I grew up in Kalgoorlie which, in those days, had a population of less than 20,000 people. My family and friends were in that town, I went to school there and eventually worked there. Everything I knew and needed was in that town.
One day, as a young man in my early 20's I was in a conversation with someone who had moved to Kalgoorlie a few years before, and another person who was a visitor. The visitor asked the person who had only been there a few years how he coped with the isolation.
I don't think I heard the answer because I was struggling with the concept of describing my home town as being isolated. Isolation was not something that was part of my thinking. Everything that was familiar to me was there. If anything, Perth was isolated because there was nothing familiar or comfortable about the city.
It is valuable for us to think about those things become familiar to us as we grow up, and reflect on the way that sense of familiarity affects the way we think, and affects the way we look at other people.
This process is called cultural awareness.
It can be very easy to see someone who is different to us because of the colour of their skin, the way they speak, the clothes they wear, their hairstyle, or the car they drive, and to automatically judge them as if their difference was a fault.
Cultural awareness involves first of all looking at ourselves and understanding how our upbringing and culture impacts on the way we think and on our behaviours.
I suspect there is nothing wrong with growing up with a sense of not being isolated, but I may well have been dismissive of my friend's feelings of isolation because I was not self- aware.
Being culturally aware of ourselves is the first step in helping us to be more welcoming of those people who are different from us.
Monday, September 17, 2012
Friday, September 14, 2012
Don't "dis" me with that language
Language changes over the years, but we are not always aware of the way those changes are occurring. As a person who heard the Bible read from the King James Version as a child I am aware of language that was used in 1611 (I wasn't around then, but the King James Bible hit the streets at that time) that is still being quoted by some people in the 21st century.
For instance words like paralytic, demoniac, leper and cripple were words that were used in a bygone era. I am pleased to say that more recent versions of the Bible have addressed the changes in language to reflect a different approach to disability than was evident in earlier generations.
Our traditions, whatever they may be, often influence the language and the attitudes that we have to a whole range of things and it is important that we can learn to honour our traditions at the same time as moving towards new ways of expressing ourselves.
In my last post I talked about the need to watch the language we use when we talk about people with disabilities. I have had some good responses from people who have appreciated the importance of taking care of the language we use. Thankyou for these comments.
Here is another resource that you may find beneficial in think about the language we use in relation to disability: "Don't dis me with that language".
For instance words like paralytic, demoniac, leper and cripple were words that were used in a bygone era. I am pleased to say that more recent versions of the Bible have addressed the changes in language to reflect a different approach to disability than was evident in earlier generations.
Our traditions, whatever they may be, often influence the language and the attitudes that we have to a whole range of things and it is important that we can learn to honour our traditions at the same time as moving towards new ways of expressing ourselves.
In my last post I talked about the need to watch the language we use when we talk about people with disabilities. I have had some good responses from people who have appreciated the importance of taking care of the language we use. Thankyou for these comments.
Here is another resource that you may find beneficial in think about the language we use in relation to disability: "Don't dis me with that language".
Wednesday, September 12, 2012
Watch your Language
Over a period of time I have become more and more aware of the importance of taking care with the language that we use, particularly in relation to disability, as a way of showing proper respect to people.
Some people will argue that this is simply being "politically correct" and that it is not something we need to worry about, but I think there are some simple principles that we shouldn't ignore.
Disability Services Commission in WA has an excellent document on its website entitled "Words that work - a guide for media". It's worth reading this to get a picture of how you can make some changes to your language that will show your level of respect for people with disabilities, and help to change stereotypes in our society.
For instance by speaking about a person as disabled puts the focus on their disability, but to say they are a person with a disability puts the person first.
"Words that Work - a guide for media" provides some useful hints about words and phrases that shouldn't be used and suggestions about how to refer to disability in a way that is respectful:
Terms to avoid
• normal and/or abnormal
• victim of…, suffering from the tragedy of…, afflicted with…
• handicapped, retarded, spastic, mental, imbecile birth defect/deformity brave or special
• deaf mute, deaf and dumb or dumb
• physically challenged, differently abled and handi-capable
• deficient, people with deficits, slow or slow learner, mongoloid
• confined to, restricted to or bound by a wheelchair. Wheelchairs are liberating, providing mobility to a person who cannot walk. Never use crippled or physically challenged medical terms such as patient or invalid
• … has the mental age of a three-year-old (or any age); there is no such thing as a mental age
Say what?
Language is a powerful tool that can change stereotypes and attitudes. You can use it to make a positive difference for people with disability in our community.
• vision - use ‘person with a vision impairment’ for people who have partial sight, or ‘blind’ for people with no, or very limited sight hearing
• hearing - use ‘person who is hard of hearing’ for people with partial hearing and ‘person who is deaf’ for those people with profound to complete hearing loss
• physical - use ‘person who uses a wheelchair’ not ‘wheelchair user’. Refer to a ‘person with a physical disability’ or ‘mobility impairment’
• developmental - developmental disability refers to cognitive or physical disabilities that occur during the early years before the age of 18. Refer to a ‘person or child with a developmental disability’, or where appropriate refer to the condition eg ‘person with autism, cerebral palsy, intellectual disability, Down syndrome, or spina bifida’
• congenital - say ‘person with a disability since birth’; ‘person with a congenital disability’
Let's be advocates for people with disabilities by showing respect in the way we speak.
