Multicultural Group Counseling : An Effective Multicultural Counselor

Below, I will discuss the results of a multicultural self-assessment that I took. I will describe a time in which I felt “other”. I will then proceed to explain my personal feelings regarding each. I will discuss a course of action I plan to take as a result of the multicultural assessment. I will develop a counseling identity statement. Finally, I will explain why multicultural awareness and cultural competency are important in the field of counseling.

Solutions." (2004): 7-16. The aim of the study was to observe multicultural organizational development within human services agencies so a to gain an understanding of some of the challenges to successful change. It used a qualitative approach whereby data was collected through interviews.

This paper will introduce and define the need for Multicultural awareness as a clinical mental health counselor. It will further explore examples of various topics in Multicultural counseling such as: Racial and ethnic diversity, gender and social economic status. As a result of this research, in Multicultural awareness, the self-assessment rendered the identity of myself. It allowed me to realize what and who I was as “other.” In realizing who I was as “other”, I saw my own self-identity, and some of my flaws. Therefore, this assessment made me realize the need to develop a plan to correct areas of which demonstrated lower scores in: acceptance of change, stereotyping, and assuming may interfere as a mental health counselor if not corrected. Multicultural Self-Assessment After taking the multicultural self-assessment, my results revealed the following about myself. For the most part of this assessment, my strongest points were rounded in cultural diversity and understanding. Contrary to such, I scored lower in the areas of “assuming something is when it’s not,” “stereotyping,” and “adapting new changes” (Petrone, M. C. 2004). Lastly, more often than not results displayed equality, and positive outlook type of personality. For example, in posting to the discussion board, I tried to respond to topics without, disrespecting ones’ values, and at the same time introducing awareness about the topic. First Time I Realized I was “Other” The first

It is important to be aware of one’s limitations, weaknesses and strengths in the delivery of counseling services. Taking into account the cultural values of the client, the support systems and the client’s view of the key parts of his or her makeup (the history of the client) are culture specific (because someone is of the same race does not mean that values will be the same) and does not discount the individual. Sue et al reminds us that multicultural counseling competency looks beyond racial and ethnic minorities and also includes disabilities, sexual orientation, age, and other special populations (Sue, et al, 1992).

The Greater Toronto area consists of just over 5.5 million people and is home to many diverse populations of people and is heralded as one of the most multicultural cities in the world. “Diversity refers typically to the different types of people in a group or society” (Singh, 2012). Diversity affects our lives every day in every place we go, whether it is the local grocery store, the library or our work place and chances are if you are running a group in the Greater Toronto the group will be made up of different diverse members. To be a competent multicultural facilitator consists of many facets and there are skills, knowledge and

School counselors have a duty to serve all students within an educational institution regardless of their sexual orientation. In addition to demonstrating empathetic emotional support for lesbian, gay, and bisexual (LGB) students, school counselors must acquire adequate training and knowledge related to LGB issues in order to competently counsel LGB students. This paper is a review of an article based in multicultural counseling theory that examined high school counselors’ levels of competency, training and education in sexual orientation and amount of involvement in affirmative and supportive activity with LGB students. The article under review aimed to determine if a positive correlation exists between increased sexual orientation

As our population continues to expand and rapidly diversify, the need for cultural competence within the counseling profession is of high importance. More and more, diverse populations are seeking counseling as a result of increased community awareness, empowerment, and opportunity. Traditional counseling approaches are rooted in the belief that “good counseling is good counseling,” while not recognizing that the definition of “good counseling” originates from White-Euro American norms, values, and points of view (Sue & Sue, 2015, p. 46). Even though strides have been made with the emergence of multicultural counseling techniques and theories, it is important to reflect on the past and present situation of counseling diverse populations. This paper will examine both the oppressive nature of historic counseling theories, as well as the benefits of emerging multicultural counseling

