organizational health in trauma-exposed...

ORGANIZATIONAL HEALTH IN TRAUMA-EXPOSEDENVIRONMENTS: ESSENTIALSUNDERSTANDING THE CRITICAL ROLE OF LEADERSHIP

PARTICIPANT BOOKLET

tendPresented by:

Dr. Patricia Fisher Ph.D., R.Psych., L.Psych.

© 2016, Dr. Patricia [email protected] • www.tendacademy.ca

Organizational Health in Trauma-Exposed Environments: Essentials

©2016 Dr. Patricia Fisher, R.Psych., L.Psych. [email protected], www.tendacademy.ca 0

Contents

Program Description ………………………………………………………………………………………………………………. 1

Slides …………………………………………………………………………………………………………………………………….. 2

What Do We Mean by Wellness? ………………………………………………………………………………………….…… 30

What Stress Effects Do You See? …………………………………………………………………………………………… 31

What is Your Experience of Systemic Stress? ………………………………………………………………………… 32

What is Your Experience of Traumatic Stress? ………………………………………………………………………. 33

Self-Care Questionnaires …………………………………………….……………………………………………………..….. 34

The Transition Ecology of your Team …………………………………………………………………..………………. 42

What Are Your Most Memorable Early Experiences of Leadership? …………………..…………..………. 44

Personal Characteristics and Leadership ………………………………………………………………………………. 45

Resiliency Predictors in Trauma-Exposed Workplaces …………………………………………………………… 48

How do You See Your Team’s Profile? ………………….………………………………………………………………… 52

What Does Your Organizational Health Profile Tell You? ………………….…………………………………… 55

What Are Your Priorities? ………………………………………………………………………………………………………… 56

What Are Your Take-Aways? ………………………….………………………………………………………………………… 57

Notes ……………………………………………………………………………………………………………….…………..………… 58

Your Name:

Date: Location:

mailto:[email protected]

http://www.tendacademy.ca/



Organizational Health in Trauma-exposed Environments:

Understanding the Critical Role of Leadership

An intensive program developed by Dr. Patricia Fisher, R,Psych., L.Psych

Trauma-exposed work creates a unique climate with increased risk for serious stress and burnout and

can lead to a rise in sick time, low morale, lack of team cohesion and high turnover. These

consequences can, in turn, seriously limit a team’s ability to work effectively and efficiently. As

leaders, the managers and supervisors of these teams can play an essential role in mitigating the

effects of stress and increase the resilience of their staff.

Course Contents

This program supports managers and supervisors to be effective leaders and to build strong, resilient

and productive teams by:

Introducing and applying the Organizational Health Model

Exploring the vital role of supervisors and managers in Organizational Health

Discussing the risk and resiliency factors driving your Organizational Health profile

Understanding the unique properties of trauma-exposed work and the critical need to enhance

individual and team resiliency

Applying the Complex Stress Model of Workplace Stress which includes both the system-based

stresses and traumatic stresses (direct trauma and vicarious trauma).

Recognizing the impact of chronic stress on individuals, teams and organizations.

Defining the ecology of your workplace and prioritizing your current needs

Identifying the three key functions of a supervision and mentoring program

Reviewing our unique toolkit for leaders in trauma-exposed work

Workshop Format

This lively and interactive workshop supports participants as they consider their own experiences and

needs using:

Illustrated instruction and small and large group discussions

Assessment tools and applied planning tools and exercises

Each participant will receive:

A copy of this Workshop Participant Booklet containing the overheads and a comprehensivesuite of reusable assessment tools

A copy of the course book: Building Resilient Teams: Facilitating Workplace Wellness &Organizational Health in Trauma-Exposed Environments





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What Do We Mean by Wellness?

What are the characteristics of a well person?





What Stress Effects Do You See?

For Yourself? For Your Colleagues?





What is Your Experience of Systemic Stress?

What Supports Resilience? What Increases Risk?





What is Your Experience of Traumatic Stress?

What Supports Resilience? What Increases Risk?





