Successful Women and Racist Hair Banning

I saw a couple articles in MORE Magazine (I know I"m outing my age ;) Anyway, the articles are by women building or changing their careers and aimed at women but you guys could learn something too ;)

Reinventing Real Estate - two women who broke the NAS's monopoly on house sales by launching the country's largest for-sale-by-owner web site

The Cost of Passion - women who have left high paying but soul killing jobs for lower pay but higher creativity, satisfaction, and affirmation

The Voice of Authority - women increasing their power in media, politics and world affairs yet still struggling with how that voice of authority should look and sound. .....

This article is especially interesting today as in the news is an article about a club banning certain hairstyles: braids, corn rows, dread locks. So interesting that appearance, hair styles and mostly hair color, has been used against women to suggest we are flighty, loose, frumpy, etc. and now appearance, again hair, is being used against men, specifically black men, to suggest they are violent.

I wonder that since the playing field between men and women, and between minorities and the dominant culture is leveling in terms of education, income, resources, etc. Is appearance going to become the way to suggest someone is lesser-than? In the article, they describe the barrage of negativity aimed at Couric becoming news anchor is solely focused on her gender and appearance - not her perfomance (and she hadn't even started yet) - as a means to already undermine her cred. So, here in a city that is becoming African-American dominant - where it is becoming a more level field in terms of education, presence in politics, presence in medicine and law, and buying power, is the braid banning is happening as the new way to undermine and label as violent the new generation of young black males? While we do have gangs (which is the population the hair banning is aimed at) in Richmond, and the most visible gangs are black men, we also have a large population of educated black men who give their time to social work, politics, medicine, civil rights, teaching, and the arts. And guess what, a lot of them wear braids, corn rows, and dreads. They don't carry weapons, they don't do drive-by shootings, and they don't sell drugs, but they wouldn't be allowed in that club.

Art Therapy is one of the Top Jobs for 2007

How awesome is this, being an art therapist is finally considered a top career opportunity. From obscurity to top ten lists. Yeah!

MEDIA ALERT— FOR IMMEDIATE RELEASE
ART THERAPIST AMONG 10 HOT JOBS FOR 2007
Alexandria, VA--- CareerBuilder.com, one of the nation’s leading recruitment resources in print
and web media, has identified Art Therapist as one of the top 10 “hot jobs” for 2007 by (see
http://jobs.aol.com/article/_a/10-hot-jobs-for-2007/20060822125209990005). Candace Corner,
writer for CareerBuilder.com, says, “Demographic shifts, legislative changes, business trends
and consumer behavior factor into what’s going to be the next big thing.” A changing employment
market, longer life span, access to higher education, and later retirement are determining
what jobs are on the cutting edge.
Art Therapy is a mental health profession that uses the creative process of art making to improve
and enhance the physical, mental, and emotional well being of individuals of all ages. It is
based on the belief that the creative process involved in the making of art is healing and life enhancing.
Art Therapists use their knowledge of visual art (drawing, painting, sculpture, and other
art forms) and psychotherapy to help individuals manage emotional problems, develop interpersonal
skills, reduce stress, and achieve self-awareness.
The American Art Therapy Association, (AATA) Inc., was founded in 1969 and develops and
promotes educational, professional, and ethical standards for the practice of art therapy. The
AATA provides information to its members and the public regarding the field of art therapy
through publications, a scholarly journal, conferences, and a web site ( www.arttherapy.org).
Paula Howie, President of the American Art Therapy Association and board certified Art Therapist,
comments, “Employment opportunities for art therapists in healthcare, community agencies,
education, and independent practice continue to increase for our members. It is exciting
that leading job recruitment services are recognizing the field of art therapy as a cutting edge
career.”
For more information, please contact Cathy A. Malchiodi, AATA Professional Relations, at
info@arttherapy.org, call 888-290-0878, or visit the AATA web site at www.arttherapy.org.

