transformative participatory action research in community psychology isaac prilleltensky...

Transformative Transformative Participatory Action Participatory Action

Research in Community Research in Community PsychologyPsychologyIsaac PrilleltenskyIsaac Prilleltensky

[email protected]

www.education.miami.edu/isaacwww.education.miami.edu/isaac

OutlineOutline

Community psychology: Where we are and where Community psychology: Where we are and where we are goingwe are going

Well-Being, Oppression, and LiberationWell-Being, Oppression, and Liberation Psychopolitical ValidityPsychopolitical Validity

EpistemicEpistemic TransformationalTransformational

Transformative Participatory Action ResearchTransformative Participatory Action Research Examples of TPAR Examples of TPAR DiscussionDiscussion

Community Psychology: Where We Are Community Psychology: Where We Are and Where We’re Goingand Where We’re Going

DimensionDimension Where We AreWhere We Are Where We’re Where We’re GoingGoing

Explanatory Explanatory frameworkframework

Ecological Ecological (person, micro, (person, micro, meso, macro, but meso, macro, but macro is in the macro is in the background), background), focus on focus on risk/protective risk/protective factors, factors, contextualized contextualized but depoliticized but depoliticized

Oppression, Oppression, liberation, well-liberation, well-being (multi-being (multi-level, ecological level, ecological

analysis), analysis), contextualized contextualized and politicized and politicized



Place of values Place of values and ethicsand ethics

Value-laden (the Value-laden (the influence of influence of multiple values is multiple values is noted), increased noted), increased attention to attention to ethics at the ethics at the

community levelcommunity level

Value-driven, Value-driven, social ethics social ethics (primacy of value (primacy of value of social justice)of social justice)



ResearchResearch Community-Community-based, primarily based, primarily positivist, positivist, relatively minor relatively minor emphasis on emphasis on

constructivismconstructivism

Critical Critical constructivist constructivist and post-and post-positivist, positivist, participatory, participatory, action-oriented, action-oriented, and community-and community-

basedbased



Focus of Focus of

interventionintervention Focus on Focus on competence and competence and strengths, strengths, prevention of prevention of problems in problems in living for living for

populationspopulations

Focus on Focus on liberation and liberation and well-being for well-being for individuals, individuals, organizations, organizations,

and societiesand societies



Relationship Relationship between between disadvantaged disadvantaged community community members and CP members and CP professional professional

Collaborative Collaborative model with model with multiple multiple community community stakeholders stakeholders

Accompaniment, Accompaniment, solidarity solidarity between between professionals and professionals and disadvantaged disadvantaged community community members in their members in their struggle for struggle for liberation and liberation and well-being well-being through praxis through praxis

Critical Community PsychologyCritical Community Psychology

Carolyn Kagan and Mark Burton’s definition of community psychology captures well what we mean by critical community psychology:

Community psychology offers a framework for working with those marginalized by the social system that leads to self-aware social change with an emphasis on value-based participatory work and the forging of alliances. It is a way of working that is pragmatic and reflexive, whilst not wedded to any particular orthodoxy of method. As such community psychology is one alternative to the dominant individualistic psychology typically taught and practiced in the higher income countries. It is community psychology because it emphasizes a level of analysis and intervention other than the individual and their immediate interpersonal context. It is community psychology because it is nevertheless concerned with how people feel, think, experience, and act as they work together, resisting oppression and struggling to create a better world. (Burton et al., 2007; 219)


For us, critical community psychology is:

Ecological in nature, recognizing the need to concentrate simultaneously on individuals, relationships, and communities

