View
214
Download
0
Category
Tags:
Preview:
Citation preview
Creating Communities of Resiliency
Bryan Hiebert
Presentation to
Risk and Resiliency:
Leading and mentoring for Change
Centre for Leadership in Learning
October 14, 2004
Faculty of EducationDivision of Applied Psychology
2
Overview
• What is resilience?Resilience comes in people
• Some environments are more easy to be resilient in than others
• Leaders are responsibility for creating an environment conducive to being resilient
2
3
What is resilience?
The ability to bounce back (recover) when hit with unexpected demands out of out of the blue
Take things in stride
4
Kumpfer (1999) Resilience Model
• Stressors• Environmental contexts• Person-environment transactional process• Internal resiliency factors• Resilience process• Adaptation and reintegration
5
Kumpfer (1999) Resilience Model
• Stressors
Intensity- DemandNature
- Coping Resources- Coping Resources
- Consequences
Appraisal
DEMAND
6
Kumpfer (1999) Resilience Model
• Stressors• Environmental contexts• Person-environment transactional process
Intensity- DemandNature
- Coping Resources- Coping Resources- Consequences
Appraisal
DEMAND
Demand Coping
Demand
Coping
7
Avoid self-blame
8
Kumpfer (1999) Resilience Model
• Stressors• Environmental contexts• Person-environment
transactional process
resilience outcome adapt well to stressful situations
9
Perspective is Important
10
Kumpfer (1999) Resilience Model
• Stressors• Environmental contexts• Person-environment transactional process• Internal resiliency factors
Self-efficacyPeoples’ beliefs in their ability to control their
own functioning + control what occurs in the environment
11
Kumpfer (1999) Resilience Model
• Stressors• Environmental contexts• Person-environment transactional process• Internal resiliency factors• Resilience process
Secure attachment Leads people to form positive perceptions
about self and the world Develops in social interactions
12
Resilience model
Active Coping
Resilience• Secure Attachment • Self-efficacy
Stress
FlexibilityAdaptability
13
Say NO! to zero tolerance
Zero
A little tolerance is a good thing
Tolerance
14
Watch your perspective
15
Creating Resilient Communities
• 3 factors are predictably difficult to deal withIntense and unpleasant demandsUncertainty (about outcomes)Ambiguity (regarding expectations)
• Not all demands are reasonable
16
Watch out for the band wagon
17
A Starting Point
All things To all peopleAll the time
is
All over
18
Creating A Positive Climate
• Say something nice to colleaguesEvery day
• Warm fuzzies or cold pricklies?• Message seen is stronger than
message spoken• Need to model what we are trying to
accomplish• Walk the Talk• Create slogans to keep a positive focus
19
Slogans to sustain a positive focus
• No one can insult you
Without your permission• I am lovable and capable• Stop Psychosclerosis
(hardening of the attitudes)• I will not should on my self today • Change is inevitable
Growth is optional
20
Learn to roll with it
21
Resilient
Communities
for Students
22
Student Realities
• 80+% of grade 10 students aspire to university
• 50+% of grade 12 students plan to attend university
• 20+% of grade 12 students plan to attend college or tech school
• 40% of students 18 - 21 attend post-secondary education
• 50% continue on to their second year• 50% change area of study
23
Many return to formal education later
• In Calgary, the average age of 1st year trade apprenticesfire fighter recruits police officer recruits
• is 27years old
24
Resilient Communities for Students
• Career Pathways
One example to help promote
relevance for students
25
What is Career Pathways?• Aligned curriculum from junior high to
post-secondary, includes:AcademicsFine & performing arts International languagesCTS programming InternshipsPortfolio developmentTransitional opportunities
• Intended to foster student career development
26
Career Development is …
• the life-long process of managing learning, work and transitions
• in order to move toward a personally determined and evolving preferred future
• Career / Life Planning• Developing a vision for your life
27
Basic Career Development Principles
• Multi-potentiality• Career self-concept• Planned happenstance• Opportunity awareness
----------
28
The “High 5” (+1)
A Changing Theme For Career Development
1. Change is constant2. Focus on the journey3. Follow your heart4. Keep learning5. Access your allies
+
6. Believe in yourself
29
Why do this?
30
In numerous studies…
• National studies• Studies of Calgary junior and senior
high school students• Most frequent and intense worry• #1 cluster of student-reported needs
Concern about the future• What do I do after high school?
31
When students are involved as partners in their learning experiences …
• Greater academic achievement • Reduced drop-out rate & lower absenteeism• Reduced student alienation• Reduced bullying and harassment• Reduced incidence of smoking and drinking• More positive school climate• Greater satisfaction with school• Students report school experiences as more
relevant and better preparation for the future• Students indicate that the quality of their
education is better
32
Resilience-related outcomes
• Many of the processes and outcomes connected with Career Pathways address factors involved in fostering resilience.
• It works the same way for students and teachers and administrators, and …
33
Creating Resilience: Who’s job is it?
• It’s a leadership job to create a healthy work environment
• Model the goal – set a good example• Jump on mistakes
OR jump on successes• It’s often easier to seek forgiveness that
to get permission
34
2 key factors for motivation
• The goals must be valued (valuable)• The goal must be perceived as
achievable (achievable)• The people in charge need to model
Marketing accomplishmentsSupport self-care initiatives
Actually, everyone needs to model this and support it,
and encourage it
35
Collaboration … (A brief aside)
Just because people are working on a common project, doesn’t make it
• a partnership
or• a collaboration
36
Collaboration?? …
For example:• Let’s get together and work on this
project• I know how to do it• We’ll do it my way• You can help• We’ll be working on it together
37
Collaboration is …
Group think
• Let’s work together on this, and • figure out together what it is we want to
do, and • how we will attempt to do it together,
and • decide together how we will evaluate
success.
38
A New Approach to Leadership
• If it goes wrong,say “I did it.”
• If it goes sort of OK,say “we did it.”
• If it goes really wellsay “you did it.”
• Reduce “Look at me, look at me.”And replace it with “Look at us” or better yet, “Look at them.”
39
Creating Resilience: Who’s job is it?
• It’s a leadership job BUT don’t wait for your boss
• Learn how to train your bossApproach your boss with solutions,
not problemsStroke your boss, what goes around
comes aroundYou can make a difference in YOUR
emotional climate
40
Control and Choice• Lobby for structural changes• Some people always will feel they
have no control• Many teacher feel that the clocks are
controlled downtown• Perhaps consider ditching the clock?• Demands gravitate towards competence
(so be prepared or be less competent)• Basic assertiveness helps keep balance• Develop a resilient
personal and professional identity
41
Keep your priorities on track
42
Summary: Tell them what you told them
• What is resilience?Resiliency comes in peopleHow do you contribute to your own resiliency?How do you interfere with it?
• Some environments are more conducive to being resilientWhat have you done to make your
environment more resilient?
• Creating a resilient environment is a leadership responsibilityHow have you helped others be more resilient?How have you encouraged your boss to do
more to foster resiliency?
Creating Communities of Resiliency
Bryan Hiebert
Presentation to
Risk and Resiliency:
Leading and mentoring for Change
Centre for Leadership in Learning
October 14, 2004
Faculty of EducationDivision of Applied Psychology
Recommended