alcohol and other drug problems among addiction professionals

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◆these organizations. Both in the recruitment of participants in these discussionsand in the development of discussion questions and forums, it will be necessaryto take special measures to ensure that the focus on the individual-client or staffmember-is not lost.Developing consensus: With a subject that holds as much controversy asthis one does, skills in developing consensus are essential to progress in findingsolutions. However, the addiction treatment field-and perhaps the entirespecies-has particular difficulty reaching consensus, or even knowing whatconsensus is or what is required to approach it. All too often, group processesare dominated by the most assertive members, with other members hidingtheir reservations under a shield of compliance. Given the collaborative natureof much of the field’s work, people often believe they are working on consensuswhen they are instead either defending their views and positions, giving into others’ arguments to keep from making waves, or trying to find compromisebetween opposing views. Compromise is a trade-off, in which viewpoints arebartered and sacrificed to reach an arrangement that seems fair. In compromise,each participant’s views are diminished in service of maintaining harmony.Everyone loses something. Consensus, on the other hand, is the result of an exchangethat uses all opposing viewpoints to forge something new. The ideasand conclusions that emerge from this process transcend the individual viewsthat were combined in their development. Nothing has been lost; all has beentransformed. Everyone wins. To promote consensus, group processes will haveto begin with ample attention to the process of discussion itself and time forpreparation in consensus building.nContents of the Proceedings DocumentThe remainder of this document presents the issues and ideas that arose:Chapter 2: Identifying the ChallengesThe Scope of the ProblemShould Recovering Staff be Treated Differently?Chapter 3: Addressing the ChallengesLeadershipPolicy OptionsEmployer ExpectationsInterviewing and Hiring PracticesPrivacy and Non-DiscriminationSupervision and Corrective ProcessesSupport for PoliciesEmployee Wellnessn 14 n
The appendices provide additional information:Appendix A: The Twelve Core Needs and Proposed ProjectsThis appendix re-states the Core Needs (presented in the Executive Summary)and lists the project ideas that participants thought of as ways of fulfilling someof these needs.Appendix B: Sample Policy: Personal Code of EthicsThis sample policy, ready for customization, was provided by Facilitator TerenceT. Gorski.Appendix C: Funding, Sponsorship, and Facilitation of this EventThis appendix contains more information about the funding source, SoutheastATTC, and the facilitator.n 15 n
Page 1: Alcohol and Other Drug ProblemsAmon
Page 4 and 5: Published in 2007 by Southeast Addi
Page 7 and 8: A c k n o w l e d g m e n t sn n nn
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Page 11 and 12: tive in their jobs. These processes
Page 13 and 14: C h a p t e r 1 :I n t r o d u c t
Page 15 and 16: C h a p t e r 1 : I n t r o d u c t
Page 17 and 18: Vonshurii S. Wrighten, MDiv, MAC, C
Page 19: ◆◆◆Need for consistent standa
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Page 31 and 32: ◆◆field to interpret their work
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Page 57 and 58: clude a clear identification of the
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Page 61 and 62: for the day and may face suspension
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