Value-driven Guided by the central value of social justice Praxis-oriented in its efforts to overcome social

injustice through social action in partnership with disadvantaged people


Ecological Spheres

Well being Values Oppression and Social Justice

Praxis

Individual Absence of disorder

Positive subjective well being

Health Unequal distribution of health problems and exposure to risk

Health promotion and prevention

Voice, choice and control

Perceptions of control, self efficacy and mastery

Citizen participation

Self-determination and participation

Empowerment

Disempowerment and internalized oppression

Consciousness raising

Transformation of settings


Ecological Spheres


Praxis

Relational Positive social relations

Caring and compassion

Social exclusion Informal supports

Positive identity

Pride

Transformation of settings

Elimination of stigma

Diversity Racism, sexism, heterosexism, ableism, and classism

Celebration of strengths and diversity

Confronting racism, sexism, heterosexism, ableism and classism


Ecological Spheres


Praxis

Collective Accessible social programs

Social capital and sense of community

Support for community structures

Barriers to resources

Low social capital

Advocacy for universal services

Community capacity building

Elimination of poverty

Distributive justice

Extreme economic inequality

Social change

Investment in human and community economic development

Psychopolitical ValidityPsychopolitical Validity

Psychopolitical validity derives from the Psychopolitical validity derives from the consideration of power dynamics in consideration of power dynamics in psychological and political domains of health. psychological and political domains of health.

The main objective of psychopolitical validity The main objective of psychopolitical validity is to infuse in critical health psychology an is to infuse in critical health psychology an awareness of the role of power in wellness, awareness of the role of power in wellness, oppression, and liberation at the personal, oppression, and liberation at the personal, relational, and collective domains. relational, and collective domains.

Psychopolitical validityPsychopolitical validity

In order to attain psychopolitical validity, In order to attain psychopolitical validity, investigations and interventions would have to investigations and interventions would have to meet certain criteria. These criteria have to do meet certain criteria. These criteria have to do with the extent to which research and action with the extent to which research and action incorporate lessons about psychological and incorporate lessons about psychological and political power. political power.

Psychopolitical Validity I: Epistemic Psychopolitical Validity I: Epistemic

This type of validity is achieved by the This type of validity is achieved by the systematic account of the role of power in systematic account of the role of power in political and psychological dynamics affecting political and psychological dynamics affecting phenomena of interest phenomena of interest

Such account needs to consider the role of Such account needs to consider the role of power in the psychology and politics of power in the psychology and politics of wellness, oppression and liberation, at the wellness, oppression and liberation, at the personal, relational, and collective domains. personal, relational, and collective domains.

Psychopolitical Validity I: Epistemic Psychopolitical Validity I: Epistemic

Guidelines for epistemic psychopolitical Guidelines for epistemic psychopolitical validity are presented in Table 1. validity are presented in Table 1.

Table 1Guidelines for Epistemic Psychopolitical Validity in Critical Community Psychology

Concerns Domains

Collective Relational Personal

Wellness Accounts for role of political and economic power in economic prosperity and in creation of institutions that promote equality and public health

Studies the role of power in creating and sustaining egalitarian relationships, social cohesion, social support, respect for diversity and democratic participation in communities, groups, and families

Studies role of psychological and political power in achieving self-determination, empowerment, health, personal growth, meaning and spirituality

Oppression Explores role of globalization, colonization and exploitation in illness and suffering of nations and communities

Examines the role of political and psychological power in exclusion and discrimination based on class, gender, age, race, education and ability.Studies conditions leading to lack of support, horizontal violence and fragmentation within oppressed groups

Studies role of powerlessness in learned helplessness, hopelessness, self-deprecation, internalized oppression, shame, physical and mental health problems and addictions

Liberation Deconstructs ideological norms that lead to acquiescence and studies effective psychopolitical factors in resistance to norms that cause illness

Studies acts of solidarity and compassion with others who suffer from oppression and illness

Examines sources of health, strength, resilience, solidarity and development of activism and leadership

Psychopolitical Validity II: Psychopolitical Validity II: TransformationalTransformational

Transformational validity derives from the Transformational validity derives from the potential of our actions to promote personal, potential of our actions to promote personal, relational, and collective wellness by reducing relational, and collective wellness by reducing power inequalities and increasing political power inequalities and increasing political action action

Table 2Guidelines for Transformational Psychopolitical Validity

Concerns Domains

Collective Relational Personal

Well-being Contributes to institutions that support health, emancipation, human development, peace, protection of environment, and social justice

Contributes to power equalization in relationships and communities. Enriches awareness of subjective and psychological forces preventing solidarity. Builds trust, connection and participation in groups that support social cohesion, health and social justice

