Transforming the Middle From Michelle's story we can extrapolate ideas to guide us in supporting transformation in our own organizational "middle": * Be clear about what your organizational recovery values are so staff members will know the difference between what they think is "being good" and the organization's very specific recovery values. * Be clear about what typical types of outcomes your organization's service users expect. * Offer training that prepares staff to know the difference between what they think recovery looks like and what service users are hoping to achieve. * Provide training so staff understand the role and the value of peers in the workforce and don't see them as a threat. * Provide peer employees with training on how to work creatively with professionals and eliminate the "we/they" dynamic that can limit the effectiveness of an integrated team. * Provide training for supervisors and managers so they will be able to bring out the best in peer employees and show other professional staff how to take advantage of peers' contributions. * Support supervisors and managers in challenging distortions in perceptions and offering "recovery reframing" to tough treatment situations.
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