Leading Elsewhere

Through this class and self-development that goes with it, I now am more ambitious it seems. I'm no longer satisfied with staying where I am at now in all of my places. I'm seeking new things to do and new areas to grow. Certainly areas to lead more in and develop more creative programs. So I'm out looking to expand myself in all areas.
With my private art therapy practice I am trying to talk my partners into moving into a bigger space that we could have 3 studios (at least), an enclosed office for privacy from the waiting area, and a couple of storage places for supplies and client artwork. I want to share space with artists I know that have had a co-op in the past and want to do that again. I found a great place with plenty of display space for them with large street front windows and rooms in the back for us. Some of it needs to be refurbished but that's good as we can make it the way we want. So it's a matter of talking everyone into my idea! I'm working on my partners and trying to herd all the artists into action and movement. I have a month before we have to give notice on our space to get eveyone agreeing and gathering their money for deposits and start-up.
Then for the non-profits to get going more. I am already the identified leader in that arena, so to put plans into place.
Off to chat people up and be the super saleswoman!!!

Calling a New Generation of Leaders

Yesterday I read an interesting article in Addiction Professional: Calling a New Generation of Leaders. It's a good article on committing oneself to the field and gives you questions to answer:

Do I feel in my heart that service to this field is what I am personally destined to do with my life? I feel that counseling is and that I seem to do well in addiction counseling and issues related to addiction, such as trauma, co-dependency, etc.
Do I feel there are better ways to respond to the needs of the new generation of clients entering addiction treatment? Absolutely. I think as the field progresses we will be better able to identify what are the needs of clients and what are the underlying dynamics of addiction. I also think needs change with generations in terms of what constitutes health. What stresses a particular generation also changes as our cultures change.
Am I willing to committ myself to the future of this field at a level that transcends particular job roles and organizational affiliations? Yes, I already do this in my job roles. I have taken my position beyond the mere clinician/counselor to include program development, data and outcome tracking/reporting, advocacy, community education, etc.
What core values and core service technologies of the treatment field need to be protected from future dilution, corruption, or abandonment? Intensive and comprehensive case management for the indigent to include services beyond just addiction treatment: vocational services, housing services, transportation and childcare services to overcome obstacles to treatment, treatment in prison/jails or treatment in place of jail for misdemeaners and first time drug offenders, medicated assisted therapy, and more I just can't think of right now.
What unmet needs must the field address in the future? More comprehensive services for co-occurring MH/SA and awareness of MR/SA and the need for more specific treatment programs for MR with addiction.
How can the field best reach the next generation of clients entering addiction treatment? Through increased advocacy, education and training of professionals, and medicaid and other insurance billing.
What unique assets do I possess that can nurture the field's future development? Specialized training in alternative modalities (art therapy, auricular acupuncture, and spiritually based counseling) that have shown to be an asset in counseling. Experience in monitoring and developing specialized programs for specific cultures and environments.
What issues and activities energize me at the highest level? Developing new programs, working on new issues, solving treatment or advocacy problems, and outreaching new people/organizations.
What major contributions or lasting legacy would I like to leave in the field? Innovative programing and successful advocacy.

The article suggests reading about leaders and leadership outside of the field itself: Abraham Lincoln, Cesar Chavez, Frederick Douglass, Mahatma Gandhi, Martin Luther King, Jr., Mother Teresa, Nelson Mandala, Tatanka Yotanka.

more to follow

The Enneagram System

Today I finished Bringing Out the Best in Yourself at Work: How to Use the Enneagram System for Success. Very interesting. I find that I am probably a 4, with 5 and 2's as wings. Though I can certainly do most of them at different times. In terms of personality characteristics, I am also a 9 who narcotizes and avoids conflict. I can also see how being a 4, who views conflict as a storm is not particularly effective in a current situation.
It's also interesting to think about where my attention goes in situations, especially at work. What do I prioritize and when do I allow myself to be distracted. Because at times I can get apathetic when I feel helpless about projects, situations, or conflicts. In terms of stress, I can move to being a 2 or during positive stress, becoming a 7. I also self-reference a lot, very much as this analysis says, and can see how it detours conflict resolution.
Interesting book, Thanks Wayde! If it's not on the Blackboard list, I'm going to post it.
Posted my ILDP.