Supports personal empowerment, health, sociopolitical development, leadership training and solidarity. Contributes to personal and social responsibility and awareness of subjective forces preventing commitment to justice and personal depowerment when in position of privilege

Oppression Opposes economic colonialism and denial of cultural rights. Decries and resists role of own reference group or nation in oppression of others and deterioration of health in other groups

Contributes to struggle against in-group and out-group domination and discrimination, sexism and norms of violence. Builds awareness of own prejudice and participation in horizontal violence

Helps to prevent acting out of own oppression on others. Builds awareness of internalized oppression and role of dominant ideology in victim-blaming. Contributes to personal depowerment of people in position of privilege

Liberation Supports networks of resistance and social change movements that pursue health and wellness. Contributes to structural depowerment of privileged people

Supports resistance against objectification of others. Develops processes of mutual accountability

Helps to resists complacency and collusion with exploitative and illness producing system. Contributes to struggle to recover personal health and political identity

Transformative Research Transformative Research ParadigmParadigm

Focus of Research Transformative Research Paradigm

Analytic Quantitative and/or qualitative methods are used to analyze problems in participatory research processMain concern is epistemic psychopolitical validity

Activist/Interventionist

Quantitative and/or qualitative methods used to generate action and intervention in participatory wayMain concern is transformative psychopolitical validity

Roots of Transformative Roots of Transformative Research ParadigmResearch Paradigm

Participatory ResearchParticipatory Research Action ResearchAction Research Feminist ResearchFeminist Research Anti-racist ResearchAnti-racist Research

Values and principles of transformative research

1. Self-determination and participation (empowerment)■ Research should be attuned to issues of power and promote the power of disadvantaged people■ Research begins with the experiences and concerns of disadvantaged people■ Research process is democratized so as to maximize the participation of disadvantaged people in all aspects of the research■ Research uses qualitative methods that give voice to disadvantaged people

2. Community and inclusion■ Research strives to develop authentic and supportive relationships among researchers,disadvantaged people and other stakeholders■ Research should be directed towards the goal of building solidarity for social change

Values and principles of transformative research

3. Social justice and accountability to oppressed groups

■ Research money should be distributed in a way that provides job and trainingopportunities as co-researchers for members of disadvantaged groups■ Research findings should be used for education and/or advocacy to create social change

4. Reflexivity

■ Research should use emergent (or flexible) research designs■ Research should provide an educational component■ Research should be demystified so that knowledge is accessible to all, not just researchers■ Research should involve all stakeholders in the interpretation of findings andrecommendations for change

Roles for Transformative Action Roles for Transformative Action ResearchersResearchers

I VALUE ITI VALUE IT Inclusive HostInclusive Host VisionaryVisionary Asset SeekerAsset Seeker ListenerListener Unique Solution FinderUnique Solution Finder EvaluatorEvaluator ImplementerImplementer TrendsetterTrendsetter

Example 1: Miami SPEC projectExample 1: Miami SPEC projectOrganizational conditions leading to transformative Organizational conditions leading to transformative practice: Findings from a multi-case study, action practice: Findings from a multi-case study, action

research investigationresearch investigation

University of Miami SPEC TeamUniversity of Miami SPEC Team Isaac PrilleltenskyIsaac Prilleltensky Ora PrilleltenskyOra Prilleltensky Scot EvansScot Evans Adrine McKenzieAdrine McKenzie Debbie NoguerasDebbie Nogueras Randy PenfieldRandy Penfield Corinne HugginsCorinne Huggins Nick MesciaNick Mescia

What is transformative practice?What is transformative practice?

In the context of community, educational, In the context of community, educational, health, and human service organizations, we health, and human service organizations, we define transformative practice as consisting of define transformative practice as consisting of four principlesfour principles SStrengthstrengths PPreventionrevention EEmpowermentmpowerment CCommunity changeommunity change

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DRAIN VS. SPEC APPROACHESDRAIN VS. SPEC APPROACHES

Drain ApproachDrain Approach DDeficits-basedeficits-based RReactiveeactive AAlienating lienating InIndividualistic dividualistic ProblemsProblems Too littleToo little Too lateToo late Too costlyToo costly Too unrealisticToo unrealistic

