Recovery plan template mental health,best emergency food supply list,cert personal trainer - Step 2

Search: Subscribe for updatesRegister to receive email news alerts, daily digest, weekly roundup or Topic newsletters. While you are waiting, please subscribe to our newsletter to keep up to datewith major improvements and new releases. They are self-tracking applications, designed to help you increase your understanding of all the things that affect your mental health. Grow in your understanding of “triggers” that affect you, and the early warning signs of a new episode.
Find concrete starting points for working out what and how things are affecting your mental health.
Document a wellness plan that details your strategies and appropriate steps in the event of illness.
I can speak both as a mental health and wellbeing service user and as an occupational therapist.
I used your evaluation licenses with a few of my patients, each of whom found excellent value in their experience using the Optimism app over the past six weeks.
Before they began using Optimism, I worked with each individually to get an initial feel for each section and scale to ensure they had a good sense of how to negotiate the app itself. Since using Optimism, each reported they were more aware of their mood, level of anxiety, and thoughts, feelings, and circumstances that seemed to affect their quality and length of sleep. Started with this company's 'CBT Pad' which, when combined with the excellent response to feedback sent to Optimism Apps, convinced me to buy this more expensive product.
I have been using this software for the past couple of months, and it has been extremely helpful in picking up subtle patterns. For detailed information about the National Institute of Mental Health Life Chart (NIMH-LCMTM) visit Medscape (requires login).
We are continually working on theexisting Optimism applications and developing new versions. The apps act as a springboard to detect patterns in your health and develop strategies to proactively manage depression, bipolar disorder, and other mental health conditions. This app is really helpful in helping me track what issues I need to work on, and what I do that helps. I do really like this piece of software and feel it is appropriate for its intended purpose.
Then I asked them to simply use it daily for one week and discuss their experiences during the next session.
However, my initial (albeit anecdotal) results are extremely promising and well worth recommending these apps to other patients, as well as, other clinicians using CBT in their practices.
Absolutely no regrets, reliable, useful, easy to learn and just the sort of tool for tracing triggers for various moods and behaviors. I suffer ongoing migraine headaches (5+ years of daily symptoms), and Optimism has been helpful in following the effects of changes in medication.
It gives a really great overview of the individual positive and negative elements of your day along with a perfect little jotter of a journal to add specific notes (or to keep a more extensive diary). Note that the NIMH Life Chart is a paper-based system and is not the same as the Optimism mood charting application, although they have similar methodologies and purposes. By using a mood chart you can monitor the patterns in your life and identify negative influences (or "triggers") that you need to avoid, and early warning signs that your health is deteriorating. A mood chart can help you to find the small things, as well as the big, that help you to stay well. A mood chart should help you form an understanding of your triggers and symptoms, and which health strategies work for you. Rather than be a passive recipient of treatment, or just seek treatment in reaction to a new episode, a mood chart can help you to have more involvement in your health and a sense of control. By keeping a mood chart you can provide your health professional with a precise, detailed history. I feel that the software encompasses the idea of mental wellbeing, recovering and condition management perfectly.
Some of the feedback, since using Optimism, included feeling more "grounded", "mindful", and "present", as well as experiencing fewer panic attacks and dissociative episodes, somewhat improved mood, and increased compliance with prescribed psychotropic medication.
Being able to have a place to write my thoughts, under password protection, and then be able to see graphs based on my entries to chart improvements or areas of concern is brilliant. If you are receiving CBT or taking the 'teach yourself' route with one of the many books on the subject available, I am sure you will find this an invaluable tool. I have also, due to my own ineptness, needed some tech support, and James has been prompt, helpful and patient. The degree of customization is really high which makes this program able to suit YOUR specific needs.
In general people achieve better health outcomes when they educate themselves and are proactive about their health.
It removes the problem of memory recall and gives an accurate picture of what has been happening.
A continual feedback loop, in the form of charts and reports, is powerful in helping you discover the drivers of your mental health, and what is helping or hindering you. As one person commented, "My current system: find any scrap of paper, use a crayon, magic marker, lipstick, pen, pencil - anything that writes, scribble illegibly on piece of paper, lose piece of paper. Given that their purpose is helping people with their mental health, we think it's better that everyone benefit from all improvements.
