Objectives

• Identify the organizational costs of employee turnover
• Define trauma
• Explore the effects of trauma and HPA-Axis dysregulation
• Identify problematic employee behaviors and explore how they might relate to prior trauma
• Discuss sources of trauma (or trauma re-enactment) in the workplace
• Explain what a trauma organized system is.
• Explain how trauma contributes to employee stress, behavioral issues and turnover.
• Identify at least 10 common workplace stressors and bad habits that contribute to turnover
• Explain how trauma informed processes are at work and need to be addressed not only in clients, but also staff (mitigating trauma)
• Give at least three examples of behavior as a form of communication
• Describe characteristics of healthy organizations
• Identify interventions for sources of workplace stress and turnover
• Effectively use the psychological flexibility matrix to chart helpful and unhelpful responses to situations
• Explain behavioral principles underlying behavior and behavior change.
• Demonstrate ability to explore the benefits and drawbacks of all behaviors to better understand how to motivate change.Learn techniques to create a healthy trauma-informed organizational culture that inspires growth and reduces turnover.
• Learn about the SELF Model (Safety, Emotional Management, Loss, Future) and apply it to workplace events and employee behavior
• Use the SELF Model to solve complex problems and develop a sense of purpose instead of abandoning the organization.
• Learn ways to encourage people to grow and adapt to change
• Provide at least 3 examples of activities to help staff create a vision of a healthy workplace and rewarding career that inspires purposeful action
• Identify at least 5 ways to demonstrate a that diversity and participation is valued
• Discuss ways to build a culture of democracy
• Give at least 3 examples of ways to model nonviolence and enhance safety
• Define emotional intelligence
• Discuss the benefits of emotional regulation
• Explain the benefits and process of developing a system of open communication
• Develop a plan for how to create a commitment to growth and change based in social responsibility in their work settings
• Demonstrate an understanding of the characteristics of healthy organizations and how to use principles of motivation and behavior change to encourage these characteristics.
• Learn the principles of motivational interviewing
• Demonstrate the ability to effectively use motivational interviewing with staff to address factors that impair motivation
• Describe at least 3 interventions that can be used to enhance the development of a staff community
• Explain the principles of positive, strengths-based management and apply those principles to scenarios based on current or past staff issues.