Mental Health Spotlight: Sleep Disorders

 (Excerpts from Amado, A. N. and Mc Bride, M. (2001), Increasing Person-Centered Thinking: Improving the Quality of Person-Centered Planning: A Manual for Person-Centered Planning Facilitators. Minneapolis, Minnesota: University of Minnesota, Institute on Community Integration).

In our quest to increase person-centered thinking, September’s spotlight contrasted images of traditional versus person centered planning, and October highlighted the “what” and “how” of the process of change. This month will feature qualities of effective teams. While person-centered planning is somewhat separate and distinct from traditional planning, several of the concepts apply to the work that we do.
Person-centered thinking sees teams as INTER-VISIONARY. The planning group is true to the principles of Person-Centered Planning and does not come together simply because of professional roles and requirements. A Person-Centered Planning group consists of people who want to contribute their time and talents because they care about the particular focus person and want to work for change.

​Ideally, a person-centered planning group consists of a variety of people and roles. First and foremost, “Family” members are critical to the team, since they provide a historical perspective, and a strong alliance with the focus person. The “Host” acts as the guardian of hospitality for the circle. They offer a warm welcome to all team members and ensure that everyone is comfortably situated. Next, the “Personal Assistant” is
responsible for day-to-day responsiveness to the person. They are a key part of the planning process, since in many cases, they are the people who are most intimately familiar with the focus person. Teams also need a “Warrior” who focuses on immediate and long-range actions to help implement the plan. “The Teacher” provides information and skills that can help the circle to implement the plan, and the “Community Builder” offers connections, bringing others into the circle and the person’s life, both to strengthen the circle and help in implementing the plan. Then there’s the “Administrative Ally,” who can see and advocate for administrative changes that might be needed both for the focus person and for long-term change. The “Mentor” provides information, guidance and insight and the “Benefactor” provides needed resources. The “Spiritual Advisor” renews the faith of the person and the group over time and finally, the “Facilitator” provides focus, keeps the process going, and keeps the group focused on and clear about the vision and actions needed to implement it.

Effective teams have mutually set team goals and there is an understanding and commitment to these goals. There are also clearly defined and non-overlapping member roles. Development and creativity is encouraged, but decisions are based on facts, not emotions or personalities. Meetings are efficient and task oriented (to the extent that the individual at the focus feels comfortable). Discussions involve all members, and meeting minutes are promptly distributed · Members listen to and show respect for one another. Actions are based on problem solving, not blaming, and frequent feedback is solicited on the process. Members are kept informed and take
pride in their membership. There is a free expression of ideas. Members cooperate and support one another and there is tolerance for conflict, with an emphasis on resolution. Finally, and perhaps most importantly, members enjoy spending time with one another!

Thought Exercise: Reflect on the teams that you are a part of. What are some of the ways you can shape them to be more effective and person-centered?

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