In this section, I will discuss two theoretical frameworks that resonate with my future practice, the strengths and challenges of implementing these and how these approaches complement each other. The two theoretical frameworks I feel most drawn to in practice are strengths-based and empowerment theory.

Strengths-Based

A strengths-based approach is an approach that recognizes a service user’s strengths instead of their deficits, with the goal being a collaborative approach between the service user and the social worker. I am drawn to this approach because it resonates with my preferred communication style. I seek to identify strengths in others because I feel it is easy for us to focus on areas where we have less confidence or changes we would like to make in ourselves. However, I think it is important we do not rely on this approach to the point that we are dismissing problematic behaviours or adding a silver lining to systemic issues and barriers. A professor has also reminded us of the importance of supporting service users to understand and name their own strengths and I agree that doing so is imperative to foster independence and create empowerment for our service users. If they rely on us to recognize their strengths, we will not have successful outcomes when we do eventually terminate the working relationship. In fact, we may struggle to end the working relationship as we may not be seeing the desired outcomes, and the service user may not feel confident to navigate situations without support.

A strengths-based approach helps to facilitate better engagement with people accessing services and helps to build trust and cooperative partnerships (Caiels et al., 2024). I have found this theory relevant in previous positions I have worked in, particularly when I worked with Nanaimo FoodShare in the employment program. Living in a colonized society means there are many systemic barriers for those who do not fit into the dominant narrative. Helping participants discover how to harness their strengths to support them in discovering their preferred occupation and gaining meaningful employment was extremely rewarding, as I could see the participants gaining confidence and believing in themselves. I used to prepare educational workshops to help participants feel confident in the job application process; I would focus the PowerPoint slides around themes that the participants could control in order to boost their confidence. For example, eat a predictable meal the night before an interview to ensure you do not have an upset stomach before your interview!

Pictured Below: I used to prepare presentations for the employment program participants to try and make learning job skills more interesting. GOAT is an acronym I created for an interview preparation education to try and make the night before an interview a little less nerve-wracking! The second slide is about follow-up phone calls. I am a big Seinfeld fan, so I usually found a way to sneak in a Seinfeld reference!

Using an AOP lens, this approach’s strengths are characterized by a focus on the individual, their strengths, and the resources accessible to them. Interventions are focused on self-determination and peoples’ abilities and competencies (Caiels et al., 2024). Additionally, the principles and ethos that underpin strengths-based approaches are consistent with the values of social work, such as respecting the inherent worth of an individual, meaning practitioners should find this approach flows quite naturally into their existing style (Caiels et al., 2024).

Using an AOP lens, a significant challenge I can see when applying a strengths-based approach is that using this approach alone does not tackle systemic barriers and oppression. For example, highlighting an individual’s skills does not suddenly guarantee a service user will be able to find shelter during a housing shortage. This is why it is important not to isolate one’s practice to micro-level interactions. Advocating at a macro-level is crucial to continue challenging oppressive systems.

Additionally, it can be challenging to implement a strengths-based approach in a “task-focused” setting such as a hospital where it may not feel like the time or resources exist. Social workers can navigate this by working to adapt or rework assessments or plans in order to ‘fit’ with the system while also advocating for policy change within their organizations in order to prioritize meaningful patient care and interactions (Caiels et al., 2024).

Empowerment Theory

Empowerment theory complements strengths-based theory, as empowerment is the main goal behind recognizing a service user’s strengths. Empowerment theory seeks to remove social and personal barriers, increase people’s capability and self-confidence, and shift power to the powerless (Payne & Reith-Hall, 2019).

Empowerment theory feels relevant to my future social work practice because I am interested in medical social work. An empowerment framework can be used in these settings to challenge the medicalization of services and stigma and to shift the lens toward a client’s interactions with their social environment (Payne & Reith-Hall, 2019). Using an empowerment lens also supports self-determination and autonomy because it is a collaborative approach. In my position at Nanaimo Foodshare, I would prepare guides for the participants on topics such as cover letters. My goal being that having the information in an easy-to-access spot with clear language would empower participants to be able to navigate the concepts independently after the program had completed.

Pictured Below: Two guides I created for participants at Nanaimo FoodShare to support them in writing resignation and cover letters in the future. I wanted them to leave the program feeling confident that they could leave positions and find employment independently. Realistically, the position they found during the program may not be their last career, so my goal was to have them leave the program with more confidence and skills than when they started. I did not want participants to feel as if they were back to square one if they did leave the position they found during the program. I tried to make the guides interesting and less intimidating by framing them as “recipes.”

Similar to the strengths-based approach, implementing an empowerment lens may be challenging through an AOP lens because many clients’ challenges are structural in origin (Payne & Reith-Hall, 2019). Another commonality is the challenges of implementing an empowerment lens in settings where there is limited time to build rapport with clients. The challenges from each of these approaches are an inspiration to continue advocating at an organizational and policy level to see systemic changes that prioritize these approaches and the removal of oppressive approaches to systems.

As a social work student, I am still learning about advocating at the mezzo and macro levels. I would like to learn more about advocacy at these levels for future learning regarding the application of theory to practice. Ideally, I would like to work within an organization that prioritizes using a strengths-based and empowerment lens in intervention. Still, I understand that this is often not prioritized in medical settings. By continuing to learn about the conditions needed to foster the successful application of these theories, I can also recognize the required change to create these conditions and advocate for systemic change.

In this section, I have discussed two theoretical frameworks that resonate with my future practice, the strengths and challenges of implementation in intervention and how these approaches complement each other. By identifying these frameworks, I can see my values reflected in the approaches I am drawn to and better understand my priorities for my future practice.