Self-care in Your Workplace Questionnaire © 2016 Dr. Patricia Fisher, R.Psych., L.Psych. Reprinted from: Resilience, Balance & Meaning: Supporting

our lives and our work in high stress, trauma-exposed workplaces

Instructions:

1. Please rate each of the items, on the 0-3 scale, in terms of how often you use them in your

workplace. Look at what you actually do, rather than what you think you should do.

2. Please total the scores for each of the subscales for the summary graphs at the end of the unit.

How Often

Never Rarely Fairly

Often

Usually

1. Physical Self-Care 0 1 2 3

Take regular lunch and coffee breaks 󠄀 󠄀 󠄀 󠄀

Eat a healthy lunch and snacks 󠄀 󠄀 󠄀 󠄀

Drink 4-8 cups of water during the workday 󠄀 󠄀 󠄀 󠄀

Limit caffeinated beverages to 3 cups/day 󠄀 󠄀 󠄀 󠄀

Make opportunities to stretch and be active during the workday 󠄀 󠄀 󠄀 󠄀

Score

2. Cognitive Self-care

Give yourself a mental map about what you are going to do

that day – set goals, tick them off

󠄀 󠄀 󠄀 󠄀

Allow yourself to feel interested in what you are doing 󠄀 󠄀 󠄀 󠄀

Engage in activities which increase your professional

knowledge base & sense of competency

󠄀 󠄀 󠄀 󠄀

Share your knowledge with others 󠄀 󠄀 󠄀 󠄀

Initiate new projects or procedures, consider ways you could

improve the job

󠄀 󠄀 󠄀 󠄀

Score

3. Psychological/Emotional Self-Care

󠄀 󠄀 󠄀 󠄀

󠄀 󠄀 󠄀 󠄀

󠄀 󠄀 󠄀 󠄀

󠄀 󠄀 󠄀 󠄀

Check in with your emotional state through the day and identify

distressing feelings. Recognize what is causing the feelings

Stop to recognize & appreciate when you have done something

you could feel good about

Recall the positive reasons why you are doing the work

Identify project/tasks that you find interesting and rewarding

Recognize the emotional states of those with whom you are

interacting

󠄀 󠄀 󠄀 󠄀

Score





How Often

Never Rarely Fairly

Often Usually

1. Behavioral Self-Care 0 1 2 3

Create quiet time to complete tasks 󠄀 󠄀 󠄀 󠄀

Set limits with those you work with (e.g., patients/clients/

inmates, etc.)

󠄀 󠄀 󠄀 󠄀

Set limits with co-workers and supervisors 󠄀 󠄀 󠄀 󠄀

Balance your daily tasks so that you are not overwhelmed 󠄀 󠄀 󠄀 󠄀

Keep your workspace comfortable 󠄀 󠄀 󠄀 󠄀

Score

2. Interpersonal Self-Care

Take daily time to chat and be social with co-workers 󠄀 󠄀 󠄀 󠄀

Make use of a peer support group to debrief 󠄀 󠄀 󠄀 󠄀

Keep communications open with supervisor and team

members

󠄀 󠄀 󠄀 󠄀

Get specialized consultation when you need it 󠄀 󠄀 󠄀 󠄀

Participate in workplace social occasions (e.g., gatherings,

luncheons, etc.)

󠄀 󠄀 󠄀 󠄀

Score





Self-care in Your Personal Life Questionnaire © 2016 Dr. Patricia Fisher, R.Psych., L.Psych. Reprinted from: Resilience, Balance & Meaning: Supporting

our lives and our work in high stress, trauma-exposed workplaces

Instructions:

1. Please rate each of the items, on the 0-3 scale, in terms of how often you use them in your personal life. Look at what you actually do, rather than what you think you should do.

2. Please total the scores for each of the subscales for the summary graphs at the end of the

unit.

