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To be successful in supporting people staff and organisations need to establish a good balance between what is important to and for a person.
In services, staff are often directed to ensure people are kept healthy and safe, in person centred thinking this is often referred to as being 'important for' someone. What is 'important to' the person and embraces the important people, places, possessions, rituals, routines, faith culture, interests, hobbies, work etc. which makes the person who they are.
This tool will help services
A template (see graphic) for the important to/for tool you will find on the website http://www.thinkandplan.com/ and here.
The short description of the method in the minibook person centred thinking you find here.
An explanation of the important to/ for tool and examples you can also find on the website of Helen Sanderson Associates
This tool helps paid staff or volunteers, think about their roles and responsibilities in supporting a person by identifying 'core responsibilities' i.e. what support staff must do, either because it is important to that person or it keeps them healthy and safe, where they may use 'Judgement and creativity' and 'not our responsibility' where staff should not become involved.
This tool helps
An example of how to use the doughnut to sort responsibilities you can find in the story of John.
A template (see graphic) for the responsibilities tool you will find on the website http://www.thinkandplan.com/ and here.
The short description of the method in the minibook person centred thinking you find here.
An explanation of Responsibilities tool and examples you can also find on the website of Helen Sanderson Associates.
SANDERSON, Helen & GOODWIN, Gill (2007): Person Centred Thinking Stockport: HSA Press.http://www.personcentredplanning.eu/files/hsa_minibook_pcp.pdf
This tool helps to think about what kind of support a person wants and needs and what skills and characteristic a good support person should have. The goal is to get a good match between those who need support and those who offer (paid) support. This tool can be used to develop a “job description” and recruit paid staff or to think about natural, unpaid support in the community.
The tool uses four headings:
The most important part of this is the box where personality characteristics are recorded.
A good match is very important for the quality of life for people who are dependent on others for support. It makes people more satisfied with the support they receive and the work they do. In consequence it reduces turn-over of staff.
A template (see graphic) for the recruitment tool you will find on the website http://www.thinkandplan.com/ and here.
The short description of the method in the minibook person centred thinking you find here.
An explanation of the matching staff tool and examples you can also find on the website of Helen Sanderson Associates
SANDERSON, Helen & GOODWIN, Gill (2007): Person Centred Thinking Stockport: HSA Press.http://www.personcentredplanning.eu/files/hsa_minibook_pcp.pdf
Gives support staff information on how the person communicates with their behaviour as well as with words and provides information on what staff must do to support the person. There are two types.
This tool helps
A template of the communication chart table you can download here.
Another template (see graphic) of the communication chart you will find on the websitehttp://www.thinkandplan.com/ and here.
The short description of the method in the minibook person centred thinking you find here.
An explanation of the communication chart tool and examples you can also find on the website of Helen Sanderson Associates.
SANDERSON, Helen & GOODWIN, Gill (2007): Person Centred Thinking Stockport: HSA Press.http://www.personcentredplanning.eu/files/hsa_minibook_pcp.pdf
This reflective tool can be used to think about what staff or others understand about a person and what needs to change.
The tool asks four questions:
This tool helps:
• Staff to reflect on their understanding about a person
• Promote understanding in a team meetings or supervision.
• Exploring issues more deeply.
The short description of the method in the minibook person centred thinking you find here.
A template (see graphic) for the four and one question tool you will find on the websitehttp://www.thinkandplan.com/ and here.
An explanation of the 4 + 1 questions tool and examples you can also find on the website of Helen Sanderson Associates
SANDERSON, Helen & GOODWIN, Gill (2007): Person Centred Thinking Stockport: HSA Press.http://www.personcentredplanning.eu/files/hsa_minibook_pcp.pdf
Enables staff to record good information to enable them to understand the person and support them more effectively. It has the sections
This tool helps
A template of the learning log you can download here.
Another template (see graphic) for the learning log you will find on the website http://www.thinkandplan.com/ and here.
The short description of the method in the minibook person centred thinking you find here.
An explanation of the learning log and examples you can also find on the website of Helen Sanderson Associates
SANDERSON, Helen & GOODWIN, Gill (2007): Person Centred Thinking Stockport: HSA Press.http://www.personcentredplanning.eu/files/hsa_minibook_pcp.pdf
This little book of person centred thinking tools gives you an opportunity to start supporting people in ways that really matter to them. It offers practical ways to gather information and to start to set actions that make a real difference.
Download here.
This project has been funded with support from the European Commission. This website reflects the views only of the author, and the Commission cannot be held responsible for any use which may be made of the information contained therein.
With the support of the Lifelong Learning Programme of the European Union.