Some people will argue that this is simply being "politically correct" and that it is not something we need to worry about, but I think there are some simple principles that we shouldn't ignore.
Disability Services Commission in WA has an excellent document on its website entitled "Words that work - a guide for media". It's worth reading this to get a picture of how you can make some changes to your language that will show your level of respect for people with disabilities, and help to change stereotypes in our society.
For instance by speaking about a person as disabled puts the focus on their disability, but to say they are a person with a disability puts the person first.
"Words that Work - a guide for media" provides some useful hints about words and phrases that shouldn't be used and suggestions about how to refer to disability in a way that is respectful:
Terms to avoid
• normal and/or abnormal
• victim of…, suffering from the tragedy of…, afflicted with…
• handicapped, retarded, spastic, mental, imbecile birth defect/deformity brave or special
• deaf mute, deaf and dumb or dumb
• physically challenged, differently abled and handi-capable
• deficient, people with deficits, slow or slow learner, mongoloid
• confined to, restricted to or bound by a wheelchair. Wheelchairs are liberating, providing mobility to a person who cannot walk. Never use crippled or physically challenged medical terms such as patient or invalid
• … has the mental age of a three-year-old (or any age); there is no such thing as a mental age
Say what?
Language is a powerful tool that can change stereotypes and attitudes. You can use it to make a positive difference for people with disability in our community.
• vision - use ‘person with a vision impairment’ for people who have partial sight, or ‘blind’ for people with no, or very limited sight hearing
• hearing - use ‘person who is hard of hearing’ for people with partial hearing and ‘person who is deaf’ for those people with profound to complete hearing loss
• physical - use ‘person who uses a wheelchair’ not ‘wheelchair user’. Refer to a ‘person with a physical disability’ or ‘mobility impairment’
• developmental - developmental disability refers to cognitive or physical disabilities that occur during the early years before the age of 18. Refer to a ‘person or child with a developmental disability’, or where appropriate refer to the condition eg ‘person with autism, cerebral palsy, intellectual disability, Down syndrome, or spina bifida’
• congenital - say ‘person with a disability since birth’; ‘person with a congenital disability’
Let's be advocates for people with disabilities by showing respect in the way we speak.
Monday, September 10, 2012
Congratulations Baptistcare!
On Friday night Baptistcare celebrated its 40th anniversary in style at our Gala Dinner. It was a terrific night and our thanks go to all who made it possible, and to Verity James who was an excellent MC for the night.
We especially recognise the winners of our Baptistcare Recognition Awards, a group of people who have given us a glimpse of what our values represent.
Dignity and Compassion Award. Kim Collet, a mentor with Peel Partners in Purpose was recognised for his work with a participant, supporting him to find his own accommodation, helping him turn a hobby into a source of employment, and then to support this gentleman for about six months leading up to his death from an aggressive tumour.
Integrity and Respect Award. Sandra Coulson is the cleaner for the 81 units that make up Riverside Salter Point Retirement village. Sandra was nominated for this award by the residents who expressed their deep appreciation for her reliability and consistency, but at the same time engages in a respectful way with all the people whose units she cleans.
Courage and Justice Award. Vicki Leishmann was the manager of Mirrambeena in Margaret River at the time of the devastating Margaret River bushfires in 2011. At a time of extreme pressure Vicki comforted the residents and led her team through a process of evacuating the facility to a number of locations. Vicki was recognised for her courage in providing leadership through an exceptional crisis.
Stewardship Award. Wendy Cream was a senior community mentor at Baptistcare's Mental Health Service in Geraldton, when she was required to step up to a management role. In this position Wendy was able to pull together a difficult situation, providing leadership and direction at a time it was needed most.
Accountability Award. Margaret West has worked as a nurse with Baptistcare for 28 years and in that time has embraced significant levels of change with patience and the ability to inspire her colleagues. These changes included the demolitionof Gracewood Village and the opening of the modern Gracewood Residential Aged Care Facility,the introduction of new technology, significant rostering changes and the transition to a new funding instrument.
CEO's Award for Leadership. Kwame Selormey joined Baptistcare as the Manager Disability Services in 2009 and took on the new position of General Manager Individualised Services this year. The CEO, Dr Lucy Morris told the audience on Friday night that Kwame was leading with his team, a revolution in the way servicesare being provided in the community. Dr Morris said changes in government policy and funding mechanisms had sharpened Kwame's commitment to Baptistcare's clients, particularly in disability and mental health services, as he hasconsistently been a passionate leader in Baptistcare's drive to become truly person-centred in its services, expemplifying the integrity and respect that Baptistcare holds so dear in its behaviour.