Supervision

Today finished ILDP. So I'm set with goals and now to do them successfully.
1. Improve personal conflict management style.
2. Improve external awareness and political savvy.
3. Improve oral and written communication for project presentation and report writing.
4. Financial Management.

Next up, start working on project plan. We have already decided to use my marketing/education plan and tool kit for the SA council. I can work on all of these goals in that project and in relationships at work.

DSS Meeting

Today I went to DSS to talk to the new benefits staff about my program and how to refer. I gave them the positive statistics about how our clients have gotten a "raise" over the last quarter, on average making 56 cents more an hour; how a couple more are receiving benefits, how a couple more have finished their GED's. They seemed so uninterested in our clients reaching not only their personal goals but goals set forth by the state. It seems they continue to be negative about our program and clients with addictive disorders, despite it's successes. How to get our client's benefits managers more enthused about what we do for our clients and recognize even small successes as significant for TANF recipients in general. Maybe a more interactive presentation instead of the usual power point. Maybe bringing in some of the clients who have graduated. Oh, maybe doing something during Recovery Month at the DSS building!! A lunch and learn for the staff with speakers. Hmmmm.

SA Council Workgroup Meeting

Today Wayde comes to sit in on my hosting the SA Council Workgroup planning meeting. It was interesting as usual. I presented my art book idea to give to the legislators and they approved it. It looks like SAARA may fund it and perhaps DMHMRSAS will contribute. I got each of them to agree to contribute a short commentary for the newsletter on their agency's committment to advocacy for SA funding and enhancing services. A lot of work for me. I guess I am Newsletter Editor, meeting host and organizer. What a good experience this will be.
I met with Wayde after, who clued me in on the hierarchy (which I totally missed) and who is who. The art project looks like it will be my Leadership project.

Presenting in a State Meeting

I got tasked to be part of a workgroup to get a grant for a new medicated-assisted therapy - buprenorphine. It was fascinating to attend the meeting and presentation. I got told when I got there that I was presenting a small part of the application. So nervous but once I go through my part, I felt at ease and was able to contribute to the meeting from then on. I also got a chance to interact with our Executive Director as he sat beside me. I decided to practice "Power of Person" style from my Leadership Course readings and focused on networking with others and forming connections.

Power of Ideas Person (Blackboard)

I would say that most of the time I am a Power of Ideas person. I am definately a less political person and feel uncomfortable having to "play the political games." I perfer to see power as coming from performance, innovation, work, research, etc. With my clients at RBHA, I look toward making the best program for them as I can and broadcast my goals to the team to engender support and help if needed. I continually trust that my work, my ideas, creativity and intuition will be enough to "reward me", promote me, get me raises, get me new projects. I remain continually amazed that it does not always happen that way and that Power of Person people will get promoted over me despite the fact that they do not do as well a job or put as much effort into a project. But I can see how having a better grasp of the political field and the willingness to foster a relationship over job/project competance will get people further. A former supervisor told me, when I complained about this very thing, that expectations about job performance were higher for people like me and so I had a higher level to reach to be considered as "excellent or working above requirement" and that other people had lower expectations for job performance and so therefore could easily exceed expectations because of networking ability and personality and who stay within view of the power people in the agency. I have been told that my personality and work ethic is, in fact, irritating to people who perfer to broker their performance and achieve power through relationships.
So I suppose the risks of being too much a Power of Ideas person is that, these people may end up with more of the actual work and be left out of promotions, advances, credit, etc. At least, that is my experience.
So a balance of being a Power of Ideas person to get projects going and being a Power of Person individual to better market self and product.

Vision into Reality (Blackboard)

Share 4 things you as a leader can do to translate your vision into reality in your organization? What kinds of things should you as a leader do on a daily basis to manage the transition from the "old culture" to the "new vision."
1. Maintain a strong understanding of the population we serve, the community in which our population resides and the changing needs of both.
2. Foster positive relationships with peers/team mates within the organization and with community organizations that partner with us to facilitate creating/changing programs.
3. Research my ideas to provide evidence of success in other areas and encourage faith in making change.
4. Be flexible, motivated, speak with clarity, and be excited about my ideas to promote good faith and generate collaboration.