SPEC ApproachSPEC Approach SStrengths-basedtrengths-based PPrimary Preventionrimary Prevention EEmpowermentmpowerment CCommunity change

Opportunity Built to last Starts early and saves $$$ Creates civic engagement Builds social movement

Quadrant IIIExamples:Crisis work, therapy, medications, symptom containment, case management

Quadrant IExamples:Community development, affordable housing policy, recreational opportunities, high quality schools and accessible health services

Quadrant IIExamples:Skill building, emotional literacy, fitness programs, personal improvement plans, resistance to peer pressure in drug and alcohol use

Quadrant IVExamples:Food banks, shelters for homeless people, charities, prison industrial complex

Collective

Proactive

Individual

Reactive

Time and place of interventions

THIS IS WHERE WE ARE

THIS IS WHERE WE NEED TO BE

Quadrant IExamples:Voice and choice in celebrating and building competencies, recognition of personal and collective resilience

Quadrant IIExamples:Voice and choice in deficit reduction approaches, participation in decisions how to treat affective disorders or physical disorders

Strength

Empowerment

Deficit

Detachment

Focus and engagement in interventions

Quadrant IIIExamples:Labeling and diagnosis, “patienthood” and clienthood,” citizens in passive role

Quadrant IVExamples:Just say no! You can do it! Cheerleading approaches, Make nice approaches

THIS IS WHERE WE ARE

THIS IS WHERE WE NEED TO BE

Context of InvestigationContext of Investigation

Action research with 5 community based Action research with 5 community based organizations (CBOs) to promote organizations (CBOs) to promote SStrengths, trengths, PPrevention, revention, EEmpowerment, mpowerment, CCommunity Changeommunity Change

Three year study consisting of Three year study consisting of 1.1. TrainingTraining

2.2. Team workTeam work

3.3. Consultation Consultation

4.4. Professional developmentProfessional development

5.5. Action researchAction research

Context of InvestigationContext of Investigation Organizations selected on basis of “readiness”Organizations selected on basis of “readiness” Organizations consist of Organizations consist of

Major local funder (MF)Major local funder (MF) Major provider of health services for poor (HS)Major provider of health services for poor (HS) Organization that promotes early interventions (EI)Organization that promotes early interventions (EI) Local civic coalition (LC)Local civic coalition (LC) Local human service (HS)Local human service (HS)

Budgets range from $ 1 million to over $ 100 Budgets range from $ 1 million to over $ 100 millionmillion

Personnel ranges from 15 to 700Personnel ranges from 15 to 700

Context of InvestigationContext of Investigation Intervention components Intervention components

1.1. Training Training Each organization sends reps to 18 person classEach organization sends reps to 18 person class 3 hours biweekly3 hours biweekly Lecture, discussion, applicationLecture, discussion, application

2.2. Team workTeam work Transformation teams meet biweeklyTransformation teams meet biweekly

3.3. Consultation Consultation A researcher assigned to each organizationA researcher assigned to each organization Weekly or biweekly consultationsWeekly or biweekly consultations

4.4. Professional developmentProfessional development5.5. Action researchAction research

Research DesignResearch Design Action Goal of overall project: Promote SPEC practices in Action Goal of overall project: Promote SPEC practices in

organizations to improve community well-beingorganizations to improve community well-being Research Goals of overall project:Research Goals of overall project:

Assess whether organizations become more aligned with SPEC Assess whether organizations become more aligned with SPEC principles as a result of interventionsprinciples as a result of interventions

If so, howIf so, how Data collectionData collection

Quantitative and qualitative methods at baseline, year one, and Quantitative and qualitative methods at baseline, year one, and end of projectend of project

Goal of present study: Examine organizational conditions Goal of present study: Examine organizational conditions leading to SPEC based on qualitative data gathered through leading to SPEC based on qualitative data gathered through interviews, focus groups, and field notes with about 80 interviews, focus groups, and field notes with about 80 different participants in the five organizationsdifferent participants in the five organizations

