Q&A Interview: Dr. Patricia Fisher & Meaghan Welfare

On November 9-10th, Dr. Patricia Fisher & Meaghan Welfare, BA, will be offering Manager’s Guide to Stress, Burnout & Trauma in the Workplace at the Lamplighter Inn in London, ON. Last week, I sat down with Dr. Fisher & Meaghan Welfare to ask them a few questions about this unique training opportunity for managers in trauma-exposed workplaces.

Q) Why did you decide to offer this course together?

Dr. Fisher: I am excited to offer this program with Meaghan both because of her extensive professional background in mediation and compassion fatigue and expertise in working with highly stressful, complex workplaces such as the Canadian Armed Forces, and also because of her enthusiasm, commitment and passion for the work.

Meaghan: Dr. Fisher is a trailblazer in the field of high stress and trauma exposed work places. I am thrilled to be working alongside her to offer this amazing course.

Q) What are typical issues you see manager’s encountering in trauma-exposed workplaces?

A: Many work setting with a high level of trauma exposure such as corrections, child protection services, law enforcement and health care, to name a few, are dealing with significant external pressures such as inadequate funding, escalated staffing challenges with higher staff turnover and recruitment and retention, insufficient resources, interagency complexity, difficulties maintaining a positive and collaborative work culture, generational issues and succession planning, etc. This environment of heightened stress leads to higher levels of negative effects on staff and that in turn impacts the capacity, culture and productivity of the organization at all levels. Given all this, managers typically face multiple competing demands for their time and attention, and are often highly stressed, isolated and pressured themselves. Often managers are forced to be in a reactive, crisis-driven mode where they have to attend to the fire burning highest and closest. The challenges they address are often complex, layered and their immediate crisis-responses can sometimes lead to unintended consequence – these in turn generate more challenges that they need to deal with later.

Q) What kind of management strategies will participants learn about in this course?

A) Participants will learn how to understand the complex stress environment that they work within and to assess for the specific areas of resilience and the focal areas of risk. We will help each participant learn how to increase staff resiliency and reduce stress consequences. We use a risk needs assessment tool to define the participants’ priority action areas and help them develop practical plans and strategies to preserve and amplify their strengths, and address their challenges.

Each participant will be able to re-evaluate the efficacy of their strategies and make necessary adjustments over time.

When we consider the Organizational Health Model – the 12 vital factors are all causally linked and this approach supports them to effectively address the areas of:

·        Leadership

·        Staff wellness

·        Succession planning

·        Trust and respect

·        Communication

·        Work-home balance

·        Training effectiveness

·        Vision

·        Rewards and recognition

·        Ability to adapt

·        Employee commitment and teamwork

 

All of these are central to the capacity of a group to function effectively in a healthy and productive way. With this training, participants will develop skills to help them achieve resiliency and promote these vital factors.

 

Thank you Dr. Fisher & Meaghan!

 

 

 

 

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