Vision (Blackboard)

1. What is vision and why it is important to an organization and the success or failure of its leader.
An organization cannot grow, maintain effectiveness, attend to it's mission, or provide an exciting atmosphere for employees to work in without vision and the implementation of vision. Vision is the ability to evolve and change with the pace and ahead of the pace of it's consumers, audience, partners, recipients, etc. It is the anticipation of what is needed next, of what will improve services or innovate a better product. A leader succeeds who has vision for his/her field/organziation. A leader with vision motivates employees/partners to work harder to implement the ideas/changes that are presented. A leader with vision inspires confidence, excitement, solidarity, and committment from employees/partners.
2. Develop a short Vision Statement for your organization or area of the organization. If your organization already has one, pretend as if it does not and you have been tasked with developing one. What do you feel the vision should be? In developing your vision, you should ask your self the five questions listed in Part II: Developing the Vision.
The vision for a BHA/CSB needs to primarily consider both the needs of the community as a whole and the needs of it's individual members. The value of a BHA/CSB to the community is the provision of mental health, substance abuse, mental retardation, and crisis services to the indigent. The role of a BHA/CSB is often as a middle-man or mediater between the individuals it serves and the larger community in which the individual resides and works. The larger community may not want to or is able to provide the safe housing, adequate employment, or appropriate health care that indigent consumers need. The BHA/CSB plays many roles (services provider, lobbyist, politician, researcher) in navigating stigma, lack of funding, lack of resources, lack of jobs, lack of transportation, violence in the communities, poor educational opportunities, and poor health care in the efforts to serve the needs of it's consumers. A BHA/CSB must have a strong sense of the needs of it's individual consumers and the needs of the larger community along with the vision to anticipate and implement the future needs of both.

Risk (Blackboard)

Feeling emboldened when I returned, I tried to address what I have viewed as disrupted communication with a manager. I had felt that our relationship had been deteriorating over the last month. The issues revolved around communication, or lack thereof, body language, and reduced interactions that resulted in my feeling less a part of my unit. I don't think I presented my issues with as much dignity as I would have liked, but I got my point across. However, I did not feel particularly "heard" or taken seriously. My risk was in laying it out there, all that I was feeling, what my perceptions of her behavior and communications were, and saying directly that I was unhappy in my job. I'm still here, and communication continues with ups and downs. I do feel better for bringing up my issues, although it may not actually change anything.

Partnering and Creativity & Innovation (Blackboard)

I think one important area in Leadership are to have skills in partnering with other agencies, providers, consumer groups, etc. For agencies, such as CSB's, who serve a large portion of their areas, interacting with other agencies is part of their program. The ability to work with other agencies, seek out partners to join resources to serve consumers, and join resources to maximize funding is essential.
Along with this is the need to create and innovate one's services. The needs of consumers change as the economy changes, as federal regualtions change, as health care provider services change, and as the dynamics of the community changes. One needs to have a vision of what consumers need in the present and also to envision what consumers will need in the future. Along with this vision to create and innovate is to keep an awareness of what other providers are offering, how they are changing their services and structures, and how all this will impact your organization and your consumers.

In looking back at my jobs, I can see the difference in how I maintained interest in my job as influenced by a leader's communication style. Certainly when I have felt listened to and have understood communications from leaders, I have performed better. I have felt discouraged and de-motivated when a leader exhibits poor communication skills and poor interpersonal skills. I can also see how I can influence better responses from people I lead when I take time to make myself understood and communicate positively and with interest.

In my choosing creativity and innovation, comes the need for vision. A leader cannot direct progress without having the vision to see the future needs and how to create and implement such needs. This often takes making unusual choices and thinking outside of the box.
And so political savy goes hand in hand with vision, creativity and partnering. A leader of any agnecy or program needs to be able to navigate the different arenas of influence on his/her organization. Influences that range from impoverished consumers to lobbyists and politicians

Blackboard - Goals

My goals in attending this seminar are to learn to be more focused, to communicate better with peers and supervisors. I feel at times, my "go getter" personality gets in the way with my supervisor. So I am hoping to learn better interpersonal skills in working with supervisors.