OUTCOME: SPEC IN THE COMMUNITY

Strength based approaches

Preventive approaches

Empowering approaches

Community change approaches

ORGANIZATIONAL CONDITIONS

INTERVENTIONS TO PROMOTE SPEC

Training T Team Consultation Action Research

Professional Development

OUTCOME: SPEC IN THE COMMUNITY

Strength based approaches

Preventive approaches

Empowering approaches

Community change approaches

ORGANIZATIONAL CONDITIONSClimate Resources Support Consciousness

INTERVENTIONS TO PROMOTE SPEC

Training T Team Consultation Action Research

Professional Development

Findings: Organizational Conditions Findings: Organizational Conditions for Transformative Practicefor Transformative Practice

Organizational Conditions for Organizational Conditions for Transformative PracticeTransformative Practice

ClimateClimate EffectiveEffective

Enabling structures; good communication; timely completion of tasks; efficiency; Enabling structures; good communication; timely completion of tasks; efficiency; accountability and follow-through, etc.accountability and follow-through, etc.

Most of the organizations noted at least some deficiency in this domain, including Most of the organizations noted at least some deficiency in this domain, including duplication of efforts; inconsistent policies; and bureaucracy duplication of efforts; inconsistent policies; and bureaucracy

ReflectiveReflective Learning opportunities; organizational learning; asking “big questions”; challenging old Learning opportunities; organizational learning; asking “big questions”; challenging old

notions; evaluating practice, etc.notions; evaluating practice, etc. Organizations vary on this dimension, with some presenting as highly reflective and Organizations vary on this dimension, with some presenting as highly reflective and

others describing an environment where there is insufficient trust to challenge old others describing an environment where there is insufficient trust to challenge old notions and practices. (“you ain’t gonna rock the boat.”)notions and practices. (“you ain’t gonna rock the boat.”)

AffirmativeAffirmative Climate of acceptance and appreciation; employee strengths are highlighted and utilized; Climate of acceptance and appreciation; employee strengths are highlighted and utilized;

voice and choice; sense of control; team work and convivialityvoice and choice; sense of control; team work and conviviality Distinction made between voice and choice in a number of organizations where Distinction made between voice and choice in a number of organizations where

empowerment is espoused as an organizational value, but not always practiced well.empowerment is espoused as an organizational value, but not always practiced well. In other organizations, staff empowerment is not even part of the organizational radar. In other organizations, staff empowerment is not even part of the organizational radar.

ResourcesResources HumanHuman

Adequate number of workers to meet demands; high skill level; capacity; dedication; Adequate number of workers to meet demands; high skill level; capacity; dedication; motivation; initiativemotivation; initiative

Largely described workers as caring, conscientious and committed to meeting the needs of Largely described workers as caring, conscientious and committed to meeting the needs of their constituentstheir constituents

Variable level of skill across organizationsVariable level of skill across organizations Concern in some organizations that people are spread too thin due to a broad, overly Concern in some organizations that people are spread too thin due to a broad, overly

ambitious missionambitious mission FinancialFinancial

Adequate financial resources to support positions; programs; etc.Adequate financial resources to support positions; programs; etc. A major barrier for most organizations in the current economic climateA major barrier for most organizations in the current economic climate Cuts in positions and lack of job security are a source of strain Cuts in positions and lack of job security are a source of strain For funding organizations, ongoing concern to make sure investments provide good returnFor funding organizations, ongoing concern to make sure investments provide good return

OrganizationalOrganizational Appropriate organizational structures to meet vision and mission; adequate time, space, etc.Appropriate organizational structures to meet vision and mission; adequate time, space, etc. Most organizations described as committed to vision and missionMost organizations described as committed to vision and mission Some noted that rapid and poorly communicated policy changes lead to inconsistent practices Some noted that rapid and poorly communicated policy changes lead to inconsistent practices

and poor PR with other agenciesand poor PR with other agencies In one case, solicitation of input from “boots on the ground” was seen as a necessary In one case, solicitation of input from “boots on the ground” was seen as a necessary

condition for improved buy-in to vision and missioncondition for improved buy-in to vision and mission

Support and LegitimacySupport and Legitimacy Leadership for SPECLeadership for SPEC

Leadership provides legitimacy and support to SPEC principles and practices; leader(s)“walk Leadership provides legitimacy and support to SPEC principles and practices; leader(s)“walk the talk” in their support of the vision and mission of the organizationthe talk” in their support of the vision and mission of the organization

