Jan/110
Moving Forward: Disability Training and Trends
Disability training has become an instrumental means of accommodating workers of most ability levels. Qualified individuals may now find fulfilling careers in workplaces in spite of mental or physical impairment. Technology has undoubtedly fueled this movement, assisting individuals to accomplish otherwise impossible feats. Disability awareness has grown since the mid 1900s as well, contributing to fully functional diverse workplaces. To continue with this progress, an assessment of disability trends is necessary. Only by an examination of the past may we create a future that continues to strive for heightened disability awareness, appreciation, and equal opportunity among qualified individuals.
Training for Disability: Examined Trends
To prepare for the future, we must study the past. To help, the Disability Training Blog must turn to the Council for Disability Awareness (CDA). In 2007, the CDA reviewed long-term disability claims, figures from participating companies, and data collected from the Social Security Disability Insurance (SSDI) program. Pooling this information, the CDA successfully uncovered several emerging trends with respect to disability prevalence among working Americans.
Disability Trends*
The 2007 CDA study uncovered the following trends in workers with disabilities:
1) Growth of Disabilities
Disabilities deemed “serious” are growing among American workers at a staggering rate.
2) Women and Young Employees Are Most Susceptible to Disabilities
Working women experience serious disabilities and almost twice the rate of men, while young workers aged 20-40 are experiencing such disabilities at a likewise increasing rate.
3) Decline in Cancer, Cardiovascular, and Nervous System Related Claims
Claims of this nature receded in 2007, perhaps because of increasingly effective and accessible medical technologies.
Meeting Needs with Disability Resources
The 2007 CDA study whispers a word of caution that organizations and business professionals are smart to heed. Disability rates are climbing. Most alarming are the rates of serious disability among women and young adults, two major talent pools from which disability employers draw to maintain diversity. As rates of disability continue to climb, so too will the frequency with which employers encounter qualified individuals with disabilities. This puts tremendous strain on employers to assimilate these individuals into the workplace, particularly in instances requiring strict ADA compliance.
Training for disability is the most effective way for organizations to anticipate this trend, accommodate individuals with disabilities, remain ADA compliant, and continue operating proficiently. Moreover, disability training enhances business cultures through disability awareness and appreciation, two critical factors in leveraging diversity to create value. In light of the research conducted by the CDA, and the trends uncovered therein, it is likely that the rate of disability will continue to grow with the American population. Inclusive workplaces anticipate this trend, are positioned for a minimally disruptive transition, and are poised to excel while competitors play catch-up.
*Source for 2007 CDA study: http://www.beamalife.com/blog/disability-insurance/5-most-alarming-long-term-disability-ternds/
Dec/100
Disability Training Specials for 2011
Just over 8% of Americans reported a disability or work limitation of some kind in 2009 (i). That equates to roughly 15 million individuals according to the Cornell University Online Resource for U.S. Disability Statistics. Unemployment among these individuals remains high as well, a statistic that some believe evidences a “first fired and last rehired” trend that asserts workers with disability are among the first to be fired and last to be rehired during weak economies. As the economy recovers and business begins to flourish, hiring is expected to increase and the unemployment level of all Americans is projected to drop. This will trigger an influx of workers with disability in the workplace, simply in virtue of the diversity of American population and the requirement for organizations to offer equal opportunity employment.
Disability training prepares business leaders, managers, and employees to work with and support individuals with mental and physical impairments. These individuals are qualified and capable, however may require accommodations to facilitate them in performing work. Such accommodations may be tangible or intangible, including physical structures like wheelchair ramps as well as nonphysical environmental constructs like coworkers who can communicate with sign language. In a world that becomes increasingly diversified by the day, businesses that utilize disability training remain competitive in terms of hiring, maintaining Federal compliance, and providing goods and services to a richly varied customer base.
Program Development Associates excitedly offers many resources for disability training professionals of most all industries. These multimedia training products are ideal for human resource departments, newly diversified workplaces, and educational professionals alike. The following selection of disability DVDs are Specials from PDA that are sure to meet your needs for 2011, no matter what your budget:
Disability Awareness Special—this disability video bundle includes the Ten Commandments for Communicating with People with Disabilities, as well as the Getting It Right DVD. Ideal for diverse organizations that want to teach courteous communication and engage in sensitivity training.
ADA Information Special—keep managers, human resources personnel, and employees up-to-speed on the Americans with Disabilities Act. Includes ADA quiz book, CD-Rom, and existing facility checklist to evaluate current compliance.
American Sign Language Special—Deaf Americans are among the fastest growing segment of the U.S. population. Prepare to hire, train, and serve this growing population with this comprehensive set of CD-ROMs.
These specials and more are available at the Program Development Associates disability video Specials and Clearance store. PDA wishes you and your organization a Happy Holiday, and a prosperous start in 2011!