Between January 2008 and October 2010 there were 35 releases for the Windows and Mac software, all of them available free for existing clients. The combination of different styles of peer support and the different settings in which peer support workers are based means that no uniform approach has emerged.
I would say that out of the 10 various apps I bought in the last 3 weeks for my new macbook, this is by far my favorite.
It is also a similar format to Wellness Recovery Action Plans (WRAP), but in an electronic, easy to use and accessible format. I've used this app every day for over a month now and I'll be using it for a long time to come.

I could not ask for more from the software, being incredibly flexible to customize to my needs, or the developer, so eager to help. It gets to the bottom of what is or isn't working, which helps them to give more relevant, appropriate advice and treatment.
I reviewed their daily entries, how they used the app and together we worked with each section to customize several options based on their specific needs. Incidentally, this software could easily be adapted for depression sufferers, those with chronic pain, or even athletes. As well as support queries, we are always grateful for feedback and suggestions for improving the apps. Service users set their personal goals within each area and measure over time how far they are progressing towards these goals. This can help them identify their goals and what support they need to reach them, and ensure they are making progress, however gradual, which itself can encourage hope.The Recovery Star enables staff to support individuals they work with to understand their recovery and plot their progress. This allows for a much easier, objective assessment of how you are doing over a period of time, or how changes are affecting you. Often begin by meeting a few times a week for a few hours each time but lessens over time to once a week as relationship develops and service user progresses. Referrers fill out a referral form and then meet with peer support workers to discuss referral before peer support workers meet referral for first time with referrer.Individual caseloads. Informal supervision from other peer support workers and colleaguesSetting up Peer Support Worker Pilot SitesRecruitment process3.4 Each pilot site approached the issue of recruitment into the posts in slightly different ways. Two sites identified people they felt would be suitable for being employed in the post and offering a training place to them with the prospect of future employment. The other sites, particularly those with large urban populations to recruit from, recruited from the pool of peer graduates once the national training had taken place. This means that pilot sites are currently limited in their ability to employ more peer support workers. Two key issues emerged as a considerable challenge for nearly all NHS sites; the role of Agenda for Change (AfC) and occupational health requirements.
For example AfC prohibited the inclusion of a requirement for the candidate to have a lived experience of mental health problems and recovery. The nature of the role dictates that candidates have previous mental health problems, which at the beginning of the recruitment phase was viewed as a disability rather than an asset for employment.
This situation was distressing for the peer support workers who felt discriminated against and for the staff on their teams who hoped that their organisation would support the value of lived experience in the peer support context. There were many positive comments from peer support workers about the trainer being supportive, open and having 'infectious enthusiasm'. The training was described as focusing on increasing self awareness and self management, which was challenging for some.I suppose it took its toll on me personally, I suppose I'd gone in thinking I'd be shown how to speak to people, and what are the do's and don'ts and the ethics and there was a lot of that, but I actually realised a lot more of it was about finding out about myself, and that was really very challenging. And in terms of myself individually, I just thought this is part of me; my own very personal sort of journey. The idea there's some sort of concept that recovery could apply to many people, I thought was really… Again, the idea of formalising peer support was, I think, an excellent idea, because when I was in the hospital I experienced informal peer support, which I found a benefit.
For some this related to the concept of offering love, which one peer support worker had reinterpreted to being about 'unconditional acceptance', which he felt suited the Scottish context better. The peer support workers felt they learnt about key concepts in recovery, such as mutuality and respect and sharing lived experience. Some felt the training was better suited to peer support work based in community settings rather than the acute inpatient user context.
However a key message from the training, for any setting, was the idea of sharing and promoting recovery.Recovery is achievable.
I believe that it would need to be somebody very special that did that, because the person that took our course did make it such a life changing experience. I don't think there's that many people in a college lecturer capacity that could deliver that. These groups were faced with the challenging task of getting a new role developed, implemented and supported. In one site a peer support worker who was initially placed in such a ward setting was withdrawn due to the over-whelming challenges they faced. However, in the end sites tended to place peer support workers in the most recovery-supportive setting that they could, that is, a team who were open to and already putting into practice the principles of recovery focussed care. A clear finding that emerged was that decisions about where to place peer support workers should focus on identifying the most recovery-supportive settings as the best place to support peer approaches. For example:Many peer support workers are keen to have a role in both hospital and community settings to enable continuity. This may be possible in teams that span inpatient user rehabilitation and the community or when a peer support worker is based in a community team and visits the individual when they are in hospital.
