“You alone are enough. You have nothing to prove to anybody.”

— Maya Angelou

So just what is the Strength-Based Approach?

The strength-based approach is a “work practice theory” founded in social work that focuses on an individual’s self-determination and strength (McCashen, 2005). This type of approach builds on clients’ strengths, seeing them as resourceful in adverse conditions (McCashen, 2005). It is also client led and centered on outcomes, helping people to recognize their strengths to be able to affect change in themselves. 

Too often, people are judged for the qualities they lack, instead of valued for the qualities they possess. The deficit model; a lens through which people are perceived for their shortcomings or failings, has been used broadly across public and private sectors for decades. While it has allowed providers to see where clients need support, this model too often neglects to acknowledge, and make use of, the strengths that clients have cultivated. 

In contrast, a strengths-based approach to working with others highlights “the capacity, skills, knowledge, connections and potential in individuals and communities” (Pattoni, 2012:1). Relying on a strengths-based approach does not require practitioners to avoid real issues or to pretend that someone’s struggle is actually a strength. Instead, the strengths-based approach focuses on process: collaboration between provider and client helps the client develop their own capacities. Evidence shows that clients engaged in a strengths-based approach increase resilience, improve well-being, and strengthen community networks (Foot & Hopkins, 2010; Gilchrist, 2009; Mclean, 2011; Pattoni, 2012). 

So what does a strengths-based approach look like in practice? This collaborative process between provider and client enables 

them to work together to determine an outcome that draws on the person’s strengths and assets. As such, it concerns itself principally with the quality of the relationship that develops between those providing and being supported (Pattoni, 2012:4). 

Rapp et al. (2008) suggested six standards for identifying a strengths-based approach (below). You can use this list when considering if the strength-based approach might be a good fit for your practice.

1. Goal orientation: It is crucial and vital for the client to set goals.
2. Strengths assessment: The client finds and assesses their strengths and inherent resources.
3. Resources from the environment: Connect resources in the client’s environment that can be useful or enable them to create links to these resources. The resources could be individuals, associations, institutions, or groups. See Power Map Activity
4. Different methods are used first for different situations: In solution-focused therapy, clients will determine goals first and then strengths. In strengths-based case management, individuals first determine their strengths using an assessment.
5. The relationship is hope inducing: Hope is encouraged through finding strengths and linking to connections (with other people, communities, or culture).
6. Meaningful choice: Each person is an expert on their own strengths, resources, and hopes. It is the practitioner’s duty to support the choices and goals that the client makes.

Senior Citizen's Day is August 21, 2023. The holiday was established in 1991 to increase awareness around the issues that impact older adults. Like all people on the age spectrum, seniors face a host of life related issues, but some of those issues increase or change with age. Most people claim they want to live a long life which means if they attain that goal, they will eventually experience ageism. Becoming an older adult is often treated like a disability even when the person doesn't have one. 

Ageism is discrimination based on a person's age and most often happens when a person is considered too young or too old to fully participate in some activity or event. When it comes to seniors, the discrimination comes from stereotypes held about what it means to reach a particular time of life. Ageism is one of the most socially acceptable forms of global prejudice. When discussing diversity, equity, and inclusion (DEI) issues, ageism is often overlooked and ignored as part of the conversation. According to the World Health Organization, 1 in 2 people are ageist toward older adults. What makes ageism particularly powerful is it is an "ism" that is rarely challenged. Why is it that a prejudice that will likely impact everyone so often ignored? According to author and advocate Ashton Applewhite, "Discrimination is the problem, not aging." Since "ageism will oppress us all" it provides a universal opportunity for all of us to advocate to change it. 

There is not an official moment or date when a person is considered old. Society makes that decision, which means ageism is a social construct associated with growing older. There are negative social and health outcomes that are a direct result of the messaging a culture sends out about aging. Anti-aging products are a billion dollar industry. Images in the media show most older people as incompetent, out of touch with modern life and disconnected from what is happening around them. Companies selling anti-aging products and services treat aging like something that can be defeated if one tries hard enough. If one spends enough on products and supplements and a variety of treatments, then aging can be pushed away indefinitely. 

Why are people so afraid of aging? In part it is because of how aging is portrayed. Frailty, incapability, memory loss, depression, loneliness, no longer having anything to contribute to society. These stereotypes hurt people's health outcomes. Stereotypes about aging get internalized, impact self perception and have measurable negative health outcomes. People who develop a negative view on aging experience worse physical and mental health, greater financial insecurity, greater isolation, a decreased quality of life and premature death. 

Instead of focusing on anti-aging, we have the option to focus on aging well which serves us better. What does aging well look like? Making it so more people can live longer in their own homes, recognizing that older adults are capable individuals who have a lot to offer their communities. Encouraging healthy and meaningful intergenerational relationships, and providing older workers the opportunity to learn new skills that interest them. A strengths based approach recognizes those capabilities. All people have hopes, dreams, and aspirations throughout their lifespan. As people go through different phases of life, what matters most may shift, but there are still a lot of things that are very important to them. 