Organizations whose leaders are involved in all aspects of the SPEC training (class, T-Team, Organizations whose leaders are involved in all aspects of the SPEC training (class, T-Team, etc.) experience greater legitimacy and support for SPEC practices and principlesetc.) experience greater legitimacy and support for SPEC practices and principles

Lower level of leaders involvement is associated with fewer SPEC practices Lower level of leaders involvement is associated with fewer SPEC practices Board support and legitimacy for SPECBoard support and legitimacy for SPEC

Board of Directors provides legitimacy and support to SPEC principles and practices ; board Board of Directors provides legitimacy and support to SPEC principles and practices ; board members“ walk the talk” in their support of the vision and mission of the organizationmembers“ walk the talk” in their support of the vision and mission of the organization

Some describe difficulties in dealing with board members who come from a corporate Some describe difficulties in dealing with board members who come from a corporate background and unfamiliar with nonprofit background and unfamiliar with nonprofit

Some board members advocate for special interest groupsSome board members advocate for special interest groups Funder support for SPECFunder support for SPEC

Funders provide legitimacy and support to SPEC principles and practices; funders “walk the Funders provide legitimacy and support to SPEC principles and practices; funders “walk the talk” in their support of the vision and mission of the organizationtalk” in their support of the vision and mission of the organization

Some indication that funders may not always walk the talk, despite the theoretical support of Some indication that funders may not always walk the talk, despite the theoretical support of SPEC; some feel micromanaged by fundersSPEC; some feel micromanaged by funders

ConsciousnessConsciousness JusticeJustice

Organization espouses a justice orientation; considers issues of fairness and justice in Organization espouses a justice orientation; considers issues of fairness and justice in understanding community problems and devising solutionsunderstanding community problems and devising solutions

Large variation between organizations. For some, themes of “economic justice” and “social Large variation between organizations. For some, themes of “economic justice” and “social justice” are espoused and central to the organizational mission. For others, justice is justice” are espoused and central to the organizational mission. For others, justice is described as enabling access to services, regardless of client background, legal status, etc.described as enabling access to services, regardless of client background, legal status, etc.

PowerPower Organization is highly aware of power issues in the community; sensitive to how differences in Organization is highly aware of power issues in the community; sensitive to how differences in

power affect voice, choice and wellbeing; considers power issues when understanding power affect voice, choice and wellbeing; considers power issues when understanding problems and devising solutions problems and devising solutions

Awareness and sensitivity to power issues in the community are at times inconsistent with Awareness and sensitivity to power issues in the community are at times inconsistent with internal practices with employees. internal practices with employees.

EcologyEcology Organization espouses an ecological orientation; considers personal, organization, and Organization espouses an ecological orientation; considers personal, organization, and

systemic factors in understanding problems and devising solutionssystemic factors in understanding problems and devising solutions A shared understanding that social and economic conditions are at the root of people’s A shared understanding that social and economic conditions are at the root of people’s

struggles does not always translate to more systemic organizational practices struggles does not always translate to more systemic organizational practices

DiscussionDiscussion

Study begins to identify necessary and sufficient conditions Study begins to identify necessary and sufficient conditions for transformative practicefor transformative practice

Contribution to community psychology approaches to system Contribution to community psychology approaches to system change: not just generic, but also specific conditions are change: not just generic, but also specific conditions are necessary to promote justice and social change (see special necessary to promote justice and social change (see special issue AJCP on systems change June 2007, v. 39 ¾)issue AJCP on systems change June 2007, v. 39 ¾)

Contribution to organizational development: literature focuses Contribution to organizational development: literature focuses mainly on for profit and ameliorative not for profits. This mainly on for profit and ameliorative not for profits. This study aims to foster transformative practice in not for profits study aims to foster transformative practice in not for profits and identifies consciousness as key condition (Chetkovich & and identifies consciousness as key condition (Chetkovich & Kunreuther, 2006; Crutchfield & McLeod Grant, 2007)Kunreuther, 2006; Crutchfield & McLeod Grant, 2007)