(i) http://www.ilr.cornell.edu/edi/disabilitystatistics/reports/cps.cfm?statistic=prevalence
Dec/100
Disability Training: Soft Skills Meet Hard Tasks
One of the fastest ways to increase productivity is to encourage employee cohesion, particularly in diverse workplaces. Training employees to accept coworkers, communicate courteously, and work in teams is paramount in creating a productive workplace. Disability DVDs that develop cohesion among workers, for example, help employees to develop soft skills. These abilities relate to the personality and interpersonal abilities of an individual, and they are requisites for success in today’s dynamic and diverse workplace.
Soft Skills Overview
Soft skills contribute to the building of an individual’s Emotional Quotient. The Emotional Quotient, or EQ, is a measurement of 5 basic personal dimensions. These include open-mindedness, conscientiousness, extroversion, agreeableness, and narcissism. Those with a high EQ may exhibit positive personal qualities like high self esteem, responsibility, integrity, and a sociable personality. In addition, these individuals have refined interpersonal skills and work well as team members, interoffice leaders, and social negotiators.
Why Emotional Quotient?
Employers have begun to recruit, train, and advance individuals with increasing attention to their Emotional Quotient. While general intelligence is an important factor, it is limited in its ability to predict job performance. Intelligence, as measured by IQ, is merely an indication of what an individuals is capable of mentally. EQ, in contrast, provides a strong indication of what the individual will do. Moreover, individuals with a high EQ are better positioned to learn and excel within their respective areas of expertise. The American Psychological Association’s report titled Intelligence: Knowns and Unknowns furthers this idea, stating that individual characteristics like interpersonal skills are of equal or greater importance than IQ in predicting work performance (i). Conscientious and open minded individuals, for example, work well in teams and positively contribute to the overall functionality of their office culture.
Benefits of Soft Skills Training
Cohesion among the members of an organization or business is one of the key drivers towards profitability. Employees who understand one another, communicate effectively, and hold one another accountable for their actions create workplaces that are efficient. In this light, soft skills training takes on added importance for businesses wishing to increase efficiencies, engage in team building, or unite a fragmented and inefficient workforce. Soft skills training is also important because it develops the abilities that are thought to complement hard skills, or job-specific tasks. In this way, an employee can become more productive or efficient simply by developing their ability to stay conscientious of peers, open minded to change, or communicative with fellow employees.
Soft skills training is essential for businesses of most industries because it aids in achieving efficient operations. Moreover, developing the soft skills and EQ of employees creates a work experience rich in feelings of worth, efficacy, and autonomy. Workplaces that cultivate such feelings are usually able to keep employee turnover low, building a long lasting foundation of human capital for future growth.
(i) Neisser et al. (August 7, 1995). “Intelligence: Knowns and Unknowns”. Board of Scientific Affairs of the American Psychological Association. Retrieved August 6, 2006.
Dec/100
Disability Employment and Work Leave
Organizations do not hire individuals because of what they cannot do. Instead, individuals are hired for their skills, potential, and character. Disability employers know this first hand, hiring individuals because of their abilities rather than their disabilities. These employers see the value of diversity, recognizing that a richly varied group of individuals contributes more to production and innovation than does a homogeneous group. These workplaces build strong foundations for success through ongoing disability education for employees, managers, and other business leaders.
Diverse workplaces must also accommodate workers with disabilities, providing work leave for qualified individuals. According to the U.S. Department of Labor, individuals who become injured, disabled, or ill during their usual scope of employment may be entitled to disability work leave. Entitlement depends on the circumstances under which the worker suffers injury or illness. Moreover, claims are guided by two main Federal laws: the Americans with Disability Act and the Family and Medical Leave Act.
Americans with Disability Act
The Americans with Disability Act prohibits employers from discriminating against those with disabilities in all employment-related activities including recruitment, advancement, pay adjustments, and benefits (i). The ADA does not specifically require employers to provide medical or disability leave. Rather, employers are required to make reasonable accommodations for workers with disabilities, if those accommodations are necessary to perform their job. Here, disability leave may constitute an accommodation necessary for a worker with a disability to perform their job. A typical example includes the modification of a work schedule to accommodate the rehabilitation of an injured employee.
Family and Medical Leave Act
The Family and Medical Leave Act is a Federal piece of legislation designed to assist workers in maintaining both workplace and domestic responsibilities. Covered individuals may take a leave of up to 12 weeks without pay for serious health conditions (ii). The scope of the term serious health conditions is broad and includes pregnancy, illness, impairments, and physical or mental conditions that require multiple absences.
Other state-level laws and provisions also come into play when employees seek disability leave. Businesses must remain compliant with all applicable laws on both the state and Federal level. Disability resources are the best solution for managing such compliance issues, providing information about state laws, Federal legislation, and the overlapping of the two. Such resources develop employer relations and aid in creating reasonable and lawful business policies.
(i) http://www.dol.gov/odep/pubs/fact/employ.htm
(ii) See above.
