Your team is divided on how to help a distressed peer. How do you navigate conflicting approaches?

When your team is divided on how to help a distressed peer, start by listening to each perspective with an open mind. ?? Listening is the cornerstone of effective peer support, allowing you to understand the underlying concerns and suggestions of each team member. ??? By acknowledging and validating their viewpoints, you can identify common ground and collaboratively develop a cohesive approach that addresses the needs of the distressed peer. ?? This inclusive process not only fosters a sense of unity within the team but also ensures that the support provided is both empathetic and comprehensive. ??

As you listen, try to tune into the underlying concerns and motivations behind each approach. Often, people’s suggestions are rooted in their own experiences, values, or even their relationship with the peer in distress. It’s not just about what they’re proposing, but why they feel that way. By understanding these underlying factors, you can start to see the common threads that might be obscured by the disagreement. For example, one person might be advocating for a direct intervention because they value honesty and transparency, while another might suggest a more hands-off approach because they believe in giving the peer space to work through their emotions independently. Both perspectives stem from a desire to help.

An example of what I have seen and working in the field as peer support for over 4 years is that depending on what the pier needs at that time I. E. Resources, crisis, case management, custody hearing support, or transportation ECT. Not everybody is going to have this kind of experience. Although in the team meetings we can take everybody's point of view and their experience and suggestions whoever is actually assigned that peer as their peer support will have most weight in how to help them because the peers are also part of their recovery. We don't do it for them but we work together with them in their own recovery and goals based on their individual service plan. the Ultimate goal is to get their needs met and be proactive

I really agree with the basic premise of what is being said here. That being said, I also don't believe that every perspective is valid. There needs to be guidelines in place so that people don't start misjudging/assuming or accusing the distressed employee nor speculating as to what's going on with that person. There are far too many people using armchair psychology and practically diagnosing people incorrectly. The guidelines are, should people even help that person at all. Keep strict boundaries and sometimes all it takes is time. We don't always know what another needs and before jumping into that, there needs to be fair, objective assessing. Not all perspectives are valid. People are valid, not necessarily their viewpoint

In every facet of Peer Support.... you start with the Peer. Understand how the Peer in need assesses things and how they receive information. This facilitates your team's ability to device a strategy that is tailored to the Peer in need and has the highest probability of success. For any Peer Support strategy same as with medical intervention approaches to be effective and sustainable, there must be buy-in from everyone especially the impacted party. This will coalesce your team under a singular objective thus eliminating conflicts. Focus on the distressed Peer!

We can all find an area of common ground. It’s important that a facilitator or leader helps support an open and transparent conversation. Psychological safety is essential and will allow everyone engaged in the situation to show up as their whole self, while allowing for space for others to express their opinions and recommendations on the best path forward.