How Often

Never Rarely Fairly

Often

Usually

1. Physical Self-Care 0 1 2 3

Eat regularly and healthily 󠄀 󠄀 󠄀 󠄀

Get regular exercise & maintain fitness 󠄀 󠄀 󠄀 󠄀

Get enough sleep (an average of 8 or more hours per day) 󠄀 󠄀 󠄀 󠄀

Take time for yourself 󠄀 󠄀 󠄀 󠄀

Get regular medical & dental preventative care 󠄀 󠄀 󠄀 󠄀

Score

2. Cognitive Self-care

Take time for self-reflection 󠄀 󠄀 󠄀 󠄀

Recognize and value your strengths, capabilities and

accomplishments

󠄀 󠄀 󠄀 󠄀

Discuss and exchange thoughts and ideas with others 󠄀 󠄀 󠄀 󠄀

Encourage yourself to be actively curious and interested 󠄀 󠄀 󠄀 󠄀

Read books or material that have nothing to do with work 󠄀 󠄀 󠄀 󠄀

Score

3. Psychological/Emotional Self-Care

Listen to your internal experience (e.g., feelings, thoughts,

beliefs, judgments, etc.)

󠄀 󠄀 󠄀 󠄀

Allow yourself to experience distressing emotions 󠄀 󠄀 󠄀 󠄀

Make space and opportunities for laughter and fun 󠄀 󠄀 󠄀 󠄀

Actively work to reduce your stress levels 󠄀 󠄀 󠄀 󠄀

Make opportunities to safely connect with others and be yourself 󠄀 󠄀 󠄀 󠄀

Score





How Often

Never Rarely Fairly

Often

Usually

4. Behavioral Self-Care 0 1 2 3

Ask for support and assistance when you need it 󠄀 󠄀 󠄀 󠄀

Do things where you are not an expert or not in charge 󠄀 󠄀 󠄀 󠄀

Say no to added responsibilities & stresses 󠄀 󠄀 󠄀 󠄀

Engage in hobbies or interests that are not work-related 󠄀 󠄀 󠄀 󠄀

Give yourself day-trips, mini-vacations or breaks from the

routine

󠄀 󠄀 󠄀 󠄀

Score

5. Interpersonal Self-Care

Make time for your intimate relationship 󠄀 󠄀 󠄀 󠄀

Spend quality time with children & family members 󠄀 󠄀 󠄀 󠄀

Spend time with friends who are important to you 󠄀 󠄀 󠄀 󠄀

Take risks in letting people know different aspects of you 󠄀 󠄀 󠄀 󠄀

Set limits to taking on responsibilities and burdens that are

not yours

󠄀 󠄀 󠄀 󠄀

Score

6. Existential Self-Care

Be aware of what is meaningful to you and notice its place

in your life

󠄀 󠄀 󠄀 󠄀

Pray, meditate, or engage in other practices which give you

grounding and a sense of peace

󠄀 󠄀 󠄀 󠄀

Hold awareness of the non-material aspects of your life 󠄀 󠄀 󠄀 󠄀

Find a spiritual connection or community that shares your

beliefs & values

󠄀 󠄀 󠄀 󠄀

Take part, in some way, in causes you believe in 󠄀 󠄀 󠄀 󠄀

Score





Example: Self-Care in Your Personal Life Graphs

Instructions:

Please take this opportunity to fill in the summary wheel graphs and allow yourself to reflect on what

they may be telling you. Please complete each of the following two graphs as in the example below.

1. Enter your individual factor scores in the appropriate sector of graph.

2. Fill in the pie graph to the indicated score level (colored pens are helpful).

Example Your

score

Physical 10

Cognitive 7

Psychological/Emotional 13

Behavioral 9

Interpersonal 12

Physical

Psychological/

Emotional

Cognitive

Behavioral

Interpersonal





Self-Care in Your Workplace Graph

Your

score

Physical

Cognitive

Psychological/Emotional

Behavioral

Interpersonal

Physical

Psychological/

Emotional

Cognitive Behavioral

Interpersonal

5 10 15

5

Please print this Graph and complete it by hand





Physical

Psychological/

Emotional

Cognitive

Behavioral

Interpersonal

Existential

Self-Care in Your Personal Life Graph

Your

score

Physical

Cognitive

Psychological/Emotional

Behavioral

Interpersonal

Existential

5 10 15

5






Things to Look For

Take some time to look at your wheel graphs and see if you can see patterns or themes:

Does your work wheel look similar to, or different from, your personal wheel?

