RecoveryTech + TRB Connections

One of the most diverse groups of people in the United States are people in Recovery.
Working with this group requires a deep understanding of the interaction of cultural variables that program participants (clients), their families, co-workers, and our diverse communities bring to the Human Services role. These variables affect how we understand the recovery pathway/journey of our participants, assist them with solving problems, and how we communicate—verbally and nonverbally. These cultural variables also influence how we ask questions that evoke the client’s/participant’s self-understanding and knowledge of how substance use and/or addictive behaviors impact themselves and others.

12 Hours of New York Certification Board (NYCB) and OASAS Approved RENEWAL/RECREDENTIALING credits will be provided for attending this training. This training will also satisfy 12 hours towards the CARC Electives for initial certification by the NYCB

Cultural competence training is regarded as a tool for anyone who wants to help promote intercultural communication and interpersonal communication. This training sets out to discuss the significance of cultural competence in interpersonal and intercultural communication with our participants.
To facilitate the discussion, the training is divided into three sections.
• The first section provides a brief introduction and includes exercises that provide a space for self-exploration. This section will also include a review of the key terms used in the training;
• The second section discusses the significance of cultural competence in interpersonal and intercultural communication.
• The final section provides a viable conclusion that: “Developing cultural competence is a dynamic and complex process requiring ongoing self-assessment and continuous expansion of one’s cultural knowledge. It evolves over time, beginning with an understanding of one’s own culture, continuing through interactions with individuals from various cultures, and extending through one’s own expansion of knowledge.”

SUMMARY
Training alone does not change values, attitudes, behaviors, or organizational culture. Professional development is multi-faceted that includes training, but also personal commitment (i.e. self-reflection, desire to change/improve, humility, etc.), organizational supports (i.e. policies, procedures, leadership
buy-in, etc.) and client/consumer inputs (i.e. cultural activation, data, community assessment, etc.).

Culture is a rather ambiguous and intimate concept that requires individuals to be curious and respectful in recognizing the power and influence that culture has on the outcome of the service delivery – for the individual being served and the individual providing the service. In every experience, we bring ourselves into that interaction, our world view: biases, prejudices, perceptions, stereotypes, history, beliefs, values, and many other attributes that make us who we are. Acquiring cultural competence is a life-long learning process that occurs on the intellectual and emotional levels.

This training was designed to prepare the participants to commence their journey of exploration into who they are; what motivates them and the individuals they serve; how do they and the individuals they serve a function in the world; and where to best place and use their own curious nature in growing an appreciation for the clients/families as cultural beings.

The training will initiate the processes needed to create an environment that supports a positive experience for the individuals receiving services, by increasing client engagement, tools for the staff/practitioner, and providing a framework that supports the client to collaborate with the staff/practitioner with setting goals that meet them where they are and expresses their own best interest.