What are the skills that youth workers need to have in a treatment model? How is it different from those in advocacy model
The way we spend our time with young people is important in developing our relationships with them. We talk a great deal with young people in planning and running activities, we listen to their needs, issues, problems and achievements, we share their concerns and this enables us to offer help and support. The basic skills required for effective relationship building involve:
- listening
- conversing
- observation.
They are fundamentally important to relationship building. As we have already said, building relationships with young people is not always easy. Some young people may be confrontational and not want to engage with you at all. An important skill here, which builds on the basic relationship-building foundations (listening, conversing and observation), is that of managing conflict, which we will now consider.
1 Challenges in relationship building
There is a tendency to see conflict and differences of opinion as difficult and to be avoided; and yet one of the main ways in which we learn and grow is by coming into contact with new ideas and behaviours. When we are feeling strong, we may try these out for ourselves to see whether or not they work, yet at other times, we may feel threatened and either retreat from the conflict or lash out in exasperation. Young people also experience these emotions. The basic relationship-building skills: listening, conversing and observing can help you build the types of relationships with young people that can respond to such emotions, calm potential conflict and support young people’s development.
Working within the context of management and organisational development, Kenneth Thomas (1975) identified five styles for managing conflict:
Looking at these styles, you might be able to identify the one you use most and the skills you use to achieve these. In Thomas’s view, most people tend to lean towards one or other of these styles by the time they reach adulthood. However, he suggested that in fact what we need to do is develop the full range of styles and be flexible enough to know how to operate different styles in different situations and to recognise which style would be most appropriate. Therefore, here is a short description of each style which we hope gives you a starting point for developing ways of handling similar situations in your own work.
- Competing: People tend to behave as if they are sure they are right and are keen to make sure they win an argument, get their own way and achieve their own goals.
- Accommodating: The people using this style want to be liked. They tend
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