There’s a new mission critical! (Sending one person to EAP may not address group stress, conflict, and grief... along with the need for community growth.) All may need to face the pain of a challenging present, as much as possible as a community concerned for one and all. By sharing the sense of loss, by timely and genuine communication, especially honestly sharing tough news, transparent communication, EAP and team-building services, individuals, teams, and organizations can build inner strength, trust, and creative-collaborative bonds!
WHY SHOULD YOU ATTEND?
Describe topic importance, how this can add value to the work style.Strategic Intervention Solutions: Safe Spaces and Strategic Tools/Techniques
What is an organization or company to do? One key is helping employees, supervisors, and managers understand and grieve the bio-psycho-social-organizational complexities-challenges of critical loss and change. Another vital factor is recognizing the “dangers” and harnessing the learning and performance “growth opportunities” in separation and loss, trauma and crisis. Teams must have open and honest “Helmets’ Off” meetings
LEARNING OBJECTIVES
- The Psychological Impact of Change and Loss (Gospel Rap, Rubber Ducky)
- Developing Natural SPEED: Stress Resilience & Mind-Body Agility
- Psychological Hardiness and Eight “F”s of Harnessing Loss and Change
- Burnout Prevention and Defusing Power Struggles
- Passion Power Model
- Healing Humor (Forms Funeral) and Confronting the Intimate FOE
- Open, Mutual, and Exploratory “helmet’s Off” Teaming
WHO WILL BENEFIT?
- All personnel levels – from front-line employees to all levels of management will gain skills, tools, and strategies for: 1) identifying stress and burnout warning signs and 2) positively developing stress and conflict, grief and change resilience skills in both themselves and in colleagues, team members, and those they supervise/manage. Clearly, individuals, teams, and the organization as a whole benefit when a work culture is more stress resilient and focused, open healing, collaboration, and FUN!
Strategic Intervention Solutions: Safe Spaces and Strategic Tools/Techniques
What is an organization or company to do? One key is helping employees, supervisors, and managers understand and grieve the bio-psycho-social-organizational complexities-challenges of critical loss and change. Another vital factor is recognizing the “dangers” and harnessing the learning and performance “growth opportunities” in separation and loss, trauma and crisis. Teams must have open and honest “Helmets’ Off” meetings
- The Psychological Impact of Change and Loss (Gospel Rap, Rubber Ducky)
- Developing Natural SPEED: Stress Resilience & Mind-Body Agility
- Psychological Hardiness and Eight “F”s of Harnessing Loss and Change
- Burnout Prevention and Defusing Power Struggles
- Passion Power Model
- Healing Humor (Forms Funeral) and Confronting the Intimate FOE
- Open, Mutual, and Exploratory “helmet’s Off” Teaming
- All personnel levels – from front-line employees to all levels of management will gain skills, tools, and strategies for: 1) identifying stress and burnout warning signs and 2) positively developing stress and conflict, grief and change resilience skills in both themselves and in colleagues, team members, and those they supervise/manage. Clearly, individuals, teams, and the organization as a whole benefit when a work culture is more stress resilient and focused, open healing, collaboration, and FUN!
Speaker Profile
Mark Gorkin, MSW, LICSW, "The Stress Doc" ™, a nationally acclaimed speaker, writer, and "Psychohumorist" ™, is a founding partner and Stress Resilience and Trauma Debriefing Consultant for the Nepali Diaspora Behavioral Health & Wellness Initiative. Current 247Compliance/Ijona Skills Training Expert; also,Leadership Coach/Training Consultant for the international Embry-Riddle Aeronautics University at the Daytona, FL headquarters. A former Stress and Violence Prevention Consultant for the US Postal Service, he has led numerous Pre-Deployment Stress Resilience-Humor-Team Building Retreats for the US Army. Mark also has extensive experience as a Critical Incident Consultant. The Doc is the author of Practice Safe Stress, The …
Upcoming Webinars
2-Hour Virtual Seminar on the 6 Most Common Problems in FDA…
Understanding the Artificial Intelligence Landscape
Essential Job Functions According to the American with Disa…
Unlock Employee Loyalty: Stay Interviews Will Keep Them Eng…
FDA Audit Best Practices - Do's and Don'ts
Batch Record Review and Product Release
Managing Difficult Employee Conversations
Workplace Investigations 101: How to Conduct your Investiga…
Engineering Change Management (ECM)
Project Management for administrative professionals
How to Document Employee Discussions and Why it is Important
Excel - Lists and Tables - A Beginner's Guide to Managing L…
6-Hour Virtual Seminar on Learning the Highlights of Excel …
Better Business Writing - How to Write Right
Form 1099 Update 2024: Latest Forms, Rules and Reporting Re…
Female to Female Hostility @Workplace: All you Need to Know
CAMELS Evaluation and Rating System plus Examination of CCA…
Improving Employee Engagement & Retention Through Stay Inte…
Ultimate Persuasion Strategies! - Secret Influence Tools & …
Do's and Don'ts of Giving Effective Feedback for Performanc…
California Meal and Rest Breaks: What You Don't Know Can Co…
Onboarding is NOT Orientation - How to Improve the New Empl…
Human Factors Usability Studies Following ISO 62366 and FDA…
2-Hour Virtual Seminar on How to Conduct an Internal Harass…
Performance of Root Cause Analysis, CAPA, and Effectiveness…
Blending Virtual & In-Person Onboarding to Welcome, Engage …
Building GMP Excellence: A Guide to Implementing Compliant …
Documenting Misconduct that Will Stand Up in Court
Marketing to Medicare or Medicaid Beneficiaries - What You …
Effective Onboarding: How to Welcome, Engage, and Retain Ne…
A Modest PMBOK® Guide Proposal: Project Blame Management (S…
AI-Powered Onboarding: How to Personalize, Streamline the N…
So, You’re Now the “Boss”: Essential Skills to Succeed as a…
FDA Compliance And Laboratory Computer System Validation
Managing Toxic & Other Employees Who Have Attitude Issues
Outlook - Master your Mailbox - Inbox Hero Inbox Zero
Design Verification, Validation and Testing for Medical Dev…
21 CFR Part 820 - Quality System Regulation - Applying Prin…
Managing Complex Projects - Project Management
Harassment, Bullying, Gossip, Confrontational and Disruptiv…
Tips and Techniques for Conducting an Effective Fraud Risk …
Performance Management: Dealing With The Difficult Employee
Treasury Risk Management, Funding, Liquidity, Interest Rate…
OSHA Requirements for Supervisors, Project Leaders & HR - W…
FFIEC BSA/AML Examination Manual: What Compliance Officers …