The Association for Multicultural Counseling and Development (AMCD) (1992) states that, “Culturally skilled counselors understand and have knowledge about sociopolitical influences that impinge upon the life of racial and ethnic minorities. Immigration issues, poverty, racism, stereotyping, and powerlessness all leave major scars that may influence the counseling process,” (p.2). It is important that during the assessment and intake interview, cultural concerns are heard, addressed, and taken into consideration for the group formation process. Another procedure that I believe would be important to not only respect diversity amongst the group process, but also encourage and facilitate deeper cultural understanding and sensitivity, would be to have a heterogenous staff. This would help the client feel more comfortable and willing to participate if they recognize that not only does the group demonstrate diversity, but it is also important to the facility as well. In the even that it was necessary for a counselor to seek consultation on cultural matters that arise in group that they may not be knowledgeable about, having additional staff that can provide further insight and client/counselor interventions would only enhance the therapeutic process for everyone, leading to greater engagement of the individual in the group

This text is a part of my ED 801 class “Seminar on Social and Cultural Foundations of Multicultural Education at San Diego State University. I believe this text will equip me with a foundation to begin my journey into culturally acceptable types of leadership.

Being a multicultural counselor means to putting the client first no matter what their cultural or beliefs maybe. Counselors have an obligation as professionals not letting there bias interfere with the counseling session. If you want to be multicultural competent then you first have to be aware of your biases. Then research those biases and get to know that culture and try and understand that culture. A counselors first duty is do no harm. If a counselor lets there biases in the counseling session, the counselor may cause harm during that session.

As for me, the definition of multicultural thinking is the understanding that people have different ways of thinking, as well as having a different belief system resulting to different ideologies and values. It also means as a counselor, I must be non-judgmental and aware of those others of diverse cultural and thinking, while my job is to help them firstly by being a listener and secondly by helping them cope with their issues. In retrospect to the awareness that clients are un-uniformed in their thinking will enable me to reform my rationale into an open-minded counselor.

I do agree that multicultural training is important for all counselors. Self-awareness enables us as professionals, to be aware of our biases and prejudices, which is beneficial in a therapeutic process. I also agree that acknowledging racism and cultural diversity in a counseling context is beneficial because it enables therapists to address the presenting problems in light of these issues. In addition, cross-cultural and racial awareness diminishes the likelihood to misunderstandings in the therapeutic relationship. We also have to remember, that we are fallen beings in a fallen world, and we are likely to make mistakes. However, we should constantly rely on scripture to help guide us, even as we encounter

I took this class because it is a core requirement, but never did I anticipate to walk away with a lot of valuable information that has helped me grow as a person and has taught me the importance of breaking barriers, advocating, and how multicultural counseling will always have a very valuable lesson for me to learn and live by in my future career as a professional. The idea of reflecting on what I have learned is often intimidating for me because I am constantly worried that what I’m about to share might not be the correct idea the professor wanted me to learn. However, as inconceivable that is, I suppose I may not realize that I am actually learning or changing my thoughts and ideas on matters of any relevance. As a graduate student, my classes have always required a great deal of reading, writing and group projects that can form a bit of mental reluctance but also probe questions of the purpose of the activities. Regardless in the end, I know that I have learned because I have experienced new ideas, thoughts and insight to new tools and technologies. One questions I ask, does learning changes one’s mind? And for me personally the answer is yes. I have learned the importance of having a voice and stop hiding behind the shadows and take control of my life.

There will be four cultural value dimensions discussed below. They are power distance, individualism – collectivism, universalism – particularism and context. Being a mindful leader is from informal gathering, individual and group consultation, culture aware and understanding, also cultural similarities and differences. Lastly, there are three stages for making multicultural teams effective. They are entry (team formation and build trust), work (problem description) and action (decision making and implementation).

The main aim of this literature review is to illustrate the major leadership challenges faced by global leaders in leading today's multicultural organizations, teams and groups. We also suggest ways on how to overcome such challenges based on our review of relevant literature. But first, for the