*Q: What’s the core principle of small support organizations?*
*A:* The core principle is relationships. Small support organizations are about creating a flat structure where everyone knows each other. Staff are matched to the person they support in meaningful ways—whether that’s sharing interests like football or being intentionally different to spark engaging debates. There’s no one-size-fits-all rule; everything is tailored and evolves with the person.
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*Q: Can you give an example of tailoring support to someone’s changing needs?*
*A:* One person we supported initially wanted only older men on his team because of past experiences. Over time, as he grew more comfortable, he requested younger team members, joking that he felt like he was “walking around with all his dads.” This change reflected his growth and agency, showing how support must adapt to people’s evolving needs.
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*Q: How does a fixed approach to care hinder progress?*
*A:* Investing in rigid systems can trap people in outdated arrangements, blocking growth and development. True progress comes from flexibility—letting support change as people change.
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*Q: What challenges do people face after being institutionalized?*
*A:* Many have experienced trauma from poor communication, harmful practices, and constant changes. We shouldn’t expect them to trust us right away. It’s up to us to earn their trust, taking as long as it takes.
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*Q: What makes small support organizations stand out?*
*A:* They prioritize human rights, relationships, and personalized care. Staff feel a sense of belonging, and the focus is on validating the person’s unique life. For example, whether someone loves cycling, fishing, or just enjoying a fair, these organizations support those passions authentically.
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*Q: Do you have an example of how someone thrived despite past challenges?*
*A:* One man, previously restrained and institutionalized, now lives joyfully in his community. Seeing a photo of him enjoying a picnic with his support worker, Ian, is a testament to the power of positive imagination. He went from needing excessive restraint to thriving with a small, personalized team.
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*Q: How did Zoe and Sam collaborate to set up a new small support organization?*
*A:* Zoe, desperate for a solution, partnered with Sam and Sea Change to design support for a young man in long-term institutional care. They created a new organization, Right to Better, focused on individualized plans and recruitment tailored to each person’s needs.
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*Q: What challenges did they face in this collaboration?*
*A:* Initially, trust was a significant barrier, as the family had been traumatized by past experiences. Another challenge was breaking free from institutional habits, like automatically assigning one-to-one or two-to-one support without considering the person’s actual life needs. They had to rethink everything and focus solely on what would create the best life for the individual.
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*Q: How are funds managed transparently in small support organizations?*
*A:* The person’s budget is treated as their own. Planning is done collaboratively with the individual and their family, and the support evolves over time. The outcomes are clear, and finances are managed transparently to ensure accountability to both the person and the commissioner.
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*Q: What advice would you give to others in similar roles?*
*A:* Step away from rigid systems, focus on the individual, and be willing to rethink everything. Collaboration, transparency, and trust-building are key to creating meaningful and effective support.
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