Peer Support Issues

Recent enquiries to the Emergency Support Network has highlighted two areas of interest within Peer Support programs. To answer these, I've drawn on my own experience and that some knowledgable people.

1. Are there important qualities for a peer supporter to have?

There are some basic attributes which seem to make good peer supporters. These should form part of the guidelines for the support role. The following points have been adapted from the work of Dr Robyn Robinson and Pat Murdoch.

The desired qualities of a peer supporter include:

1. Good rapport with workmates and colleagues.
2. The respect of both management and unions.
3. Good listening skills.
4. Sensitivity to the problems of others.
5. Good problem-solving skills.
6. Appreciates the ethics of the Peer Support program, especially confidentiality.
7. Willingness to learn.
8. Capacity to allocate time to the peer support role.

NB - Some programs require peer supporter applicants to be at least 25 years old and have two years work experience in their professional role. They also use an interview to emphasise the importance of an applicant being free of current major personal problems.

2. What is generally expected of peer supporters?

Expectations placed on peer supporters will differ from program to program. It's important for organisations to be clear on how they want to use peer support and include these objectives when establishing the program, rather than trying to decide what peer supporters will do later.

The following points are generally considered useful. However, these need to be reviewed and defined within the role peer supporters take on in their particular program. It's important to have these guidelines embodied in a peer support policy document. Some programs summarise their guidelines and request peer supporters read and sign these to acknowledge their agreement. Twelve general guidelines are outlined below. A program policy document should re-word and specify these according to the language appropriate to that organisation. Additional points may also be included to customise the protocols further.

1. Give support only. Don't take on any role which moves to counselling or a therapeutic relationship
2. Don't intrude on a colleague's privacy and accept the response you receive when you offer support.
3. Don't try to have all the answers.
4. Be prepared to listen and offer practical support.
5. Encourage and assist in the problem-solving process.
6. Offer support in a non-judgmental manner.
7. Maintain the confidentiality of the support contact.
8. Take care that the peer support role does not interfere with your employment role.
9. Don't become involved in performance management issues.
10. Don't become involved in advocacy issues (unless that's part of your employment role).
11. Don't become involved in major conflict issues, or take on roles which are more appropriately handled by others in the organisation (grievances or harrassment)... refer your colleagues to the appropriate people.
12. Use your team and the resources of your peer support program for back-up.

These guidelines need to be well communicated to others in the organisation. Remember, what you don't tell people, they'll assume.