Creating a Culture of Care Organizational Trauma updated
Transcript of Creating a Culture of Care Organizational Trauma updated
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Creating a Culture of CareAddressing
Organizational TraumaSANTA MOLINA-MARSHALL . LICSW, SEP
LICENSED CLINICAL HOLISTIC PSYCHOTHERAPIST
HOLISTIC PSYCHOTHERAPY BY SANTA, LLCWWW.HPBYSANTA.NET
PRACTICING IN WASHINGTON, DC . USA
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Developing a Trauma Focused Management Modelu Sexual Abuse and Domestic Violence as
Systemic Problems u The impact of Institutional ABUSE – Whose
Impacted?uCreating Trauma Informed Systems and
PoliciesuMaking (A) Room for HEALINGu Intentional Celebration
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Trauma: More than Sexual Abuseu Terrorist Attacksu Street Violenceu Natural Disastersu Severe Accidentsu Physical Abuseu Sexual Abuseu Family/Domestic Violenceu Historical Oppression
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Psychology of Trauma # I
u Overwhelms (hijacks the Neo Cortex) Nervous System uTrapped in a Fight/Flight/Freeze responseuSeeking ways of completing the un-
finished work
u Continue to experience symptomsFear, Isolation, Helplessness, Dependency, Shame, Guilt, Loss of Control, and Self Doubt, just to name a few.
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Psychology of Trauma # ll
Exposure Overload
u Re-experiencing challenges and Getting triggered..
uWhen the nervous system is not restored to balance, “secondary symptoms” can develop weeks, months, or years later.
u Symptoms can remain dormant for years.
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Compassion Fatigue
Primary Trauma +
Secondary Traumatization +
LEADS TO…
Burnout
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Systemic Oppressors
u Limited Fundingu Programmatic Structuresu Competing interestu Complex Clients needsu Over-Active organizational systemsu Limited Administrative Staff
All Creating additional Stressors leading to further Systemic Oppression
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Systemic OppressorsuDownsizing – Right Sized
uManage Physical and Emotional Stress uWork Load and Complexity of Tasks
u Role DefinitionuRelationships
uCareer DevelopmentuOrganizational Ethics
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Evaluate and Create Policies and procedures that…
1. Develop personnel policy that stress the Commitment and Responsibility to Self Care.
2. Provide a physical space for retreat and renewal – “Time Out”, whenever staff needs or desires it.
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Evaluate and Create Policies and procedures that…3. Create “Staff Survivors Caucus” – a
confidential consistent space for “all” staff survivor’s to share and support each other on how the work is impacting/motivating them.
4. Provide regular Task and Clinical Supervision (that encourages and support self disclosure). EVERYONE is accountable to someone.
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Evaluate and Create Policies and procedures that…5. Provide additional support to staff with
Children, Aging Parents, etc.
6. Invite healing consultants – offer in-office health and healing services. “Reward” participation.
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7. Require and discuss time management skills.
8. Develop and honor programs that celebrate staff and their resiliency.
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Evaluate and Create Policies and procedures that…
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Commit to Honoring yourself and your work space…
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Remember that your organization is an organism in and of itself. It will take on the nervous system and “energy” of the people in it. Healthy, Happy Staff make
for a Healthy Happy and successful organization.
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Santa Molina-Marshall . LICSW, SEPClinical Holistic Psychotherapist
Practicing in Washington, DC . USAwww.hpbysanta.net
Recipient of the: 2014 National Sexual Violence Resource Center
Visionary Voice Award
NATIONAL AND INTERNATIONAL
SPEAKER/TRAINER