Limitations, possibilities,Limitations, possibilities,and next stepsand next steps

Great variation across organizations Great variation across organizations More qualitative and quantitative data neededMore qualitative and quantitative data needed Develop tool that can assess organizational profileDevelop tool that can assess organizational profile Refine methodology, initial pilot of conceptual framework Refine methodology, initial pilot of conceptual framework

resonates with participantsresonates with participants

Example 2: SPEC-YE Example 2: SPEC-YE PAR with YouthPAR with Youth

SPEC-YESPEC-YE- SPEC for youth - SPEC for youth

engagement in engagement in

African American African American

Neighborhood in MiamiNeighborhood in Miami

- Youth participate in - Youth participate in

running after school leadership program following running after school leadership program following SPEC principlesSPEC principles

- Youth engage in civic projects- Youth engage in civic projects

Example 3: New SPECsExample 3: New SPECs Three-Three-year action research project in South East mid-size Cityyear action research project in South East mid-size City

Nazaret Center

MLKCenter

Healthy City

Island Center

John Snow Foundation

New New SSPPEECCs Projects ProjectCenter for Community StudiesCenter for Community Studies

Vanderbilt UniversityVanderbilt University

Vanderbilt New SPECs TeamVanderbilt New SPECs TeamKimberly Bess, Patricia ConwayKimberly Bess, Patricia ConwayScot Evans, Carrie Hanlin, Scot Evans, Carrie Hanlin, Diana McCown, Diana McCown, Bob Newbrough, Bob Newbrough, Doug Perkins, Doug Perkins, Isaac PrilleltenskyIsaac Prilleltensky

Goals of New SPECsGoals of New SPECs

Apply community psychology principles to Apply community psychology principles to organizational change for community well-beingorganizational change for community well-being

Generate new practical knowledge for Generate new practical knowledge for organizations and the fieldorganizations and the field

Develop practices in line with SPECDevelop practices in line with SPEC Develop policies in line with SPECDevelop policies in line with SPEC Institutionalize SPEC in the life of the Institutionalize SPEC in the life of the

organization and the communityorganization and the community

Principles of New SPECsPrinciples of New SPECs

Ownership by workers and community Ownership by workers and community membersmembers

Participation of workers and community Participation of workers and community membersmembers

Power sharing Power sharing Home grown solutionsHome grown solutions Practice and reflectionPractice and reflection Action research Action research

Structure of New SPECsStructure of New SPECs

Structures within organizationsStructures within organizations T-TeamT-Team CouncilsCouncils Affiliation groupsAffiliation groups ForumsForums WorkshopsWorkshops Task Forces Task Forces

Structures across the projectStructures across the project Coordinating CommitteeCoordinating Committee

Structures within our own TeamStructures within our own Team Business meetingsBusiness meetings Reflection meetingsReflection meetings RetreatsRetreats

SPEC INTERNAL AND EXTERNALSPEC INTERNAL AND EXTERNAL

Child and Family

Organizations Community

Strengths

Prevention

Empowerment

Community Change

Summary of Outcomes for Nashville Summary of Outcomes for Nashville New SPECs Project New SPECs Project

New mission statementsNew mission statements Research publications Research publications Tools to measure SPECTools to measure SPEC New policies at United WayNew policies at United Way New outreach programsNew outreach programs More youth and client involvementMore youth and client involvement Assessment of projects in light of SPECAssessment of projects in light of SPEC More prevention efforts in organizationsMore prevention efforts in organizations Empowered counselorsEmpowered counselors Blending of therapy with social changeBlending of therapy with social change

In every act, in every interaction, in every social action,we hold each other accountable to promote

People’s dignity, safety, hope and growth

Relationships based on caring, compassion and respectSocieties based on justice, communion and equality

We are all better when these values are in balance

To put these values into action, we will:Share our power

Be proactive and not just reactiveTransform the conditions that create problems for youth

Encourage youth and families to promote a caring communityNurture visions that make the impossible, possible

We commit to uphold these values withYouth and their Families

Our EmployeesOur OrganizationOur Community

This is a living document. We invite you to discuss it, to critique it, to live it

transformative participatory action research in community psychology isaac prilleltensky...

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