Dec/100
Disability Education Resources for Advocates
Today’s Disability Advocate plays a crucial role in linking those with disability with job opportunities, Social Security, and other disability benefits. Helping those with disability to find such benefits and enroll in employment programs creates opportunity for all who are involved. This opportunity often leads to successful job placement, the acquisition of essential finances, and other benefits that those with disability may not otherwise attain.
Program Development Associates features the following disability DVDs to help advocates better serve the individuals with whom they work.
A Fair Chance DVD
Gain unparalleled insight to the world of disability with this 53-minute DVD. Examine the lives of 6 parents, each with a developmental disability, and learn to identify the factors that contribute to their success. University professors, social workers, and educators round out this disability resource with a straight forward discussion of the prejudices these individuals face as parents, effective support services, and the need these individuals have for standardized services.
This disability education resource is a must for disability advocates who work or wish to work with Autistic individuals. An ABC News Program, this resource showcases two adults, along with their parents and life coaches, and examines the life of an American adult with Autism. Psychologist Peter Gerhardt and Quest Autism Foundation cofounder Jen Hoppe contribute to the ABC production, presenting commentary on the quality of life that Americans with autism face, the assistance they need, and the funding needed to develop support initiatives.
A Video Guide to Disability DVD
An essential for disability advocates, this resource builds a foundation for understanding the Americans with Disability Act. With an opening and concluding segment from former President Bill Clinton, A Video Guide to Disability takes disability advocates through the constructs of the ADA, touching on humanistic topics including disability etiquette, behavior, interaction with those with disabilities, and more.
Disability Education resources are essential in advocacy training, helping individuals become professionals who may better serve those with disability. For additional resources, please visit the Program Development Associates Advocate Training online store.
Dec/100
Prepare for Disability with Educational Products
Disability work programs do more than just hire individuals with disabilities. While these programs certainly create workplaces where a diversity of individuals may find opportunities for work, they go a step further by facilitating the development of these individuals. Creating a work program of this nature is not difficult. Further, successful disability work programs recruit a multitude of unique prospects and provide support systems that develop prospects into long term company assets.
Internal Preparation: Soft Skills and Sensitivity Training
The best way to successfully engage in disability work programs is to first prepare internally. It is important to assess the management structure of your organization, encouraging all department heads and other influential leaders to openly advocate new disability programs. This will spread awareness, build program support, and position office leaders to answer any questions employees may have regarding disability training programs.
Organizations may further prepare their members by scheduling regular workshops to review etiquette and disability workplace skills. Soft Skills Training, for example, helps individuals identify and improve areas of personality to better suit a diverse workplace. Sensitivity Training furthers these efforts by helping employees recognize the biases they may hold about persons of different ethnicity, sex, and ability. Once recognized, these biases can be overcome through sensitivity training activities that dispel common prejudices.
Hiring for Disability
Once an organization is adequately prepared to support a diverse environment, it must take steps to make employment opportunities accessible to those with disability. The Department of Labor is an ideal place to start. Organizations may review a wealth of electronic resources by visiting DOL.gov and searching for Compliance Assistance Materials.
Leveraging technology to recruit prospects is another sound option. However, it must be done with tact. To illustrate, consider that most businesses already have a company website that features employment information and sometimes an electronic application. This is a positive step towards extending equal opportunity to job prospects. It can, however, be taken a step further by optimizing the website to better achieve disability employment accessibility. Simple adjustments in website coding and design go a long way in enhancing usability for individuals with disability.
Disability Assessment and Evaluation Protocol
After internal preparation and equal opportunity outreach comes the need to address disability assessment and evaluation. Proper supports must be designed to facilitate the needs of those with disability; from physical structures like wheelchair ramps to ongoing disability education workshops, structures and employees must stay up to date and informed. Regularly reinforcing soft skills as well as sensitivity training principles goes a long way in supporting disability work programs.
Program Development Associates offers a range of disability videos to assist organizations in preparing disability employment programs. From soft skills and sensitivity training to disability assessment, PDA has the disability products necessary for creating effective, lasting employment programs.
Dec/100
IDEA: Equal Opportunity Celebrated
The Individuals with Disabilities Education Act celebrated its 35th year Monday, November 29th. The ground breaking piece of legislation shattered the long standing education boundaries for children with disabilities, opening public school systems and advancing disability awareness among students.
Remembering the IDEA
On Monday, President Obama released a statement in honor of the Act, expressing his commitment to equal opportunity in the schoolyard:
In America, we believe that every child, regardless of class, color, creed, or ability, deserves access to a world-class education […]. And as we mark the thirty-fifth anniversary of that law, we remember what it was all about. Equal opportunity. Equal access. Not dependence, but independence. We know that our educational system must hold children with disabilities to the same high standards as those without disabilities, and hold them accountable for their success and their growth. (i)
In honor of the 35th anniversary of the IDEA, Program Development Associates would like to highlight the disability products available to educators, business owners, and parents that aid in education and employment.
