BUILDING EFFECTIVE CBPR TEAMS
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BUILDING EFFECTIVE CBPR TEAMS
INTRODUCTION TO THE TRIBAL EARLY CHILDHOOD RESEARCH CENTER
¡ Support early childhood research in tribal communities, focusing on Tribal Home Visiting, Head Start, and Child Care
¡ Builds off of the work of the American Indian and Alaska Native Head Start Research Center
www.tribalearlychildhood.org
COMMUNITY BASED PARTICIPATORY RESEARCH WITH EARLY CHILDHOOD PROGRAMS IN TRIBAL COMMUNITIES
§ CBPR with Tribal Early Childhood Programs:
Process and Ethical Considerations
§ Honoring Indigenous Knowledge in CBPR Partnerships § 10/16 at 3pm EDT
§ Building Effective CBPR Teams
§ The Dynamics of Power and Privilege in Research and Evaluation § 10/23 at 3pm EDT
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Authors ¡ Jessica V. Barnes-Najor, Michigan State University ¡ Rick Burnett, Michigan State University ¡ Jean Kerver, Michigan State University ¡ Mavany Verdugo, Rincon Band of Luiseño Indians ¡ Robert E. Brown, Michigan State University ¡ Robert Filimore, Inter-Tribal Council of Michigan ¡ Lisa Abramson, Inter-Tribal Council of Michigan
PRESENTERS
Community Organizing
INTERDISCIPLINARY APPROACH
¡ Understanding good practices § Processes and approaches § Building teams § Understanding group dynamics § Communicating in teams § Building trust
¡ Application activities included!!
AGENDA & GOALS
COMMON ISSUES IN PARTNERSHIPS
¡ Many types of partnerships
¡ For many functions
WHY DO PARTNERSHIPS MATTER IN EARLY CHILDHOOD PROGRAMS?
TO SUM IT UP…
TEAM DEVELOPMENT
TEAM DEVELOPMENT
Picking up the Pieces by Mike Kniec on Flickr - Creative Commons Attribution https://www.flickr.com/photos/112923805@N05/14707224807
¡ Surface Reasons § Satisfy community partnership
requirements § Support the director/PI
DEVELOPING YOUR TEAM
IMAGE: Feedback Checklist by AJ Cann
¡ Deeper Reasons
§ Include different perspectives § Include more voices, bringing a truer picture
DEVELOPING YOUR TEAM
CHALLENGES
CRITICAL VALUES FOR TEAM MEMBERS
Adapted From: Strategic Doing National Design Team
Inte
grity
Open
Honest
Authentic
No Hidden Agenda
CRITICAL VALUES: INTEGRITY
Adapted From: Strategic Doing National Design Team
Incl
usiv
enes
s
Values Diversity
Set Titles Aside
CRITICAL VALUES: INCLUSIVENESS
Adapted From: Strategic Doing National Design Team
Com
mun
ity O
ver S
elf
Community Agenda
Motivated to Give
Listens and Respects Others
CRITICAL VALUES: COMMUNITY OVER SELF
Adapted From: Strategic Doing National Design Team
Rel
iabi
lity Dependable
Accountable
Commitment
Capacity
CRITICAL VALUES: RELIABILITY
Adapted From: Strategic Doing National Design Team
Rel
iabi
lity Dependable
Accountable
Commitment
Capacity
CRITICAL VALUES: RELIABILITY
Adapted From: Strategic Doing National Design Team
ACTIVITY: CRITICAL VALUES
¡ Do you see any similarities to the values and teachings
presented here in your community?
¡ How do these relate to your work?
¡ Researchers are people too!
¡ Researchers may feel awkward and out of their element
§ May overcompensate for this in interactions
§ Focus on singular accomplishments
¡ Power dif ferentials between members of the research team
¡ Research needs
¡ Communication is key
WHAT COMMUNITY PARTNERS NEED TO KNOW ABOUT RESEARCH PARTNERS
¡ Community partners have equally valuable knowledge and skills!
¡ Community partners may feel awkward and out of their element
§ May be quiet and uncomfortable voicing their opinions/concerns/beliefs
¡ Power dif ferentials between community members
¡ Community needs
¡ Communication is key
WHAT RESEARCH PARTNERS NEED TO KNOW ABOUT COMMUNITY PARTNERS
UNDERSTANDING HOW GROUPS WORK
¡ Committed to an agreed upon purpose
¡ Set clear goals
¡ Diversity of members
¡ Effective communication and collaboration
¡ Trust and commitment
EFFECTIVE TEAM CHARACTERISTICS
¡ Informal, relaxed atmosphere
¡ Lots of relevant discussion, including expression of emotions, feelings, and ideas
¡ Encourages constructive criticism and disagreement
¡ Provide flexible structure for team leadership ¡ All individuals contribute ¡ Establish roles, norms, and processes ¡ Team processes are reviewed and adjusted
SUPPORTING AN EFFECTIVE TEAM
¡ At the onset, establish the ways you want to work together
§ Individual behaviors
§ Group processes
¡ Develop a written agreement outlining norms and values: listing of statements
§ Include written confidentiality agreements
¡ Refer explicitly to these in your work together on a regular basis
¡ Revisit these on a regular basis to see if change is needed
ESTABLISH AND MAINTAINING GROUP NORMS AND VALUES
¡ Forming ¡ Norming ¡ Storming ¡ Re-Norming ¡ Performing
Tuckman, Bruce (1965). Developmental sequence in small groups. Psychological Bul let in 63 (6) : 384–99. Biggs, T imothy
PARTNERSHIP STAGES
FORMING
Commitment Roles &
Responsibilities
Individual Strengths
Norms & Rules Trust
Purpose
Leadership
NORMING
Purpose
Roles & Responsibilities
Group Identity
Leadership
Roles & Responsibilities
Norms & Rules
Purpose Individual Strengths
Commitment
Trust
STORMING
Frustrated by cellar_door_films
RE-NORMING
Purpose
Roles & Responsibilities
Group Identity
PERFORMING
U.S. Coast Guard Cutter Waesche visits Samoa by US Embassy New Zealand JML
¡ How does this research about team dynamics relate to your own experiences?