Mentorship begins

My first supervision with Wayde. Reading assignment - read chapter in Bringing out the Best in Yourself at Work: How to Use the Enneagram System for Success.
I picked the storm of course. I even paint storms frequently! The concept of pinches and crunches is interesting too. I can certainly see myself in terms of feelings and behaviors in several of the pinches.
Crazy, but it turns out I had ordered this book on the way to Williamsburg. I had actually gotten the name wrong for another book the Institute recommended. It came in today. On the way to pick it up, a bottle of pop spills in my purse, all over Wayde's book. Synchronicity?
Other homework: approach supervisor about reviewing assessments and course. Frame positively and discuss with significant other.
Begin working on Leadership plan, develop tasks. Mail him a copy of my LEI and some presentations I have done.

Finished "Leadership and Self-Deception

I finished reading Leadership and Self-Deception. - excellent
(The Arbinger Institute)
- Self-betrayal leads to self-deception and "the box."
- When in the box, you can't focus on results.
- Your influences and success will depend on being out of the box.
- You get out of the box as you cease resisting other people.
- Don't try to be perfect. Try to be better.
- Don't use the vocabulary of the box, use the principles.
- Don't look for other's boxes. Look for your own.
- Don't accuse others, you stay out of the box.
- Don't give up on yourself when you find yourself in the box. Keep trying.
- Don't deny you've been in the box, do apologize, go forward, be more helpful.
- Don't focus on what others are doing wrong. Do focus on what you can do right.
- Don't worry whether others are helping you. Worry whether you are helping others.

Friday: Spirituality and Addiction

Today we got to go to a lecture at the VSIAS. It was okay but I was worn out from the week and couldn't pay attention. I got a bunch of books to feed my particular addiction then was social and went to lunch with workmates.

Thursday

Today we got our mentors. I got my first choice: Wayde. I think he'll be a good match personality wise and with similar experiences in the addiction field and owning his own business. And he's just down the street, convienent. We met with them briefly and usually shy me started talking and didn't stop. I'm not sure I took a breath or let him speak. I did the same thing at lunch, the minute he sat down. The waiters put different food down in front of me but I don't think I ate. In fact I can tell I'm losing weight as I can't eat with the excitement of this experience. The rest of the afternoon we worked with our mentors discussing our LEI's and starting the process of what areas we need to be addressed. I already had one task for mine and I wanted to start that day. I got the instructor to let me have a few minutes at the end to try and recruit people for our SA council workgroup. I thought this was a great opportunity to advertise what we are doing as people came from all over the state and SA Directors were present. Of course no one signed up. We had dinner at the social with our mentors but neither Wayde nor I wanted to stay so we ate at the hotel. I went swimming again so I could calm down enough to go to sleep.

Meeting Mentors

Reading Homework: Building the Emotional Intelligence of Groups. A model for team effectiveness: Group emotional intelligence > trust, identity, efficacy > participation, cooperation, and collaboration > better decisions, more creative solutions, and higher productivity. Today our group activity was to demonstrate and explain how to build emotional intelligence of groups. I talked about a time that I did it "badly" and lost a team mate. I cried! Oh well.

Today we did speed introductions the mentors. Driving down I had wrestled as I already knew two of the mentors and had thought I would pick one of them and couldn't decide! But realized some other people would be better for me during the introductions and I already interact with Will and Tony. And the Institute made that easy as they said we couldn't pick people we already worked with. So I had Wayde Glover as my first choice, then Mellie Randell as second choice and left it up to them for third as I couldn't decide after that. A couple I crossed out, knowing already that they wouldn't work for me. But mostly interesting people were available to be mentors. Lucky for all of us.

Tonight I had scheduled a meeting of the SA Council workgroup that I participate on, although I am not sure of my role: staff support from RBHA? liasion from RBHA? But they allow me to fully participate in ideas and structuring. They even had me chair the last meeting in Will's absence. Will was funny, stating he hoped someone would pick him for a mentor! Even the mentor's have worries about stuff like that.

