For a host of good reasons, addiction treatment centers hire, educate and promote some employees who are in long-term recovery. This hiring practice fosters an accepting environment. And hiring those in long-term recovery helps to end stigma in the workplace.
When Self-Disclosure Serves as a Template
Clients at a treatment facility may view employees in recovery as role models. In some instances, recovering staff members serve as clinicians, medical staff, psychologists, etc. And non-clinical staff like drivers, chefs, wellness coaches and peer recovery support staff are often in positions to positively influence clients. The question is, should a treatment center staff member disclose their recovery “story” as a template for those who are new to recovery?
Ethical standards guide the clinical, and medical staff members. Administrative and support staff can develop professional relationships without self-disclosure. So, the self-disclosure perview falls to Peer Recovery Specialists. And in the excelent article below by William L. White, the author provides a guide to appropriateness when imparting personal information. Every Recovery Coach should keep this guide nearby. And ask these questions. Does self-disclosure enhance recovery outcomes? Does self-disclosure elicit harm?
Self-disclosure can strengthen or weaken the recovery support relationship and serve to increase or decrease long-term recovery outcomes. The question is not, “Disclose or not disclose?” as a blanket prescription, but how to judge the timing, duration, nature, and context of self-disclosure.
Selected Papers of William L. White
By Bill White on Jun 13, 2019 08:34 am