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CREATING SAFETY: Checking Power & Control in Support Relationships

CREATING SAFETY: Checking Power & Control in Support Relationships

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CREATING SAFETY: Checking Power & Control in Support Relationships

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  1. CREATING SAFETY: Checking Power & Controlin Support Relationships Mark Sweet PhD Trainer & Consultant Disability Rights Wisconsin 608 267 0214 msweet@drwi.org www:disabilityrightswi.org

  2.  What is Organizational Culture? assumptions, expectations, beliefs, language, humor, level of trust, whose POV is more dominant • Organizational Culture re: Autonomy, Choice, Self-Direction re: Support Relationships

  3.  How are support relationships, paid or volunteer, different than friendships;what limitations/boundaries?  Places & Activities  Time (paid or unpaid; work or nonwork)  Physical Contact  Expressions of Emotion (I love you)  Giving/Accepting Gifts ($ and other)  Personal Information; Topics 

  4. Why should there be limitations?  Imbalance in power & control  Some are considered more vulnerable; protection  undue influence  taken advantage of  Avoid confusion in relationship  Opportunities

  5.  Questions to help you decide.  Who has more power in this relationship?  Will my choice add clarity or confusion?  Who will benefit (by my decisions)?  What is myintention; her/his intention?  What opportunities might be missed?

  6. Power & Control Wheel: People With Disabilities & Their Caregivers  Intimidation  Emotional Abuse  Isolation  Minimize, Justify, Blame  Withhold, Misuse or Delay Support  Economic Abuse Caregiver Privilege  Coercion & Threats

  7. What circumstances in your support relationships fit the categories on the power & control wheel? • What might help within your organizational culture to prevent ordinary & unintentional misuses of power & control in support relationships?

  8. Available soon at: disabilityrightswi.org Creating Safety by asking What makes people vulnerable? Click: Publications Search: Creating Safety

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