How balanced or unbalanced do the wheels look?

In which areas of your life do you take best care?

In which areas are you most neglectful of yourself?

Has it always been like this for you, or has this changed over the past few years?

How aware were you of the areas of strength and those of vulnerability?





The Transition Ecology of Your Team Now ©2015 Patricia Fisher, Ph.D., R.Psych., L.Psych.

This first exercise is concerned with the transition ecology of your team now.

Instructions: Please answer the 4 questions below and then use the answers from a and d to plot your

current situation on the graph.

a. How long have you been in a leadership role with your team? _____

b. How many people are members of your team? _____

c. How many of your team members are new to the team within the past 2 years? _____

d. What percentage of your team are new within the past 2 years? c/b ______

Please plot your answers in the graph below where you’re your time as a leader is on the horizontal

scale and the percentage of new staff is on the vertical scale.

100%

90%

80%

70%

60%

50%

40%

30%

20%

10%

0%

1 yr 2 yrs 3 yrs 4 yrs 5 yrs

Global Transition

Global

Stable

Team

Transition

Leader

Transition

High Leader

Stability

High Team

Transition

How many years have you been a leader with your team?

What

perc

enta

ge o

f your

team

are

new

in t

he p

ast

2 y

ears

? Please print this Graph and complete it by hand





The Transition Ecology of Your Team in 3-5 Years ©2015 Patricia Fisher, Ph.D., R.Psych., L.Psych.

This second exercise is designed to help you think about your team in the next 3-5 years.

Instructions: Please answer the 4 questions below and then use the answers from a and d to plot your

current situation on the graph.

a. How long will you have been in a leadership role with your team? _____

b. How many people will be members of your team? _____

c. How many of your team members will be new to the team within the previous 2 years? _____

d. What percentage of your team will be new within the previous 2 years? c/b ______

Please plot your answers in the graph below where you’re your time as a leader is on the horizontal

scale and the percentage of new staff is on the vertical scale.

100%

90%

80%

70%

60%

50%

40%

30%

20%

10%

0%

1 yr 2 yrs 3 yrs 4 yrs 5 yrs

Global Transition

Global

Stable

Team

Transition

Leader

Transition

High Leader

Stability

High Team

Transition

How many years have you been a leader with your team?

What

perc

enta

ge o

f your

team

are

new

in t

he p

ast

2 y

ears

? Please print this Graph and complete it by hand





What Was Your Most Memorable Early Experiences of

Leadership?

Positive Negative





Personal Characteristics and Leadership From: The Manager’s Guide to Stress, Burnout & Trauma in Human, Emergency & Health Services,

©2005 Patricia Fisher, Ph.D., R.Psych., L.Psych.

This checklist considers the various elements involved in your experience and attitudes toward

yourself, your staff and your work.

Instructions: Please go through the items - if the statement is true for you now, please tick in the

circle provided. If it is not true, please go on to the next question. Remember, only mark in the circle.

After you have completed the checklist, please add up your totals for each of the 5 columns. The

maximum score for any column is 4, and the minimum is 0. After totaling the columns, please enter the

totals in the score chart opposite

PERSONAL CHARACTERISTICS CHECKLIST SA SR M E SS

I'm generally aware of my feelings and emotions

I like working with people

It's important to me to achieve my goals

I care about my staff and respect them as people

I'm generally reasonable and effective in a crisis

My values and beliefs help guide me in my work

I'm good at communicating my point of view

I know when I'm becoming anxious, angry or upset, and I

avoid discharging my feelings on others

I'm enthusiastic about my work

I enjoy working in a team setting

I'm comfortable with who I am

I'm comfortable talking one-on-one with my staff about

emotional issues

I will persist toward my goals even in the face of adversity

I'm good at building rapport and helping people find common

ground

I'm able to think things through before acting

I believe it's important to understand the thoughts and

feelings of my staff

I see myself as a good leader

Being aware of my mistakes helps me grow

I'm genuinely committed to my work

I'm quite comfortable with change and ambiguity

Totals





Personal Characteristics Score Chart

Instructions: This is a simple bar chart that allows you to see your scores graphically in each of the

columns. Please fill in the bar chart with your score totals in the 5 columns.