Tuesday

I changed tables to sit with new people. Two of the guys followed me and I put out the woman who's chair I took. Today we discussed the homework. An intense discussion all day with group activities. We had to enact one of the five leadership styles. We also got the results of our LEI. I was not surprised: conflict management, external awareness, political savvy, financial managment and human resource management.

Course questions:
What more did I learn about my personal leadership skills and personality type? That I am a "hammer" most of the time and a "scredriver" some of the time. Either of these can be ineffective at the wrong time. And I probably use them at the wrong times! I can see I use hammer alot. I also found out that I use a coaching style of leadership most, rather then democratic as I had thought. Coaching can be stressful to those who need more direct leadership. I'm an INFP and I'm not always aware of others or my impact on them and frequently don't care really, or don't care enough to change anything.

Tonight a social gathering. I walked over with a couple of people and hung out with Sally for a bit and then a workmate briefly. I went back to my room soon though. Alone time.

What areas do I need to address in my ILDP? Flexible use of leadership styles, increased awareness of how I impact others, how to focus better on priorities in projects. I get stumped and can lose motivation over parts I feel incompetant in or don't want to do.

What do I want to learn from my mentor? All of the above and how to present myself better.

Readings from: Leadership and Self-Deception
In the box: I see myself and others in a systematically distorted way. I see others as mere objects.
Outside of the box: I see myself and others more or less as we are - as people.

This is an interesting book. I can see myself in this story of the guy and his job. I can certainly relate to how I see people I work with and work for in this concept.

First Day - Monday

Today was our first full day. Very intense. We got our Myers-Briggs Type indicators back. I am an INFP, as always - though moving a little more to the extrovert when I am at work. I do still need to close my door on occasion to get down time and get away from people to recharge. I sat at an empty table and 3 of the 5 guys sat with me, none of the women. I don't know why but I thought that was interesting. Most of the protege's are women and most of the mentors are men. Another interesting fact. We assessed our learning styles, with mine being visual and kinesetic,

So far my goals are to deal with others better, deal with conflict better and learn how to lead my partners and peers in my businesses better.

After such an intense day, I went swimming and ate dinner in my room. I needed the alone time.

Homework reading: "Leadership That Gets Results" About emotional intelligence and leadership style. I think I have a mix of authoritative, affiliative and democratic. But I wonder if I am using them at the right times always. I wonder if I stay a little too long in democratic and then feel put-out when the project isn't going my way or toward my vision. I can think of instances last year where I started out democratic but then wasn't able to keep sight of vision with detractors present.

Additional Reading: "Leadership and Self-Deception:" I can see how I put myself in the box with bosses and peers. I get a negative opinion and hold it for awhile and then don't want to work with those people again or try to structure projects with those people to a minimum.

Meeting everyone

In Williamsburg at the Leadership Institute Course. Tonight was just dinner and meeting the other protege's and staff. They gave us gifts: book bag/brief cases and little stuff. The dinner was nice, at the Hospitality House where I am staying. There are 14 protege's, some at my level and some below, some with more education, some less. One person in marketing. We are meeting the whole time in the hotel, very convienent. It should be intense but fun. I won't see any of the other RBHA people, they will all be at the University Center for the usual Summer Institute presentations.
I picked up a book, "Leadership and Self-Develoption: Getting out of the Box." It's starting out interesting. Principles of how to see ourselves and how we percieve others and how this effects our relationships. I can see myself in the box.

Optimal Experience

The best moments usually occur when a person's body or mind is stretched to it limits in a voluntary effort to accomplish something difficult and worthwhile. Optimal experience is thus something we make happen.
Mihaly Csikszentmihalyi

Leadership Journal

Phase 1 Journal:
What do I already know about my personal leadership skills and personality type? I can generally get people to follow me in projects and activities. I seem to know how to make some things seem interesting or at least a worthwhile effort. I am not afraid of failure or of making the wrong choice.
What more do I want to learn in these areas? How to direct my energy and keep other's motivation up despite setbacks or seeminly overwhelming obstacles. How not to get side-tracked by others' issues and personal needs. How to deal with someone who is angry about my personal leadership style.
How do I feel about the committment I am making to the Institute and leadership development afterall? A challenge, it forces me to be less of an introvert and put myself out there more.