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.

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…

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.

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