SHALEM DIGEST • Winter 2019SHALEM DIGEST • Winter 2019
• 67%aredisengaged• 18%areactivelydisengaged
Engagedemployeesworkwithpassionandfeelaprofoundconnectiontotheirwork-place.Theydriveinnovationandmovetheorganizationforward.
Disengagedemployeesareessentially“checked-out”.They’resleepwalkingthroughtheirworkday,puttingtimebutnotenergyorpassionintotheirwork.Signsofdisengage-mentinclude:
• absenteeism• presenteeism(atworkbutcheckedout)• lowmorale• lowproductivity• highturn-over• gossipandotherdivisivebehaviour• unresolvedconflict• ahighnumberofon-the-jobaccidents
Supporting Mental Health In Your WorkplaceBY ANNE MARTIN AND MARK VANDER VENNEN
TOPICSOFINTERESTTOFRIENDSOFSHALEMMENTALHEALTHNETWORKWinter2019
• Ihaveasayindecisionsthataffectme• Work’safunplacetobe• Thebottomline:Iwanttogotoworkevery
day,domybestandfeelappreciated
We can sum up what Steve needs to be fulfilled at work in two words: “healthy relationships.”
WORKPLACE ENGAGEMENTAlotofresearchhasgoneintohealthyrelationshipsintheworkplace.It’softentalkedaboutintermsofengagement.
Everyyearsince2000Gallup,thelargeUS-basedpollingorganization,hasbeendoingextensivepollingonthelevelof“workplaceengagement”.AccordingtotheirGlobalWorkplacefindings(2017):• 15%ofemployeesareengaged
MARK VANDER VENNEN, MA, M.ED, R.S.W.ExecutiveDirector
SUPPORTING THE MINISTRY OF MENTAL HEALTHDearFriendsofShalem,
Iamoftenstruckthatgovernmentser-vicesarefundedbycabinet-levelofficescalled“Ministries”(suchasthe“Minis-tryofHealth”).Likeotherfaith-basedorganizations,Shalemisalsoengagedin“Ministry”.Thiskindofwordassoci-ationgoesbackalongway.ApparentlygovernmentofficialsinancientGreecewerecalled“liturgists”,andtheirworkwaslabelled“liturgy”.
“Ministry”isthusawordthathasmanylayersofmeaning,layersthatgobackcenturies,involvingbothpublicactionandfaith.“Ministry”meanssomethinglike“service”,servingothers.Ministrythereforealsoinvolveslove.Andlovecarriesaconnotationofnotreceivinganythingback,particularlyintheareaoffinancialreturn.Alotof“ministry”hap-penswithlow-incomepeoplewhosim-plycannotpayfortheservicetheyarereceiving.Interestinglyenough,howev-er,reciprocityisoftenacrucialpartofhealing,ofgettingbackontrack.Whenlife’scircumstanceshaveknockedus
down,theabilitytogivesomethingback,tobeabletooffersomethingmeaningfultoothersinresponsetohavingreceived,canbepartofourhealingjourney.Ifinour“ministry”tootherswedonotofferapathforthistohappen,ourministrycanactuallycauseharmtoothers.Thataddsalottothecomplexityoftheword“minis-try”.Jesus’wordssometimeshauntme:“itismoreblessedtogivethantoreceive”.Whoisbeingblessedinthe“ministry”ex-change?Howcanwesupportpeoplewho“receive”tobeabletobe“moreblessed”?
Thesecomplexmeaningsandnuancessimplysetthecontextforabasic,fun-damentalchallengethatconfrontsall“ministries”:howdowepayforthem,par-ticularlywhenthoseonthereceivingendsimplycannotaffordtopay?Thischal-lengeappliesequally(ifindifferentways)togovernmentandfaith-basedministries.Mentalhealthandaddictionservicesprovidedthroughgovernmentministriestodayareoverwhelmedwithrisingneed.Theyfacecrisesofunder-fundingandunsustainablewaitinglists.Meanwhile,thereisnobusinessmodelincommuni-ty-basedmentalhealththatsuggeststhatcommunity-basedmentalhealthservicescanbefundedsolelyonfeesforserviceanddonations.Thebusinessmodeldoesnotexistbecauseitcannotbedone.Allcommunity-basedmentalhealthrequiressomeformofthird-partyannualizedfund-ingtoexist.