Disability Education Resources
The rate of learning disability among children ages 5 to 18 is growing. More than ever, it is important for parents and educators to learn about disability and create supportive, inclusive environments in which children can thrive. PDA offers a variety of texts, DVDs, and interactive media to help with these often challenging endeavors. Visit the PDA Learning Disabilities store to find the resources that are right for you.
Workplace Disability Training
The President’s words may have been in reference to the IDEA of 1975, but it is possible to extend their meaning to describe the level of disability employment for which we strive as a country. After all, why should we work so diligently to produce equal access and opportunity for schooling without working with equal diligence to create equal opportunity for employment?
PDA is proud to offer the following resource selections to help employers, those with disability, and organizations build a foundation for diversity and growth:
Building a disability employment program takes a steadfast commitment, and these disability training products help to refine internal interviewing, hiring, and training processes.
For individuals with disabilities, choosing a career path may require a lifetime of continual learning and preparation. These disability resources help individuals to identify their passions, work preferences, and suitable job opportunities.
Diverse workplaces rise or fall with the attitudes of those involved. These disability products help members of organizations to cultivate soft skills, engage in sensitivity training, and learn to communicate effectively.
As we reflect on President Obama’s words, let us remember that there was a time when disability precluded one from attaining an education. Let us remember the IDEA, and what it has meant for the 6.6 million children with disabilities who receive an education each year because of its enactment. Most of all, let us remember that equal opportunity does not end with school children.
(i) http://www.whitehouse.gov/the-press-office/2010/11/29/statement-president-35th-anniversary-individuals-with-disabilities-educa
Nov/100
Disability Employers and the Americans with Disabilities Act
Is your organization working with the Americans with Disabilities Act? It may seem unreasonable to frame this question nearly 20 years after the enactment of the ADA, but a closer look may prove otherwise. The rate of unemployment among those with disability hovered around 16% at the end of 2009; nearly double the rate of unemployment among persons with no disability (i). The assessment of Federal employers, as illustrated in the Unnecessary Boundaries study, indicates little progress in hiring individuals with disability since 1990 as well.
The picture is not entirely dismal, however. The ADA was enacted. Presidents have made legislative changes to further disability awareness– Barack Obama’s issuance of Rosa’s Law in late October being one of the most recent. In spite of these governmental and societal movements, though, unemployment among those with disability continues to hover at almost twice that of those without disability. To further unravel this conundrum, let us consider the other piece of the equation: disability employers.
Disability Employers and the Americans with Disabilities Act
Disability employers may not actively seek to diversify their workplace. On the contrary, the Americans with Disabilities Act prohibits employers from trying to gauge whether or not a particular applicant has a disability (ii). Persons with disabilities are thus able to disclose their condition at their own discretion. Employers often hire applicants with disabilities simply in virtue of their qualifications for the job. Ideally, this would be a victory for both employer and applicant. However, employers sometimes lack the skills, workplace supports, or technologies to facilitate the employment of a new hire with a disability. As a result, the new employee is hired, receives inadequate training, suffers from lackluster environmental supports, and is unable to perform to the best of their ability.
Prepare to Work with the ADA
Simple disability education products can equip organizations to reverse this trend. The ADA has been successful in breaking the barriers to disability employment, however progress now rests in the hands of employers. Proactive disability awareness training can equip an organization with the knowledge, skills, and etiquette necessary to build inclusive workplaces suitable for today’s diverse workforce. Additionally, organizations may enlist disability advocacy resources to refine their hiring skills, smoothing the transition of employees with disability into the workplace.
(i) http://www.bls.gov/news.release/empsit.t06.htm
(ii) http://careerplanning.about.com/cs/personalissues/a/disability_act.htm
Nov/102
Disability Products for Soft Skills and Sensitivity Training
Soft Skills Training and Sensitivity Training are rapidly becoming integral pieces of most organizational development programs. Internally, these training methods help disability employers to train employees with disabilities to overcome many of the everyday obstacles they may face. The benefit of Soft Skills and Sensitivity Training is not limited to the internal aspects of a business, however. Sensitivity training, for example, develops employee skill sets to interact with persons with disabilities who may be external agents, customers, or friends of an organization.
Soft Skills Training
Soft Skills are related to the EQ, or Emotional Intelligence Quotient, of an individual. EQ can be measured along the dimensions of a person’s open-mindedness, conscientiousness, agreeableness, and level of narcissism, to name a few. These skills are thought to be strong determinants of individual success within an organization. For example, the success of a sales associate may hinge upon their ability to be open minded and conscientious of their prospects more so than their knowledge of the goods they sell.
For disability employers, helping employees to develop soft skills can be key ingredients in increasing productivity and worker efficacy. Disability products that help individuals to get along with others, find passion in work, and maintain punctuality pay great dividends when leveraged within disability training programs.
