Tagged With "organizational consulting"

The challenges of becoming an effective trauma-informed organization are considerable for sure. Taken as an opportunity, and not a burden, they present a unique platform for organizational learning, healing, and growth. Among so many other things, the efforts inure to the benefit of a milieu that becomes a sanctuary for healing and where little boys are not subject to blame for unintended treatment outcomes.

We are delighted that CAREgivers film is being used to promote public and professional awareness regarding the subject of vicarious trauma and staff wellness; AND we are now beginning to see early steps toward organizational change and the potential for new policies that can promote staff resilience. Several exciting things are happening: firstly, public television broadcasts and screenings of CAREgivers film around that country are opening up important conversations about staff exposures to...

There is a Chinese proverb that states, “If you want 1 year of prosperity, grow grain. If you want 10 years of prosperity, grow trees. If you want 100 years of prosperity, grow people." The benefits are evident, yet the real question becomes, “how do you grow people?” This Big Idea Session, CRI’s Trauma Coaching and Trauma Consultation Training, answers this question. Schools, organizations, and parents are discovering that the traditional “command and control” style of working with...

Looking for tools to help your organization or community integrate a trauma-informed and resilience-building approach? At Origins, we offer training courses to support you from your aha moment to your action plan. It all starts with The Basics, a 90-minute online training that will provide you with an overview of the key concepts behind a trauma-informed approach. When you’re ready to move from aha to action, sign up for The Resilience Champion Certificate, a self-paced 6-week online training...

This article speaks so eloquently to the energy operating underneath the surface of unhealed trauma in organizations, and how it tragically plays out undermining the true goal of the organization healing trauma. Thanks for sharing.

We all know that burnout, compassion fatigue, and secondary/vicarious trauma are problems in the helping and healing professions. The Job Demands and Resources Model provides trauma-informed leaders a simple way to evaluate and mitigate the impact of stress and trauma on their workforce. In this three-episode series, the Trauma-Informed Lens Podcast explores this model with the added bonus of examing how biometrics can help quantify organizational stress. ...

When people hear about the mental and physical health risks of Adverse Childhood Experiences (ACEs) and toxic stress, one of the first questions is, “What do we do about this?” Awareness of the prevalence of adversity and the impact of stress on the brain and body leads to the possibility for prevention and response. Whether you are acting within a family, agency, organization, business or community, the next steps should be taken knowing that we will all work together to bring about change.

Safety plans serve as a great resource for individuals to practice healthy coping skills and develop a sense of safety and security that can carry them through a crisis. Last week, we discussed the basics of creating your first personalized safety plan . Now, it’s time to discuss how an organizational safety plan can support your trauma-informed agency—and how to build one. If you work with an organization, sharing how to create an individual safety plan with your team members is a great...

Creating lasting change is no small task. Still, it’s frustrating when most organizations fail to create the sort of lasting change that is the hallmark of effective social justice and DEI work—and the reason why is complex. If we were to boil it down to the simplest answer possible, it would be that organizations hyper-fixate on the technical while leaving the cultural unaddressed. What does that mean, exactly? Let’s use a relevant example to unravel this phenomenon. One of my clients works...

Organizational restructuring is often on the table when companies decide they need transformational change. And when organizations take on the major change of trauma-informed implementation, many of them also decide to change their organizational layout. When we talk about organizational structures through a trauma-informed lens, we often focus on moving away from a hierarchal structure and toward a flat structure—but those are not our only two options. There are 5 other organizational...

A trauma-informed approach to care acknowledges that health care organizations and care teams need a complete picture of a patient’s life situation — past and present — to provide effective services with a healing orientation. Trauma-informed practices hold the potential to improve patient engagement, treatment adherence, and health outcomes, as well as provider and staff wellness. Join this webinar on February 28, 2-3:30 pm ET to learn how Denver Health, a large health system in Colorado,...

Human service agencies’ organizational stress naturally affects the employees who work for the agencies, oftentimes causing more stress to the employees already working in high stress environments. Though many human service agency employees choose the work they do because it gives them purpose and meaning, often that is not enough to prevent added workplace stress or to ameliorate the effects of that stress. Organizational stress is going to happen, but agencies can continue to hire and...

Leaders in nearly every workplace want to maximize the productivity of their units. They can achieve this objective by promoting employee satisfaction and belongingness through a sustainable commitment to trauma-informed practices. Join Dr. Wallace E. Dixon, founding director of the East Tennessee State University Ballad Health Strong BRAIN Institute, as he discusses Better Workplaces Tennessee: A Trauma-Informed Approach. This Zoom presentation is free; however, registration is required.