CEO's Award for Advocacy. In presenting this award to the manager of Baptistcare's mental health services in Geraldton, Wendy Cream, Dr Morris said advocacy was often done out of the limelight with those whose voices are often not heard, whose lives can be extremely marginalised in our society. Dr Morris said Wendy had become an expert in actively seeking justice, holding people and systems to account and holding people safely. She works continuously, consistently and without always counting the cost to herself.
Congratulations to these outstanding individuals.
We especially recognise the winners of our Baptistcare Recognition Awards, a group of people who have given us a glimpse of what our values represent.
Dignity and Compassion Award. Kim Collet, a mentor with Peel Partners in Purpose was recognised for his work with a participant, supporting him to find his own accommodation, helping him turn a hobby into a source of employment, and then to support this gentleman for about six months leading up to his death from an aggressive tumour.
Integrity and Respect Award. Sandra Coulson is the cleaner for the 81 units that make up Riverside Salter Point Retirement village. Sandra was nominated for this award by the residents who expressed their deep appreciation for her reliability and consistency, but at the same time engages in a respectful way with all the people whose units she cleans.
Courage and Justice Award. Vicki Leishmann was the manager of Mirrambeena in Margaret River at the time of the devastating Margaret River bushfires in 2011. At a time of extreme pressure Vicki comforted the residents and led her team through a process of evacuating the facility to a number of locations. Vicki was recognised for her courage in providing leadership through an exceptional crisis.
Stewardship Award. Wendy Cream was a senior community mentor at Baptistcare's Mental Health Service in Geraldton, when she was required to step up to a management role. In this position Wendy was able to pull together a difficult situation, providing leadership and direction at a time it was needed most.
Accountability Award. Margaret West has worked as a nurse with Baptistcare for 28 years and in that time has embraced significant levels of change with patience and the ability to inspire her colleagues. These changes included the demolitionof Gracewood Village and the opening of the modern Gracewood Residential Aged Care Facility,the introduction of new technology, significant rostering changes and the transition to a new funding instrument.
CEO's Award for Leadership. Kwame Selormey joined Baptistcare as the Manager Disability Services in 2009 and took on the new position of General Manager Individualised Services this year. The CEO, Dr Lucy Morris told the audience on Friday night that Kwame was leading with his team, a revolution in the way servicesare being provided in the community. Dr Morris said changes in government policy and funding mechanisms had sharpened Kwame's commitment to Baptistcare's clients, particularly in disability and mental health services, as he hasconsistently been a passionate leader in Baptistcare's drive to become truly person-centred in its services, expemplifying the integrity and respect that Baptistcare holds so dear in its behaviour.
CEO's Award for Advocacy. In presenting this award to the manager of Baptistcare's mental health services in Geraldton, Wendy Cream, Dr Morris said advocacy was often done out of the limelight with those whose voices are often not heard, whose lives can be extremely marginalised in our society. Dr Morris said Wendy had become an expert in actively seeking justice, holding people and systems to account and holding people safely. She works continuously, consistently and without always counting the cost to herself.
Congratulations to these outstanding individuals.
Monday, September 3, 2012
Shape the Path
In recent posts, I have been looking at change management from the point of view of a metaphor about the elephant, the rider and the path. When considering change, we are often faced with the elephant of emotive thinking. In some way, our emotions, or those of the people who will be part of the change, seem to influence all of our thinking, and at times it can seem like a runaway elephant. For this reason it is really important that we learn how to motivate the elephant.
The rider is the logical part of your thinking, or of the people with whom you want to see change, so directing the rider is an important part of the change process. By finding the bright spots, and making our goals actionable, we are able to more effectively direct the rider.
Finally, one of the ways we can both direct the rider and motivate the elephant is to make it clear where they are both going. Shaping the path in front of the elephant and its rider is an important part of change management. The path represents the environment which may affect the activities of the elephant and the rider.
Often we want to blame people's behaviour for our ability to achieve change, when in fact their behaviours have been influenced by their situation. The Heath Brothers in their book Switch suggest that successful change efforts try to change the situation in order to change behaviour, rather than blaming the person being changed.
We can also shape the path by identifying the triggers that impact the environment. The Heath Brothers suggest: “I’m going to hit the gym everyday after my 2:00 meeting,” can be three times as effective as planning to “start working out tomorrow.”
The rider is the logical part of your thinking, or of the people with whom you want to see change, so directing the rider is an important part of the change process. By finding the bright spots, and making our goals actionable, we are able to more effectively direct the rider.
Finally, one of the ways we can both direct the rider and motivate the elephant is to make it clear where they are both going. Shaping the path in front of the elephant and its rider is an important part of change management. The path represents the environment which may affect the activities of the elephant and the rider.
Often we want to blame people's behaviour for our ability to achieve change, when in fact their behaviours have been influenced by their situation. The Heath Brothers in their book Switch suggest that successful change efforts try to change the situation in order to change behaviour, rather than blaming the person being changed.
We can also shape the path by identifying the triggers that impact the environment. The Heath Brothers suggest: “I’m going to hit the gym everyday after my 2:00 meeting,” can be three times as effective as planning to “start working out tomorrow.”
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