Some clinical managers felt that peer support workers based in acute wards would find following service users in and out of hospital too demanding.Recovery in the community, according to peer support workers and clinical staff, is where service users are starting to re-establish the roles that they had before they went to hospital. Therefore, community based teams should be a valuable place for the peer support worker role.Service users have mixed views.
One felt that when she was at her most ill and lowest ebb in the acute admissions ward, she needed a peer support worker most to give her hope. Staff restructuring and competing priorities lead to a need to keep working on raising awareness.I think perhaps we need more chipping, more hammering, more because I don't think, I think their intentions are absolutely really, really good and they really definitely believe in it. The induction seems to work well where there was an extended induction period, allowing for gradual preparation and a gradual uptake of service users.
In one area the induction period incorporated a time of working with service users under close supervision, allowing for intensive reflection on early service user contact before formally launching the role.
However, in one pilot site the peer support workers were happy to take on this role and it seemed to enhance integration with the ward team. The NHS induction procedures required staff of a certain grading to take certain modules regardless of their relevance. This highlights the need for greater clarity with the NHS about the role and activities of peer support workers.Yes I had a week's NHS induction to begin with, which involved a sort of getting onto these E learning modules everybody now is required to do. It wasn't really well planned for me, because I didn't fit in anywhere with it being a new role, so I kind of had to slot in with nursing auxiliary induction, so did a lot of kind of bed making and infection control.

The supervisors had very little knowledge about the content of the training course, and in some instances the supervisor had changed due to internal restructuring, meaning very little was known about what the role would involve.I don't know how well the Peer Support supervisors understood what it was that we'd been trained in and how we'd been trained to do our job, I think they didn't understand that and still to this day, I think it's really important for Peer Support supervisors to have been on Peer Support training.
However in some sites the peer support workers felt thrown in at the deep end, without adequate guidance about the role. The more integrated the peer support workers were with their team, the easier it seems to have been to develop the role to become integral to the wider multidisciplinary team. Whilst the peer support workers themselves had been given specific training, the exact content of that training and the subsequent role that would develop was not necessarily communicated to the sites:I had this assumption that [the peer] would know what was going on, that she would know what her job was to be and she came with the assumption that I knew what her job was to be (laughs). Across sites and settings the key features of peer working that appeared to define the core aspects of the role, were the value of sharing lived experience and modelling recovery.
Additionally, a broad range of other activities were associated with peer support, but might vary by team ethos, setting or by the personal approach of the peer support worker. For peer support workers based in more community-orientated settings (including rehabilitation wards with their focus on a transition back to the community), longer goal-orientated relationships seemed to form. However whilst there were key core elements to peer support there was much personal role development for the ways that individual peer support workers approached sharing their lived experience with others. All had their own personal WRAP, and spoke positively about the importance of the WRAP tool in helping them in their own recovery journey and the continued promotion of their own wellbeing.I've just completed doing my own WRAP, and just going through that WRAP, the whole doing my own WRAP has helped quite a lot to reflect on what helps me stay well, putting things in place that if I did get unwell again - touch wood it doesn't happen - but if I did become well there's plans in action, which I didn't have before. Some used WRAP with many of the service users they worked with; others didn't use it at all. In one pilot site a service manager felt that the administering of WRAP should be central to the peer support worker role. There was a view that WRAP needed to be introduced at a time that felt appropriate for the service user in relation to their progress with their recovery and when a close enough relationship had been developed with the peer support worker to allow the service user to be comfortable to talk about something as personal as WRAP. I'd have to bide my time quite a bit, I think it's something you'd have to slot in at the end of people's recovery.
It's a kind of consolidating phase maybe but I think the way I found it, up to now, your psychiatrist, your psychologist, everybody has control and you feel as if you've been robbed of any control and then all of a sudden you realise that you're the expert, your recovery is in your hands and you can plan for it, you can recognise the signs and it is just empowering.
The national team facilitated regular meetings for pilot site supervisors, which were generally described by supervisors as useful.
