Psychological Consultation and Collaboration in School and Community Settings

By Michael DoughertyFourth Edition

By Leslie TrinidadPalm Beach Atlantic University 2008

Disengagement Stage chapter 6

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Stages of disengagement adapted from figure 6.1 page 117

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Evaluating the consulatation process , planning posconsultation matters and reducing involvement

and following up

Last stage of disengagement is termination. Does it have to be bad?

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In the case of a disengagement gone wrong there could be hurt feelings

page 117

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You treated me like a step child!

•Has client behavior changed in a positive direction?

•What ways has the organization changed?•Have the goals been met?•Have timetables been met?

•How successful were interventions?•How effective was the consultation

relationship?•Was the consultation worth the money? Page

119-120

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What should be evaluated before disengagement?

relationships

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Go back to the beginning to assess the end page121-122

•How many contacts have I made?•What was the average length?•What time between contacts?

•Any progress made?•What issues still need to be

addressed?•Is client happy so far?•Are styles compatible?

•Page 1218

What questions do I ask before disengagement?

•Was the consultant able to match her abilities with the needs of the

client?•Were your available resources made

clear?•Was the need for them to change

made clear?•Were expectations made clear?

•Were roles well defined?9

Exploring organizational needs page 121-122

•Were professional expectations spelled out in the contract?

(mediation)•Were the amount of time invested

by everyone involved explicitly defined?

•How precise were the ground rules?•How well were boundaries defined?•Were there periodic reviews and

evaluations? Page 123

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Contracting

Psychological entry cannot be divorced from physical entry page

123

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Hey, where's my office?

•Has the consultation placed minimal stress on people, structures

etc?•Have social influences been

developed within the organization?•Has consultation process been “approved” by administrators?

Page 123-12412

Psychologically entering the system

Old folks can’t see! Read page 124 A Brief Example of Formative Evaluation in the Consultation

Process

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Case example page 124

•The pre-post method assesses changes before the consultation

begins. However, there is no control group so this is of limited value but

still provides useful information page 125

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Quantitative Methods of Measuring

The group comparison method adds more clout to the evaluation because it adds a control group by adding a comparison. An example is to train half of the staff in crisis intervention in cognitive therapy strategies for crisis situations. The other half

would be used as the control group. The performance of both groups would be measured. Page 125

Quantitative Methods

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Time series method is different than the others in which more frequent

assessments of designated variables are measured

•Multiple baseline designs are one example because the behavior is replicated and is more valid page

126

Quantitative Methods

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Is an umbrella for many methods•Case study method

•Self report assessment method•Focus groups

•Triangulation multiple methods used

•Ethnographic interviews must have a frame of reference page 127

Qualitative Methods

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•Constant comparative method group different data together

•Member checks-original data fed back to group for their evaluation

(self esteem)•Recursive data collection-multiple data collected over time to verify

previous findings•Read brief example page 128

Qualitative Methods

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Review planning process chapter 5 •Consultant can increase the chances that the results of

consultation will be maintained after departure by careful post-planning and everyone getting on the same

page read example page 128•Page 128

Post-consultation/post-collaboration matters

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•Gradually reduce the involvement in the consultants contact with the

organization which effectively reduces abrupt termination page

129

Reducing involvement and following up

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Read page 129 brief example•Following up-plan them ahead of

time to avoid issues coming up after you are gone page 129

Reducing involvement

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•Consultation requires closure: termination provides that closure in a formal setting read example page

130

Termination

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•Cultural differences can relate to perceptions of what needs to be

accomplished during post-consultation and post-collaboration

settings planning page 131•Read case study 6.1 and 6.2 on your

own.

Multicultural aspects

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Thank you for your attention don’t applaud just throw money!

Leslie Trinidad

Now I am terminating this presentation!

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