The Impact Helping Can Have: Building Resiliency in Child Welfare Organizations. How it Started. How It Changed US 7/9/2015

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1 The Impact Helping Can Have: Building Resiliency in Child Welfare Organizations Kim Day, Deputy Director National Children s Alliance 516 C St NE Washington DC Libby Ralston, Ph.D. LISW-CP; LFMT Director Emeritus The Dee Norton Lowcountry Children s Center Charleston, SC How it Started Office for Victims of Crime (OVC) University of Texas Institute on Domestic Violence and Sexual Assault (IDVSA) Two Pilot Projects: National Call for Proposals selected 12 Sites (CACs, CASAs, State CW, NCMEC) Blended Learning Pilot included NCA, 2 CACs, NCMEC, etc. How It Changed US 1

2 What Signs of Stress Do You See in Your CW organization? Complete Organizational Challenges Handout Resilience The power to cope with adversity and adapt to challenges or change. One s ability to return to healthy functioning after being in a stressful situation. The Bounce-Back Factor Flach-1990 the real question should not be why do some fall apart, but why on earth don t they fall apart? Five Core Elements Self- Knowledge Personal Perspective & Meaning Sense of Hope Strong Relationships Healthy Coping 2

3 Integrating the Five Core Elements into the CAC Self knowledge & Insight Policies Personal Perspective & Meaning Sense of Hope Supervision Training Strong Relationships Healthy Coping Evidence Expert Judgment Practice Wisdom Policies, Supervision, Training What people were doing most to promote resiliency? Training 74% Supervision 59% Policy related like flex time 68% Other: hiring for traits; recognizing work transference-what you see; supervisory reframing Self Knowledge & Insight Self Esteem Sense of Control Independence Knowing who you are, what you believe Recognizing one s own ability to influence outcomes Able to act freely and rely less on others 3

4 Research Link Workers most likely to remain despite burnout were those who. Had sense of personal & professional mission Were well-matched to their position OR Could move to a more suitable position. Enjoyed supportive relationship with supervisors. (Bednar, 2003) Building Resiliency Explore fitness for the work Display mission Follow code of ethics Hold Recharge and Regroup focus group Why do you do this work? activity Strategies for Self-Knowledge Deep conversations about values Respect others beliefs Respect for the work ethic of others and their personal needs 4

5 A Sense of Hope A Sense of Hope Sense of humor Ability to have fun Optimism Strategies for Hope Staff Outings & Retreats Make Hope Visible Office décor Inspiring messages Inspiring people visionary leaders Counting Blessings What went well this week (MDTs, Staff meetings) Promote optimism More frequent meetings during periods of upheaval Things will get better Celebrate successes Vary job duties or tasks Legislative advocacy Helping with fundraisers 5

6 Healthy Coping Commitment to the truth Empathic attunement Intentional Practice Vicarious Trauma & Burnout Club Never exercise Do everything for everyone Feel everyone s pain Eat fast food Have cell phone surgically attached Never laugh Take responsibility for everything Don t sleep Dream about work Work 24/7 Abandon your family Take work home Office Policy I will try to be more understanding of others. I will try to be more patient when dealing with the incompetent people around me. I will not slap anyone first thing in the morning. 6

7 Strong Relationships Attachment to others Seeking and giving support Exit, Voice, and Loyalty: Speak up for a change BELONGING is a basic human need POSITIVE connections work both ways Giving others SUPPORT supports us Keep connections Practice Basis An organization that provides services to traumatized individuals, families, or communities is susceptible to becoming a traumatized system. (Hormann & Vivian, 2005) Strategies for Strong Relationships Supervision One-on-One meetings Separate support & case management meetings Balance strengths and shadow Crucial conversations Team newsletter Respect and support life outside work Open mind/open door Balance concept of work/family and work and family 7

8 Helping, fixing, and serving represent three different ways of seeing life. When you help, you see life as weak. When you fix, you see life as broken. When you serve, you see life as whole. Fixing and helping may be the work of the ego, and service the work of the soul. Rachel Naomi Remen, 2000 Personal Perspective and Meaning Morality Integrity Spirituality Meaning making Strategies for Personal Perspective Reflective practice Address topic of personal values relating to work Team activities on making meaning of the work Encourage discussion of shared values Respect diverse values and spirituality Address meaning of work Leave in a positive way 8

9 Navigating the Path Where Do We Go From Here? What resiliency challenge are you facing? What strategy do you plan to implement? Create urgency Form a coalition Create a vision for change Communicate vision Remove obstacles Create short-term wins Build on change Anchor the change in your culture 9

10 Practice Wisdom To participate in trauma stewardship is to always remember the privilege and sacredness of being called to help... We can enjoy the world and set it straight. (Lipsky, 2009) Quiet Leaders Individuals who with modesty and restraint are in large measure responsible for their extraordinary achievements. And since many big problems can only be resolved by a long series of small efforts, quiet leadership, despite its seemingly slow pace, often turns out to be the quickest way to make the world a better place. Joseph L. Badaracco, Jr., 2002 To Request This Training OVC s Training and Technical Assistance Center (TTAC) Training by Request (TBR) VOCA funding supports Blended learning model face to face and online 10