Interpretation: This bar chart represents your self-ratings on the 5 qualities incorporated in Emotional

Intelligence (Goleman, 1995, 1998a, 1998b):

SA: Self-awareness

SR: Self-regulation

M: Motivation

E: Empathy

SS: Social skills

5

4

3

2

1

Further Explorations: As you look at the results on your bar graph, note which are your areas of

strength, and which areas need more development? Remember the definitions of each of these

qualities:

• Self-aware people recognize how their feelings affect them, and understand their own actions.

They are aware of their personal values and goals and are self-accepting

• Self-regulation is about taking responsibility for one's emotional state and controlling

expressions of negative emotion

SELF-AWARENESS SELF-REGULATION MOTIVATION EMPATHY SOCIAL SKILLS

5

4

3

2

1

0






• The motivated person is personally committed to his or her work and has a strong achievement

orientation

• Empathy describes the capacity to understand the emotions of others and to communicate that

understanding

• Socially skilled people are adept at building networks and managing relationships in a

constructive way.

As you look at this bar chart, remember this is how you see yourself now. What do you think this would

have looked like when you first became a manager? How would it have looked at the times that were

best for you, and at the times that were worse for you? How much variability do you think there has

been? Do you have a sense of the elements in your life which cause that variability?

As with the previous examination of leadership qualities, these capacities are also affected by the

person's level of distress. When managers are depressed, highly anxious or preoccupied with personal

issues, it's very difficult for them to remain grounded and aware of themselves and others. Therefore,

appropriate self-care is a basic requirement for effective managers.





Resiliency Predictors in Trauma-Exposed Workplaces:

Leader Experience


Instructions: Please respond to each of the statements below on a 1 to 5 scale in terms of how true

you feel the statement is with: Not at all true (1) to (5) very true

SUPERVISION 1 2 3 4 5

I have safe, trustworthy, and accessible supervision available

I have skilled, expert consultation resources available

I have regular supervision

Total

SUPPORTIVE WORKING ENVIRONMENT

My workplace recognizes the stress effects of vicarious trauma

I am able to safely discuss issues with colleagues and co-workers

I am able to safely discuss issues with supervisors or management

Total

TRAINING & PROFESSIONAL HISTORY

I feel adequately trained for the work

I feel adequately trained regarding the stress effects of the work

I receive appropriate ongoing training and in-service

Total

REWARDS OF THE WORK

I experience the work as valuable

I find the work rewarding

I am personally committed to the work

Total

PERSONAL SUPPORT

I have an emotionally supportive relationship with my spouse/partner

I have emotionally supportive relationships with my family members

I have emotionally supportive relationships with friends and colleagues

Total

CURRENT LIFE CONTEXT

Relationships in my personal life are stable and dependable

My health is good

My financial life is reasonable

Total





Resiliency Predictors Score Chart - Leader Scores

Instructions: This is a simple bar chart that helps you see your scores. Please fill in your score totals in

each of the 6 columns

15

14

13

12

11

10

9

8

7

6

5

4

3

2

1

0

SUP

ERV

ISIO

N

SUP

PO

RTI

VE

WO

RK

ING

ENV

IRO

NM

ENT

TRA

ININ

G A

ND

PR

OFE

SSIO

NA

L H

ISTO

RY

REW

AR

DS

OF

THE

WO

RK

PER

SON

AL

SUP

PO

RT

CU

RR

ENT

LIFE

CO

NTE

XT






Resiliency Predictors in Trauma-Exposed Workplaces:

Team Members


Instructions: Please respond to each of the statements below on a 1 to 5 scale in terms of how true

you feel the statement is with: Not at all true (1) to (5) very true

SUPERVISION 1 2 3 4 5

I have safe, trustworthy, and accessible supervision available

I have skilled, expert consultation resources available

I have regular supervision

Total

SUPPORTIVE WORKING ENVIRONMENT

My workplace recognizes the stress effects of vicarious trauma

I am able to safely discuss issues with colleagues and co-workers

I am able to safely discuss issues with supervisors or management

Total

TRAINING & PROFESSIONAL HISTORY

I feel adequately trained for the work

I feel adequately trained regarding the stress effects of the work

I receive appropriate ongoing training and in-service

Total

REWARDS OF THE WORK

I experience the work as valuable

I find the work rewarding

I am personally committed to the work

Total

PERSONAL SUPPORT

I have an emotionally supportive relationship with my spouse/partner

I have emotionally supportive relationships with my family members

I have emotionally supportive relationships with friends and colleagues

Total

CURRENT LIFE CONTEXT

Relationships in my personal life are stable and dependable

My health is good

My financial life is reasonable

Total





Resiliency Predictors Score Chart – Team Members

Instructions: This is a simple bar chart that helps you see your scores. Please fill in your score totals in

each of the 6 columns

15

14

13

12

11

10

9

8

7

6

5

4

3

2

1

0

SUP

ERV

ISIO

N

SUP

PO

RTI

VE

WO

RK

ING

ENV

IRO

NM

ENT

TRA

ININ

G A

ND

PR

OFE

SSIO

NA

L H

ISTO

RY

REW

AR

DS

OF

THE

WO

RK

PER

SON

AL

SUP

PO

RT

CU

RR

ENT

LIFE

CO

NTE

XT






How Do You See Your Team’s Profile?

Please indicate your rating on a 1 to 5 scale where 5 is optimal and 1 is challenged

(Challenged) 1 2 3 4 5 (Optimal)

How do you think your colleagues might experience this?

FOUNDATION LEVEL

First Level Outcomes

Second Level Outcomes

Third Level Outcomes

Ability to Adapt Employee

Commitment Teamwork

Training & Development

Vision Rewards & Recognition

Trust & Respect Communication Work & Life

Balance

Leadership Succession Planning

Employee Health & Wellness

/5 /5 /5

/5 /5 /5

/5 /5 /5

/5 /5 /5





How Do You See Your Organization’s Profile?

Please indicate your rating on a 1 to 5 scale where 5 is optimal and 1 is challenged

(Challenged) 1 2 3 4 5 (Optimal)

How do you think your colleagues might experience this?

FOUNDATION LEVEL

First Level Outcomes

Second Level Outcomes

Third Level Outcomes

Ability to Adapt Employee

Commitment Teamwork


Vision Rewards & Recognition

Trust & Respect Communication Work & Life

Balance

Leadership Succession Planning

Employee Health & Wellness

/5 /5 /5

/5 /5 /5

/5 /5 /5

/5 /5 /5





0 1 2 3 4 5

Leadership

Succession Planning

Employee Wellness

Trust & respect

Communication

Balance


Vision

Rewards & Recognotion

Ability to Adapt

Employee Comittment

Teamwork

ORGANIZATIONAL HEALTH SCORES

0 1 2 3 4 5

Instructions: This is a simple bar chart that helps you see your comparative scores. Please fill in

your score totals for each of the 12 Organizational Health factors for both your:

Team Scores Organization Scores Please print this Graph and complete it by hand





What Does your Organizational Health Profile Tell You?

What areas of strength can you count on? What areas of challenge will you need to address?

What are the opportunities?





What Are Your Priorities?

For the team you manage?

For the management team you belong to?





What Are Your Take-Aways?

Personally? Professionally?





Notes:



organizational health in trauma-exposed...

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