¡ Have you ever been a part of a group that established the norms and expectations up front?
¡ Describe your experiences with this.
ACTIVITY
COMMUNICATION
¡ Everyone brings something new to the table
¡ Remember that many educational programs provide little guidance in conducting field research with diverse cultural and ethnic communities
¡ Outsiders often need to be educated on community cultural norms, beliefs and customs, including community history
TALK THROUGH EVERYTHING
SKILLS, ATTITUDES, AND STYLES OF COMMUNICATING
ADAPTING COMMUNICATION STYLES
¡ There are several ways of communicating that may be utilized depending on the participants including:
§ Communicative actions § Speech act § Nonverbal communication
¡ Communication can be easily distorted if both parties are not attentive
STYLES OF COMMUNICATION
¡ Maintain constant communication between investigators, field staff, and project members
¡ Understand that communication is enhanced by face-to-face contact, but be flexible to the communication style of group
¡ Meeting with all members of a team on a regular basis influences the effectiveness of reaching resolutions to problems
LOGISTICS
TRUST
Trust is an essential element of good team building
¡ Trust building occurs on multiple levels:
§ First Level: Between an organization and existing community partners
§ Secondary Levels: Between initial partners and the greater community and other organizational partners
LEVELS OF TRUST BUILDING IN TEAMS
¡ Recommendations for the First Level of Trust
§ Acknowledge personal and institutional histories § Building relationships § Understand the historical context of the partnership or team § Be present in the community and listen to others § Acknowledge the expertise of all partners § Be upfront about expectations and intentions § Match words with actions
FIRST LEVEL OF TRUST
¡ Secondary Levels of Trust are dedicated to expanding out into the greater community and community settings
§ Do not assume people know that the project uses a collaborative approach § Create ongoing awareness of project history
§ Revisit the first-level recommendations with potential new partners § The external or expanded group members are able to build upon the
foundation of trust provided by the internal group § The process is repeated again for each new member or group
SECONDARY LEVELS OF TRUST
Words
Action
Words
Action
Words
Action
CULTURAL VARIATIONS IN BUILDING TRUST
¡ Trust pathways might look very different § Levels of sharing § Amount of time § The effect of discrepancies/errors
¡ Building trust with those who are not a part of your cultural group § Often take longer § May also include other factors that influence trust building § “Social Capital”
¡ Historical trauma
¡ Trust takes considerable time and effort to establish
¡ Funding often limits:
§ The development stage
§ The use of collaborative approaches to making decisions (particularly about fund appropriations)
¡ Distance
§ Partners are often separated by geographic barriers
¡ Differing backgrounds
§ Partners are often separated by cultural barriers
¡ Different agendas
BARRIERS TO TRUST BUILDING
¡ How many of you have experience a breakdown of trust and communication in your work?
¡ What is your initial reaction to a breakdown of trust and communication in your work? Note that this is not how you actually respond! § Ignore the problem and hope it goes away § Address the problem head on through direct confrontation § Identify alternative ways to solve the problem through clear
communication with others § Convince the others that your ideas are their ideas § Attempt to make everyone feel good about their role
¡ Describe a technique you have found that works to address
breakdowns of trust and communication.
COMMUNICATION AND TRUST
SUMMARY
Exchange Knowledge
Establish Agenda & Parameters
Negotiate and Establish Roles
Resolve Differences
Gain Acceptance and Trust
Respect Equity Empowerment
KEY INGREDIENTS
¡ What are take-home points for you?
¡ What constructive feedback do you have for us?
TAKE-HOME POINTS AND FEEDBACK
COMMUNITY BASED PARTICIPATORY RESEARCH WITH EARLY CHILDHOOD PROGRAMS IN TRIBAL COMMUNITIES
¡ CBPR with Tribal Early Childhood Programs: Process and
Ethical Considerations § Coming soon to www.tribalearlychildhood.org
¡ Honoring Indigenous Knowledge in CBPR Partnerships § 10/16 at 3pm EDT § https://www4.gotomeeting.com/register/375195391
¡ Building Effective CBPR Teams ¡ Coming soon to www.tribalearlychildhood.org
¡ The Dynamics of Power and Privilege in Research and Evaluation § 10/23 at 3pm EDT § https://www4.gotomeeting.com/register/413949719
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THANK YOU!
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