For the peer support workers there was support and supervision provided by the peer graduate network and the local supervision arrangements in each site. Each site evolved their own approach to supervision, with most trying to incorporate aspects of individual and group supervision arrangements. Some sites had formal arrangements in place.We've got the one-to-one supervision format which is fortnightly, both our peer support workers are part time so that probably equates to every six or seven working days they have protected one-to-one time which is usually for about an hour and a half. We've also set up a small group for the two peer support workers and the two supervisors to get together about every six weeks, and that's really just about drawing out main themes and because of its pilot the sort of learning points for us, and we've been noting down what some of these key things are just for our own learning.
Other areas who had combined line management and supervision found this had caused challenges, particularly in maintaining a separation between procedural challenges and reflecting on practice as a peer support worker. This highlights the need for there to be clarity about roles, however there is no one clear arrangement that offered the best supervision. In terms of day-to-day issues, it is important that some form of supervision is offered in a way that is easily accessible to the peer support worker.I think that your first line manager, the person that's really your main supervisor, has to be really supportive, has to be willing to listen, has to also not be too sensitive about criticism.
I don't mean that any criticism that I've given has been insensitive but I think that they have to be flexible and open and listen and be able to hear some things that maybe they don't want to hear and not take it personally. This was considered to be beneficial, particularly for some peer support workers, however often this role also led to a number of challenges.
Some peer support workers appeared to be given conflicting advice or guidance from an internal line manager and supervisor and an external supervisor. Supervisors also talked of how there had been a lack of clarity on the external supervision role. In one site the external supervisor was expected by management to have a supportive role for peer support workers to maintain their recovery and think about integration to their teams whereas in practice a more managerial role developed which cut across formal line management arrangements in an unhelpful way.
However whilst this network was seen by some as beneficial it was a forum that had been through a particularly difficult time in fostering group cohesion, particularly between peer graduates employed for the pilot and other peer graduates.
Although the network was seen to have the potential to offer useful support, employed peer support workers felt that discussing employment issues was not easy to do. These steering group meetings were generally seen as very useful, particularly for engaging key people in the wider service system in supporting the peer support pilot.And then about every three months there is a much bigger steering group meeting which the peer support workers are part of, and that involves key people in the organisation, service manager, consultant psychiatrists, the charge nurses from the wards that they're aligned to, to all get together as a big group to look at how their roles are developing and see if there's anybody can help out with anything, share ideas.
There was a tension throughout the pilot regarding how much guidance should be offered from the national team as opposed to achieving a sense of local autonomy and ownership in individual sites. On balance there may have been too much emphasis on local sites being autonomous, as at the pilot outset site teams did not feel sufficiently knowledgeable about what the peer support worker role would entail and wished for more guidance on some key aspects of implementation. However the rather limited input of guidance also reflected the fact the national team were also learning about what peer support worker roles would consist of in the Scottish and NHS context.We had some sense of how it had worked in other countries and we had some sense of the things we should be taking account of, but it had never been done before so I suppose we were really kind of shooting in the dark a bit.
I think we should have realised that they needed a lot more guidance on who might be a potential person and all the rest of it. Some wondered if the initial guidance had been interpreted as encouragement for sites to place peer support into areas as agents of cultural change, although it is now very clear that peer support workers enhance and promote recovery in settings already committed to recovery.
Placing peer support workers into settings that were not recovery focussed was seen as having the potential to lead to compromised wellbeing for the peer support workers.So you could make the case that in some instances where it's not been well implemented you know it's not been fair on them in terms of their own wellbeing. The right setting was felt to be a community setting, although there were acknowledged benefits in acute settings too.
The potential for peer support workers to work across these settings, and to follow people through transitions between settings was also seen as a useful structure.And from our experience you need to do it in a place that's going to be accommodating and welcoming and that the chances of success are going - your learning is done in a much more friendly and positive environment then for local implementation as in some cases to happen, to say 'well we'll put it in a place we know we have problems' and expect it to be a magic wand hasn't worked.
The national team could see that leadership could have been strengthened in some sites, and site teams felt that there could have been clearer leadership from the national team. This highlights the difficult work of integrating a recovery-orientated approach into practice, and affirms the need for clear commitment at all levels, from national support, senior management and ward staff, to the successful implementation of a new and challenging role.So I mean I suppose that's really about leadership. In terms of future sustainability the national team continue to work to develop a training package that can be delivered within Scotland. There was some indication from sites that they wish to have greater input into such developments, although some sites have developed their own local training.

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