How we communicate with and label each other has an impact. It can empower or disempower those in our community. Elderspeak is a type of speech used towards older adults that employs patronizing language. The younger person will speak slowly and loudly in an infantilizing and condescending tone which can make people start to question their own capabilities. It has the power to disengage and discourage older adults from sharing their thoughts and ideas. Instead, empower others to recognize their strengths and define themselves in ways that encourage them to flourish. Recognize ageist language and assumptions. Approach older adults with a strength based viewpoint. 

Click on the images below for Elder LGBTQIA2S+ services.

More than a decade ago, Gallup unveiled the results of a landmark 30-year research project that sparked a global conversation on the topic of strengths.

Since then, more than 30 million people have taken Clifton Strengths from Gallup assessment, which is the first of several research backed books on this topic, including the #1 international bestseller pictured above.

In recent years, while continuing to learn more about strengths, Gallup scientists have examined data on the topic of leadership. They studied more than 1 million work teams, conducted more than 20,000 in-depth interviews with leaders, while interviewing more than 10,000 followers around the world to ask exactly why they followed the most important leader in their life.

The results of this research is in Strengths Based Leadership, and the book identifies three keys to being a more effective leader:

1. Knowing your strengths and investing in others’ strengths
2. Getting people with the right strengths on your team
3. Understanding and meeting the four basic needs of those who look to you for leadership

Are you interested in taking the Clifton Strengths from Gallup assessment?

Learn more about it in the brief video below and access your free copy at the AE Library opening on 9/31. Details to come in a further newsletter!

Next Virtual Training in October



• Day 1 Tuesday, October 24th, 9am - 3pm
• Day 2 Thursday, October 26th, 9am - 3pm
• Day 3 Tuesday, October 31st, 9am - 3pm 
• Day 4 Thursday, November 2nd, 9am - 3pm



November Virtual Training Dates



• Day 1 Tuesday, November 7th, 9am - 3pm
• Day 2 Thursday, November 9th, 9am - 3pm
• Day 3 Tuesday, November 14th, 9am - 3pm 
• Day 4 Thursday, November 16th, 9am - 3pm



Our video modules are now in the editing process and we are developing the skills practice sessions.

Stay tuned to this newsletter for video release information!

Have a story or thoughts to share? Email us: aeinfo@multco.us!

We love to hear from you! Here is one reader's response to last month's question about judging others:

I feel like I have judged people when they hate their job and stay there. It is because I think that if you dislike your job, you should make the change, plus it is one of the ways that we can execute our free will.

I am unlearning this because being able to change jobs is a privilege; there are so many barriers that can stop people from changing jobs. I think about how health insurance is often what ties people to their jobs, especially if they have dependents who need to stay covered. If a person has children and their current employer gives them the schedule to not need childcare. There is also the possibility that the current job is the best paying job due to education and seniority in the organization/company. I also think about how documentation status can keep a person from leaving their job.

Putting myself in their perspective and realizing that changing jobs isn't an easy choice or even much of a possibility for people and that they just want and need the space to vent. At my last job there were many people who did not like it and the environment was very difficult, but stayed because they were the one carrying the insurance for their family for a very low cost and no other company would cover them as needed. Seeing that people wanted to leave but could not really made me realize how people would stay in their jobs due to necessity. 

Send us your thoughts on this month's question at aeinfo@multco.us

August Poll

NAME YOUR STRENGTHS!!!

One thing we know for sure about the AE community is that we are as strong as we are unique! Though it may be tough to pick just one, choose the word below that best describes you.

July Poll Results!

Thank you to everyone who responded with how you show empathy to others!

Most of you (28%) validate people by acknowledging their challenges and difficulties.

Some of you (19%) do that by actively reflecting and paraphrasing. Great job using your Motivational Interviewing skills!

Folks also use open-ended questions to encourage them to share more and then take the time to listen and not interrupt or rush their story (16% each).

You don't just show empathy by what you say, but also by you do and what you don't say.

We heard you say you maintain eye contact and use non-verbal cues (12%), you don't make assumptions (6%), and you tame the Righting Reflex by avoiding unsolicited advice and solutions (3%).

The very best way to show empathy is to just show up! Being present for someone while they struggle, listening to them, and letting them know you understand is a great start to a kinder world.



July marked our first in-person AE Community of Ongoing Practice (COOP) event since the pandemic!

It was a beautiful day in Creston Park with food, community building activities, thoughts on how we resist the need to always do more, and a mindfulness meditation session. Sign up for the COOP mailing list below to receive invitations to future events!

Upcoming Community of Ongoing Practice Sessions

August 24

Judgment

2:30 p.m. - 4:00 p.m.

Virtual via Zoom

September 28

Coded Bias Screening

In-Person at the

Judy Center!

2:30 p.m. - 5:30 p.m.



Sign up to join our community of practice email list and get updates on future programming and events.

What is a Community of Ongoing Practice?

A group of people who share a common interest and interact often to learn from each other and advance their work. 

https://www.multco.us/assertive-engagement