Issue link: https://www.massageandbodyworkdigital.com/i/1402696
L i s te n to T h e A B M P Po d c a s t a t a b m p.co m /p o d c a s t s o r w h e reve r yo u a cce s s yo u r favo r i te p o d c a s t s 77 • Recognizing and respecting boundaries • Power dynamics of the therapist-client relationship • What to do if you are attracted to a client • How to politely avoid dual relationships • How to respond if a client asks you to engage in an activity outside the workplace—whether online or in real life • The zero-tolerance policy for sexual comments, jokes, or actions • Responding to off-color jokes or sexual innuendo • Dealing with overly personal client questions • Effective draping • Dealing with clients who don't want a drape • Never working under the drape • Never working on the inner upper thigh more than three to four inches from the groin • Always allowing the client to undress and dress in private (which would include how to make all clients comfortable with how much clothing they wish to remove) Additional areas to note are: • How to handle clients who cross boundaries or behave inappropriately toward the therapist • Qualifications for working with cancer survivors • Qualifications for working with pregnant clients • How to write and file a report to the employer about an inappropriate client behavior or interaction • How to report inappropriate behavior of another therapist the only instructors who were capable of teaching the subjects above. The corporate schools often began to hire new graduates who had virtually no training in how to teach. Being a massage therapist is a different profession than teaching. Don't assume that your new therapist learned everything they need to know within their schooling, since many curriculums have been slashed on these vital topics. The previous standard of the most professional schools was to train new teachers for six months to a year, and then closely supervise them. This is no longer necessarily the case. Spas and massage clinics need to put more into training their therapists because of a deterioration in the quality of many massage schools. Many skills need to be put into action through experience on the job, including ethics, boundaries, sexual assault prevention, reporting therapist or client inappropriate behavior, dealing with difficult clients, attraction to clients, and dealing with sexual arousal. It is an investment to take the time to train each hire so they adhere to your standards, provide work that is consistent to the services you offer, and to make sure they are part of a cohesive team. Video training on ethics, sexual issues, and communication must be supplemented by robust discussions led by a skilled person who is knowledgeable about these issues. Also, within the onboarding orientation, there should be training about boundaries, communication, sexuality, and ethics, with explicit conversations and role plays around a number of scenarios. These might include: Sexual Assault Resources • RAINN.org (Rape, Abuse & Incest National Network) • Trauma and Recovery by Judith Herman, MD • Effect of Sexual Assault on Women Sexual Assault Victims by Samantha Gluck • The Ethics of Touch by Ben E. Benjamin, PhD, and Cherie Sohnen-Moe • What I Learned as an Expert Witness by Ben E. Benjamin, PhD • Clients Crossing Boundaries by Ben E. Benjamin, PhD Inappropriate behavior of another therapist may come to the attention of a therapist from a client or in an interaction with a coworker. It is important to have a reporting and complaint process for clients, and also for therapists so that either one feels safe to speak up if inappropriate behavior occurs. At the end of the initial orientation and training sessions, have the therapist sign off on a document stating they have completed the orientation, and have them take a challenging test to check their comprehension and understanding of the material. Do not assume they understood what you have taught. Training Manual Create a clearly written training manual stating the organization's philosophy, values, policies, and procedures that apply to the practitioner. The manual outline not only reflects the training given to new hires, but will also serve as a reference tool during their time of employment. It is standard to include your stated policies regarding absences, lateness, dress code, cleanliness, room setup, and so forth. Expand the manual to also explicitly state policies about communicating with management, resolving conflict, giving and receiving feedback, cultivating a client-centered focus, sexual misconduct and harassment, areas of the body you never touch, prohibiting dual relationships with clients, and never making sexual contact, comments, or innuendos. The training manual should also include role plays on how to handle clients who are verbally or physically inappropriate with the therapist. By being direct and clear on all these subjects, you set the tone for your new hires and existing employees. SUPERVISION There are times when a massage therapist has an uncomfortable or disturbing experience when giving a client a massage. The client may make an off-color joke or behave inappropriately in a more subtle way. Practitioners need a shame-free,