Sensitivity Training
As the name implies, Sensitivity Training aims to make individuals aware of the prejudices the hold so they may become more aware, or sensitive, of others. Sensitivity training further helps individuals to develop proper etiquette when interacting with others, especially peers with disabilities. This type of training is ideal for inclusive work environments as well as businesses that provide goods or services to those with disabilities.
Soft Skills and Sensitivity Training are two methods of disability education that are becoming invaluable. The former augments the level of success an employee may reach, and the latter promotes effective internal and external collaboration. When properly cultivated, these workplace skills can greatly increase the productivity, efficiency, and community goodwill of an organization.
Nov/105
Disability Education: Psychiatric Disabilities in the Workplace
One of the most difficult tasks faced by disability employers of almost every industry is developing an environment in which employees with disabilities can receive the individual support they need to work effectively. Much of this battle is fighting the preconceived ideas that current employees, managers, and even customers may hold regarding those with mental and physical disabilities.
When we think of providing equal employment opportunity to those with disabilities, individuals with physical disabilities almost always come to mind first. However, we must expand our perceptions to encompass individuals with mental disabilities as well. We must further our ideas of what may or may not be considered a disability to also include psychiatric disabilities. Psychiatric disabilities are often disregarded when organizations consider disability employment; individuals who suffer from depression, bipolar disorder, and obsessive-compulsive disorder are sometimes overlooked during an organization’s efforts to employ disability training and education. However, an estimated 26 percent of Americans over the age of 18 suffer from a mental disorder, providing impetus for businesses to utilize disability education to better understand these conditions (i).
Program Development Associates has a number of resources to help build employer relations among an organization and potential prospects. Organizations interested in developing programs aimed specifically at spreading awareness of psychiatric disabilities will find the Accommodating Employees with Psychiatric Disabilities DVD an invaluable resource. This closed captioned DVD uses a diverse cast of 27 different characters to explore the workplace needs of individuals with six major disabilities: Depression, anxiety, chemical dependency, bipolar, obsessive-compulsive, and psychiatric expressive disorder.
Disability education products are perhaps the best supplement to an organization’s disability training initiatives. These interactive products are capable of engaging large audiences, making them ideal for educating sizable groups of employees and management teams. Specific products can be utilized when training to accommodate individuals with psychiatric disabilities in particular. Such resources help to spread awareness and build cohesion among employees, two key ingredients to long term productivity.
(i) http://www.nimh.nih.gov/health/publications/the-numbers-count-mental-disorders-in-america/index.shtml
Oct/101
Disabilities Education and Awareness on Comedy Central
An overwhelming amount of A-list star took the stage last Thursday evening to raise charitable donations and promote national disabilities education and awareness on Comedy Central.
The telethon, aptly named A Night of Too Many Stars, successfully raised several hundred thousand dollars for a host of national organizations. Specifically, these organizations provide autism awareness and services for individuals with autism and their families. Hosted by Jon Stewart, the television special drew the participation of many celebrities including George Clooney, Naomi Watts, Steve Carrel, and Robin Williams, among many others. The event marked a noteworthy milestone as many high profile individuals stood together to spread disability awareness on the national stage.
At the onset of the event, host Jon Stewart reminded viewers that about 1 in 110 children are diagnosed as autistic (i). “Tonight isn’t about curing autism or fighting it,” he continued. “Tonight is about helping people that live with it now.” Mr. Stewart’s distinction exemplifies much of the mission of Program Development Associates, and his words resonate powerfully with us. Though finding cures for disabilities and disorders is imperative, proactive present-day action is perhaps more important. Each of us has the ability to impact the lives of others in profound ways. Spreading disability awareness is an essential catalyst, and none demonstrated this more than the stars of last Thursday night’s Comedy Central special event.
Just one of the beneficiaries of the event includes the Institute for Brain Development, based out of New York. This organization conducts ongoing research in an effort to address the daily needs of individuals with autism-spectrum disorders, as well as other developmental disorders of the brain.
Spreading disability awareness and advocacy is perhaps the best way to support efforts to fund, study, and ultimately cure developmental disorders. There are a range of disability products available to business professionals, educators, and parents who wish to become proactive advocates of disability.
(i) http://www.beaumontenterprise.com/ent-life/articles/Too_Many_Stars_to_help_raise_money_for_autism.html
Sep/101
Stages of Senile Dementia
The rate of senile dementia has continued to grow over the past decade. Research has shown the rate of Alzheimer’s disease related deaths grew between 2000 and 2006 by nearly 50% (i). As the baby boomer generation of the 1960s continues to age into their 60s and 70s, this rate is only expected to climb.
In addition, recent trends indicate that individuals are working longer into their Golden years, choosing to retire later rather than sooner (ii). This highlights the importance for business professionals to learn and recognize the stages of dementia as it is likely to become more common among employees.
