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Reproduction of these materials only by author's explicit permission.
Bringing People to the Table to Help Iowa’s Minority Youth
John-Paul Chaisson-Cardenas
National Resource Center for Family Centered Practice
Reproduction of these materials only by author's explicit permission.
Building CoalitionsShared Power
Shared Language
Common GoalsFlexibility of Method
Shared Resources
TRUST
Reproduction of these materials only by author's explicit permission.Reproduction of these materials only by author's explicit permission.
"Like the miner's canary, the Indian marks the shift from fresh air to poison gas in our political atmosphere,
and our treatment of the Indian. . . marks the rise and fall in our democratic faith:'
---- 1953 Felix Cohen
Reproduction of these materials only by author's explicit permission.
In 1967 Dr. Martin Luther King, Jr., said to his staff: "We're going to take this movement and. . . reach out to the poor people in all directions in this country. . . into the Southwest after the Indians, into the West after the Chicanos, into Appalachia after the poor whites, and into the ghettos after Negroes and Puerto Ricans. And we are going to bring them together and enlarge this campaign into something bigger than just a civil rights movement for Negroes:'
Reproduction of these materials only by author's explicit permission.
Building CoalitionsShared Power
Shared Language
Common GoalsFlexibility of Method
Shared Resources
TRUST
Reproduction of these materials only by author's explicit permission.Reproduction of these materials only by author's explicit permission.
Culturally Competent Culturally Competent
&&
Strength Based PracticeStrength Based Practice
Reproduction of these materials only by author's explicit permission.
Cultural CompetenceCultural Competence
For the individual:For the individual:
““The state of being The state of being capable of capable of functioning functioning effectively in the effectively in the context of cultural context of cultural differences.”differences.”
** Cross, T. L., Bazron, B. J. & Benjamin, M. P. (1996).
Reproduction of these materials only by author's explicit permission.
Cultural CompetenceCultural Competence
For the organization:For the organization:
““A set of congruent A set of congruent practice skills, attitudes, practice skills, attitudes, policies and structures, policies and structures, which come together in a which come together in a system, agency or those system, agency or those professionals to work professionals to work effectively in the context effectively in the context of cultural difference.”of cultural difference.” ** Cross, T. L., Bazron, B. J. & Benjamin, M. P.
(1996).
Reproduction of these materials only by author's explicit permission.Reproduction of these materials only by author's explicit permission.
Culturally Culturally Specific Specific
SkillsSkills
CulturalCulturalInquiryInquirySkillsSkills
IntrapersonalIntrapersonalSkillsSkills
Reproduction of these materials only by author's explicit permission.
Elements of Culturally Competent Practice
Self-awareness (Organization & Individual)
Knowledge (Organization & Individual)
Personal Involvement (Organization & Individual)
Resources and linkages (Organization & Individual)
Practice (Organization & Individual)
Staffing (Organization)
Organizational Policies (Organization)
Reaching-out to Communities/Image Marketing
(Organization)
Reproduction of these materials only by author's explicit permission.Reproduction of these materials only by author's explicit permission.
The Assessment
Whatever you are looking for? (you will find it!)
The assessment process is an intervention within it self?
Who is invested in the assessment process?
Reproduction of these materials only by author's explicit permission.
Table 1. Network Member Activities for the“Work With” Relationship
Figure 1. Illustrations of the “Work With” Relationship
Figure 1a Circle Drawing
Figure 1b Multidimensional Scaling Diagram
Agency #
Outdegree Indegree
Number Percent Number Percent
1 9 75.0% 6 50.0%
2 5 41.7% 7 58.3%
3 7 58.3% 9 75.0%
4 9 75.0% 2 16.7%
5 9 75.0% 11 91.7%
6 9 75.0% 10 83.3%
7 3 25.0% 3 25.0%
8 9 75.0% 6 50.0%
9 8 66.7% 8 66.7%
10 9 75.0% 4 33.3%
11 9 75.0% 9 75.0%
12 9 75.0% 9 75.0%
13 1 8.3% 12 100.0%
Avg Degree
(std dev)
7.4(2.588)
7.4(2.949)
Max Nodal Degrees 12 12
Avg Geodesic Distance
1.417
Avg Density(std dev)
61.5%(0.4865)
Reproduction of these materials only by author's explicit permission.
Table 3. Network Member Activities in the“Joint Staff Trainings” Relationship
Figure 3. Illustrations of the“Joint Staff Trainings” Relationship
Fig. 3a Circle Drawing
Fig. 3b Multidimensional Scaling Diagram
Agency # Outdegree Indegree
Number Percent Number Percent
1 6 50.0% 2 16.7%
2 2 16.7% 8 66.7%
3 5 41.7% 5 41.7%
4 9 75.0% 0 0.0%
5 5 41.7% 6 50.0%
6 9 75.0% 2 16.7%
7 1 8.3% 1 8.3%
8 2 16.7% 5 41.7%
9 3 25.0% 5 41.7%
10 4 33.3% 4 33.3%
11 3 25.0% 6 50.0%
12 3 25.0% 2 16.7%
13 3 25.0% 9 75.0%
Avg Degree(std dev)
4.2(2.423)
4.2(2.606)
Max Nodal Degrees 12 12
Avg Geodesic Distance 1.979
Avg Density(std dev)
35.3%(0.4778)
Reproduction of these materials only by author's explicit permission.
"Washing one's hands of the conflict between the powerful and the powerless means to side with the powerful, not to be neutral."
-- Paulo Friere
Reproduction of these materials only by author's explicit permission.
Building CoalitionsShared Power
Shared Language
Common GoalsFlexibility of Method
Shared Resources
TRUST
Reproduction of these materials only by author's explicit permission.
The Leaders
Leaders are developed not born!!
Reproduction of these materials only by author's explicit permission.
Ethnocentric StagesEthnocentric Stages EthnorelativeEthnorelative Stages StagesD
enia
l
Def
ense
Min
imiz
atio
n
Acc
epta
nce
Ad
apta
tion
Inte
grat
ion
Cultural
Destructiveness
Cultural Blindness
Cultural
Pre-Competence
Basic Cultural Competence
Advanced
Cultural
Competence
Reproduction of these materials only by author's explicit permission.
MeetingMeetingWhen you are gathering people together into a coalition you must keep a few questions in mind:
Are the people in your team representative of the community?
What is your role on the team?
What power dynamics will affect the group process?
What would facilitate the meeting?
The details (time, place, length of meeting, formal or informal setting, translation, room setting, publicity, speakers, agenda, decision making mechanisms, etc..
Reproduction of these materials only by author's explicit permission.Reproduction of these materials only by author's explicit permission.
“If you have come here to help me, you are wasting your time. But if you have come because your liberation is bound up with mine, then let us work together.”
-- Lilla Watson, Brisbane-based Aboriginal educator and activist