Program Development Guide
1. Organizational Culture
Organizational culture is very influential in communities, worksites, housing complexes, and health care organizations. It affects organizational values, work dynamics, attitude of leaders and staff, as well as policies and procedures. When developing or strengthening a peer support program, organizational culture often shapes the structure of a peer support program and directs its developmental pathway. Peer support approaches need to be tailored to the characteristics of the particular organizational culture.
However, in some cases, the uptake of peer support requires transforming the organizational culture, so it is critical that proper planning, leadership involvement and intra-organizational advocacy effort ameliorate its effect. Because organizational culture will evolve over time, it is also important that your peer support program is flexible and adaptive to any changes in organizational culture.
Tools of Transformation: Peer Culture/Peer Support and Peer Leadership from the Philadelphia Department of Behavioral Health and Mental Retardation Services, provides useful checklists for program managers, peer supporters, as well as providers to assess organizational culture and peer support for people in recovery.
|Tools of Transformation: Peer Culture/Peer Support and Peer Leadership from The Philadelphia Department of Behavioral Health and Mental Retardation Services||This document includes checklists for program managers, peer supporters, as well as providers to assess organizational culture and peer support for people in recovery.|
© 2015 | Peers for Progress