Stages of Senile Dementia
The following are considered to outline the seven stages of dementia, as provided by Omni Medical Search (iii):
Stage I: No impairment of normal function
Stage II: Very mild cognitive decline
Stage III: Mild cognitive decline
Stage IV: Moderate cognigitive decline
Stage V: Moderately severe cognitive decline
Stage VI: Severe cognitive decline
Stage VII: Very severe cognitive decline
The first two stages of decline are subtle and not likely discernable as dementia. By Stage III, however, the individual has trouble remember words, names, and may misplace things regularly. Stage III impairments are the first to be noticed in a work environment as decline in cognitive ability will be congruent with decline in working ability.
After Stage III, cognitive ability begins to erode rapidly. The individual will gradually lose their ability to remember incidents, perform arithmetic, organize complex tasks, and maintain mental clarity.
Program Development Associates has been providing business professionals with tools to identify Alzheimer’s disease and provide support for individuals suffering with dementia. The Alzheimer’s Project: The Memory Loss Tapes DVD observes seven different people, each at different stages of Alzheimer’s disease. Through observation, viewers learn firsthand how each of the stages of dementia affects individuals, providing a basis for awareness. Program Development Associates provides a range of other caregiver resources ideal for professionals who aspire to learn caregiver techniques, spread awareness, and provide support for individuals suffering with mental illness.
(i) http://www.alz.org/alzheimers_disease_facts_figures.asp
(ii) http://www.foxnews.com/story/0,2933,281153,00.html
(iii) http://www.omnimedicalsearch.com/conditions-diseases/dementia-stages.html
Sep/100
Frontotemporal Dementia Identification and Care
As the baby boomer generation of the 1960s continues to age, physicians predict that the rate of Alzheimer’s disease among adults will likewise continue to climb. Currently, just over 5 million people have Alzheimer’s disease and require over 170 billion dollars in healthcare (i). In the years between 2000 and 2006, Alzheimer’s associated deaths climbed by 46.1 percent, illustrating the growing need for disease awareness and research. Of particular concern is the occurrence of Frontotemporal dementia in middle-aged adults.
Frontotemporal dementia is an umbrella term used to define several disorders, each of which affects two primary areas of the brain: the frontal and temporal lobes. These areas, associated with personality, behavior, and language, begin to shrink at the onset of this disorder, causing individuals to undergo severe changes in personality (iii).
Frontotemporal Dementia vs. Alzheimer’s Disease
Frontotemporal dementia is often misdiagnosed as Alzheimer’s disease because often the symptoms are similar. One dissimilarity, however, is that Frontotemporal dementia occurs in middle-aged adults as young as 40 years old. Alzheimer’s disease is more common among older individuals over the age of 60 years old. In this light, Frontotemporal dementia can be considered a type of early onset dementia.
Counselor and Caregiver Resources
Though Frontotemporal dementia is often misdiagnosed as Alzheimer’s disease, similar resources prove instrumental in helping family members and caregivers provide care for loved ones. An example of such resources includes the Alzheimer’s Project: Caregivers DVD. Issues like denial, guilt, frustration, and sorrow are addressed as caregivers learn to support, consol, and cherish those with the disorder.
Program Development Associates provides many other caregiver resources to help those who provide care for physically or mentally impaired individuals. For over 25 years Program Development Associates has been providing resources to professional caregivers, personal assistants, and college educators to further disability and diversity awareness.
(i) http://www.alz.org/alzheimers_disease_facts_figures.asp
(ii) see (i) above.
(iii) http://www.mayoclinic.com/health/frontotemporal-dementia/DS00874
Nov/090
Featured Product – Dress and Groom for the Workplace
Dress and Groom for the Workplace
By Perry Como
Dress and Groom for the Workplace DVD
When I was in the service dressing and grooming was important. Not so much to me, but it certainly was to the Army. It was in the mid 60’s when I boarded the bus for basic training; long hair, beards and tattered jeans were in vogue. However, the Army quickly made its own fashion statement. After shaving my head, the fun really began! Get caught with a little beard stubble…you get to shave it off with a razor only, no water, no lather. Miss a button on your fatigues … 20 push-ups, boots not polished … your free time will be spent in the kitchen. After a few hundred push-ups, hours in the kitchen and several dry shaves there were no more Army “fashion faux pas” for this soldier!
As only the Army could, it taught me a life long lesson. I realized not only the importance of good grooming and dressing but also the importance of conforming to the dress standards of the workplace.
Dress and Groom for the Workplace does the same thing, albeit in a considerably kinder and gentler manner! Presenting the fundamental principles of dressing for success for the job interview and in the workplace, both male and female viewers will learn do’s and don’ts for grooming and attire. The video shows viewers examples of what works and what doesn’t in both white and blue collar environments. Tips on shopping for appropriate clothes, shopping on a budget and proper accessories are all covered. How to take care of clothing and what to watch out for that could be hazardous on the job is also included.
Of course, everyone always has the option of being a non-conformist. Showing up at an interview or the job site with a Mohawk cut, needing a shower, dirty clothing, etc. is entirely up to each of us. A supervisor or boss may not communicate the message quite as clearly as my drill sergeant and you will avoid push-ups and KP duty, but, the chances are good that getting the job you want or keeping the job you already have are very slim.
