, hear or understand this diversity?

Center for Health Training June 19, 2007

definitions
Definitions
  • Culture

One’s worldview, values, beliefs, customs and behaviors influenced by one’s race, ethnicity, national origin, primary language, religious beliefs/spirituality, class/socioeconomic status, gender, sexual orientation, age, history, gender identity, geography, etc.

Center for Health Training June 19, 2007

definitions1
Definitions
  • Cultural Proficiency

Possessing sufficient knowledge, skills, and experience to communicate effectively with and work together with someone from a different culture

  • Community Proficiency

Evolves from the concept of cultural proficiency and is tied to the history of a community (connected to the current actions you want to take)

Center for Health Training June 19, 2007

definitions2
Definitions
  • Diversity

Having individuals or organizations of different backgrounds as a part of a group (static make-up of a group, rather than processes).

  • Parity

Being equal in process and outcomes and having the ability to equally participate in the planning and implementation of key activities, programs and policies

Center for Health Training June 19, 2007

power of a systems approach
Power of a Systems Approach
  • Moves beyond cultural proficiency training for board, staff and volunteers
  • Focuses on organizational components that impact cultural proficiency
  • Promotes ongoing assessment and staging of recommendations for action

Center for Health Training June 19, 2007

terry cross model of cultural competency
Terry Cross—Model of Cultural Competency
  • Offers an organizational and individual framework
  • Describes cultural competency as movement along a continuum
  • Can be at different stages of development simultaneously on the continuum

--Terry L. Cross, Towards a Culturally Competent System of Care (Vol. 1), June 1989

Center for Health Training June 19, 2007

cultural competency continuum

Advanced Competence (Responsibility)

Basic Competence (Integration)

Pre-Competence (Awareness)

Blindness (Denial)

Incapacity

Destructiveness (Intolerance)

Cultural Competency Continuum
steps in the assessment process
Steps in the Assessment Process
  • Meet with the organization’s leaders
  • Collect data and documents
  • Conduct a management assessment
  • Conduct staff and volunteer surveys
  • Conduct client surveys and community assessment
  • Review results and implement action planning process

Center for Health Training June 19, 2007

case study board findings
Board has a goal statement that explicitly incorporates a commitment to cultural proficiency.

Staff not aware of Board’s commitment.

Case Study: Board Findings

Center for Health Training June 19, 2007

slide14
There were efforts to recruit more diverse staff.

Lack of bilingual staff and no formal interpreter services.

Case Study: Staff Findings

Center for Health Training June 19, 2007

case study client level findings
LaWonderful agency has a client satisfaction survey in English and Spanish.Case Study: Client-Level Findings

Center for Health Training June 19, 2007

case study community findings
Staff identified specific populations they were reaching, but could not identify current organizational community partnerships.Case Study: Community Findings

Center for Health Training June 19, 2007

where to go next action
Where to go next? Action!
  • Use a stages of readiness model to develop, launch, and sustain cultural and community proficiency efforts.
  • Model informed by Prochaska and DiClemente’s “stages of change”
      • Pre-contemplation
      • Contemplation
      • Preparation
      • Action
      • Maintenance

Center for Health Training June 19, 2007

action
Action!
  • The key is evaluation of organizational progress from one stage to the next on any of the areas listed in the work plan.
  • Tracking changes can inform a plan to address cultural proficiency within your organization.

Center for Health Training June 19, 2007

stages of readiness model
Stages of Readiness Model

Center for Health Training June 19, 2007

instructions
Instructions
  • Select an issue
  • Identify the stage of readiness for your organization
  • Brainstorm strategies
  • Identify one strategy that will help move your organization to the next stage

Center for Health Training June 19, 2007

application stages of readiness model
Application—Stages of Readiness Model

Center for Health Training June 19, 2007

slide23

Culture can be vibrant and loud or sometimes quiet and subtle, but it is always there, shaping the ways in which we view the world.

~ Mona Lake Jones ~

slide24

Center for Health Training

www.centerforhealthtraining.com

ThankYou!

Alfonso Carlon

Project Director/Senior Staff Trainer

acarlon@jba-cht.com