Dress and Groom for the Workplace is produced by Jist and available from Program Development Associates. http://www.disabilitytraining.com/product-info.php?Dress_and_Groom_for_the_Workplace_DVD-pid528.html
Some tips form the Department of Employment and Economic Development of Minnesota: http://www.deed.state.mn.us/cjs/dress.htm
Oct/090
Featured Product – A Reason to Live
A Reason to Live
By Perry Como
A Reason to Hope
A Reason to Hold On
A Reason to Live DVD
As a small boy in the ‘50’s my father called me the “Shadow”. Whenever possible, you would find me by his side. This particular afternoon we were off to see a friend of his. When we arrived, his friend’s daughter was on their front steps doing homework and told us to “go on in, Dad’s in the kitchen”. As we made our way to the kitchen the smell of gas surrounded us. At the kitchen door we found my father’s friend sitting on a chair in front of the stove. He had draped a blanket over his head and the open oven door and turned on the gas. Dad immediately turned it off and rushed his friend outside to the front steps, much to his daughter’s horror. At a young age the ‘Shadow’ had a very close look at suicide.
After a degree in Psychology and another in Counseling, I still don’t have answers to what I witnessed almost 55 years ago. Throughout my life and career I have not been sequestered from the subject, but that incident from so long ago, left a bigger imprint of any other. When asked to write a blog about a new DVD on the subject, my experience as a young boy came to mind. My thought was maybe there would be something to give me a little more to understand what was going on in that kitchen and why suicide has become the third leading cause of death for people between the ages of 15 and 24.
A Reason to Live is from producers who pour their heart and soul into their work. Husband and wife team, Cynthia Salzman Mondell and Allan Mondell, who are Media Projects, Inc., have done no less with this program. Cynthia and Allen have been making award winning docu-dramas and documentary films and videos for over 25 years. Their work explores a wide range of subjects but always with the goal of personalizing often complex social problems. This 52 minute film is no exception.
Probing deeply into the questions of suicide, A Reason to Live focuses on the more than 4,000 teenagers and young adults who succeed in taking their own lives every year. Using a documentary style format they capture 12 penetrating personal stories of despair and hope. As you watch the program you begin to understand depression and suicide from the individual’s perspective. Cynthia and Allan’s goal is to educate the viewer with realistic and effective steps to treat depression and prevent suicide. But before that they explore the psychological, cultural, biological and social factors contributing to depression and suicide. With this understanding, the Mondell’s make us more effective in recognizing the danger signs, getting help and hopefully, saving lives.
Cynthia and Allen’s hope is A Reason to Live will give us a deeper understanding of depression and suicidal behavior. After watching the film, I gained an insight and awareness of suicide the “Shadow” didn’t have and now know prevention is possible with early recognition and treatment.
Here are some contacts:
National Suicide Prevention Life Line 1-800-273-TALK (8255)
http://www.suicidepreventionlifeline.org/
Purchase A Reason to Live at:
Program Development Associates
http://www.disabilitytraining.com/product-info.php?A_Reason_to_Live_DVD-pid472.html
Oct/090
Featured Product – Breakthrough
Breakthrough
By Perry Como
A Multimedia Kit for Professional Development
Breakthrough
If you’re an educational administrator or trainer you probably already know about the new multi-media program called Breakthrough. It hit the school systems this spring and just “calls” to staff developers with a bevy of “bells and whistles” a trainer in any field would love to own.
This incredible program has a 42-minute DVD with a stop-and-search navigation menu which will let you control the content. Along with a companion book, there is also a facilitator’s guide connecting core content to the DVD with segment prompts, workshop outlines, extended activities, key points, and discussion questions. But it doesn’t stop there! So you can easily reproduce any of these forms the publishers, Corwin Press, have included a CD-ROM with the facilitator’s guide, outlines, handouts, agendas, an evaluation form, and a “ton” of other digitized materials. These folks even thought about the packaging! For easy shelving and transporting it has handsome full color sleeve that wraps around a molded vinyl case, with a place for everything (this would save me hours of looking for a missing piece)
I’m sure with an all-in-one package like this, there are those of you who are ready to order without going any further, but hold on…I’ve saved the best for last. This packet is rich with content! Utilizing the Triple P Breakthrough Model: Personalization, Precision and Professional Learning; the program gives educators all the keys needed for an instructional approach that will raise and sustain on-going school-wide achievement. Lead author, Michael Fullan is Professor Emeritus at the Ontario Institute for Studies in Education at the University of Toronto, a best selling author in leadership and change and well known as an international authority on educational reform.
Here is what you can expect when you apply the Triple P Breakthrough Model:
• Smart application of data-driven instruction to reach all learners
• Contextual learning opportunities related to teachers’ specific situations
• Commitment to excellence in classroom instruction based on a clear moral purpose
• Breakthrough leadership that generates future leaders and communicates across school, district, and state levels
If you are a staff developer and need materials for administrators to create the instructional systems that will improve performance of both students and teachers you should take a good look at this comprehensive package. It will make your job easier AND it may fit quite well into your American Recovery and Reinvestment Act of 2009 grant application. There is more information and a list of everything included and how to order this valuable training program at http://www.disabilitytraining.com/product-info.php?Breakthrough_DVD_SET-pid454.html .
Sep/090
Featured Product – Tackle Wellness
Tackle Wellness
By Perry Como
Tackle Wellness DVD
Do you know someone who wants to, or needs to, gain stamina, stay well and build strength; Would you, yourself like to? If so, you should think about a change of menu. No, I’m not talking about changing your diet; I’m talking about a DVD menu. That’s what you’ll get when you change your menu from the boring routine of ordinary exercise videos and select Tackle Wellness a core strength building program. The entree on Tackle Wellness menu features former pro-football player Jon Kolb, and is designed specifically for individuals with developmental disabilities.
With a Master’s Degree in Exercise Science, as well as being widely regarded as the strongest man in the NFL and proud owner of 4 Super Bowl rings, Jon has all the credentials needed to host this DVD. Jon’s 13-year career as an offensive tackle becomes quite obvious when you hit the “Replay Menu”. And all 177 games Jon played with the Pittsburg Steelers are reflected when you select “Game Plans”, “Play by Play” and “Post Game Activities” from the menu. With poor physical fitness being a problem among the general population and an even larger problem among people with intellectual disabilities, this DVD is no game.
In the “Pre Game” segment you will learn about goals, benefits and health risk factors to consider before implementing this wellness program and what the differences are between wellness and fitness programs.
During the “Game Plan” basic information provides components of a wellness program, anatomical terms, and equipment needed before implementing your program.
The “Play by Play” segment breaks the Core Strength Building Program down to entry level and level 1 activities aimed at increasing stability, strength, and balance. In this segment you will learn about stability balls, balance activities, and other exercise equipment.
And the best part: as you recruit players to “tackle wellness” you can use the “Play Book”, a Coach’s guide with pointers, steps, and equipment for each activity level. This makes it easy for professionals instructing this wellness program in organizations and in the community.
So if you or your team wants to increase strength, balance, and stamina in order to experience an improved quality of life, team up with Jon to “Tackle Wellness” using this unique and fun video as your guide. You can purchase this as well as many other disability-related resources at http://www.disabilitytraining.com/product-info.php?Tackle_Wellness_DVD-pid531.html
Sep/090
Featured Product – Align Your Dreams with Your Power
Align Your Dreams with Your Power
By Perry Como
http://www.disabilitytraining.com/product-info.php?Align_Your_Dreams_with_Your_Power_DVD-pid132.html
Align Your Dreams with Your Power DVD
If you don’t think you can do something, why try! I know I should have used the cliché “you never know until you try”, but hey, maybe you can’t! You may never know until you think about it and weigh the facts carefully before making any attempt to do anything you’re not sure of. Let’s face reality folks. After performing a good task analysis, we just know some things are impossible to accomplish; I will never grasp advanced calculus nor will pigs ever fly.
Nancy Shugart is a motivational speaker. She also happens to have a disability, and goes well beyond just wondering. On her ProveThemWrong.com website she says the road you travel may have roadblocks and bumps but “recognize that quitting can never be an option; giving you the courage to complete what you have begun.” I don’t know if I would go that far. If the bumps become mountains and the roadblocks become road-side bombs, my inclination would be to bail out, turn around and go back. Sometimes “forward march” just doesn’t feel, to me, like the smart thing to do. This is why Nancy Shugart is a motivational speaker and I am not.
Her DVD is full of inspiration. It’s called, Align Your Dreams with Your Power: How to Succeed with a Disability. Nancy’s disability is blindness and by using her life experiences she motivates her audiences. She has been blind since the age of eight, but was determined to live her dream of becoming a teacher. After being told she would never teach in public schools because of her blindness, rather than giving up, she became more determined. She had a successful 21-year teaching career and is now involved in developing programs on self-determination for children with disabilities and presenting motivational and educational programs for youth and adult audiences.
It’s fun to watch Nancy speak. She is an accomplished magician and uses magic to illustrate her points –like it’s not all about the diagnosis, but about the attitude. She is not the only inspiration on DVD. There are others with disabilities who have accomplished careers and goals that many would consider unobtainable. Her DVD has all the encouragement and insight you would expect from a producer with a disability. It is closed captioned for people who are deaf or hard of hearing; audio described for people who are blind or visually impaired (with descriptions of the magic Nancy uses to reinforce her points), as well as an audio navigation menu that makes it possible for people who are blind or visually impaired to navigate the menu.
So, if motivation and inspiration is what you want, stop reading my blog and get Align Your Dreams with Your Power. It is for sale on the DisabilityTraining.com website.