ThatleavesanorganizationlikeShaleminatough,challengingplace.WereceiveverylittlegovernmentMinistryfunding.
Shalemhasextraordinary,sacrificialdonorsandsupporterswhoenableustoministertoothers.Thatiscrucial,andwewanttogrowthatevenmore.Whatisneededinadditionissomeformofthird-partyannualizedfunding.Wherecanthatthird-partysustainablefundingforShalem’smentalhealthministrycomefrom?
OurShalem Mental Health Foundationisworkinghardonthat(checkoutshalemfoundation.org).TheFoundationislookingtobuildanendowmentthatcantrulysustaintheNetwork’sministryinmentalhealth.Weneedyourhelpwiththat.Iwouldlovetohearyourideasforsolutionstotheperennialchallengeoffundingmentalhealthministryinasustain-ableway.IwouldalsobedelightedtodescribeShalem’sfundingstructureandneeds.Pleasedocontactme,eventobrainstorm!Sendmeanemailatmarkvv@shalemnetwork.orgorcallmeat905-531-7227.
Thankyouforyourprecioussupport.Weneedit!Butaboveall,thankyouforallthatyoudotoministertoothers,inthenameoftheGospel.
Yours,
{DIRECTOR’S CORNER}
ThereisadeepeningcrisisintheCanadianworkplace.Statistically,thereisagoodchancethatyouasanemployeeoranemployerexperiencethiscrisisdirectlyorindirectly.It’sbothahumancrisisandafiscalbottom-linecrisis.Thecrisisgoesbymanynames.Wehearabout“toxicworkplacecultures”,harassment,bullyingandpoorrelationshipsinthework-place,allofwhichcancreategreaterdisen-gagementbyemployeesintheirworkplace.Whateverthelabel,ultimatelythecrisisisaboutmentalhealthintheworkplace.Andit’shavingadevastatingimpact.
Inthisarticle,we’llexplorethecrisisbriefly,thenwe’lltalkaboutwecandotohelpbringsolutionstotheworkplace,includingtheapproachthatShalemistakinginresponse.
STEVE’S DILEMMAConsiderSteve(nothisrealname).Steveisthinkingaboutquittinghisjob.Withoutsupporttodowhatisexpectedofhim,Stevefeelssetuptofail.Moreover,gossipandbullyinghavebecomepartofhisworkplaceculture.Moraleislow.AsSteveputit,“Theworkenvironment’ssickandit’smakingmesick.Idon’tlikebeingthereanymore.I’vestartedtocallinsickeventhoughI’mnot.”
Whenaskedwhatagoodworkplacewouldlooklike,Stevesaid:• IhavethesupportIneedtogetmywork
done• IworkhardandfeelvaluedforwhatIdo• Peoplegetalong• Conflictisdealtwithquicklywithout
blaming,belittlingordemeaninganyone• Igetachancetouseanddevelopmyskills
DATE:May26,2020TIME:9:00am-4:30pmLOCATION:LiunaStation,HamiltonFEE:BeforeApril15:$280AfterApril15:$325
Lunchandrefreshmentsprovided
Youwon’twanttomissthisrareopportunity!MoreinformationandregistrationcanbefoundontheWorkshopspageatshalemnetwork.org.Thedayisdesignedtoequipthewidearrayofmentalhealthprofessionals,medicalteamsandworkerssupportingchildren,youthandadultsdealingwithtraumaandattachment.Whilebuilttobeadayforprofessionaldevelopment,parentsandcaregiversormembersofthecommunityseekinginsightintotheseissuesarewelcometoattend.QandAmoderatedbyDr.JeanClinton.
Attachment,Trauma,and
Psychotherapy:Neural
IntegrationasaPathwayto
ResilienceandWellBeing
Dr. Dan Siegel,best-sellingauthorandresearcher
SHALEM DIGEST • Winter 2019SHALEM DIGEST • Winter 2019
focusesonrepairingrelationshipswhilealsosolvingtheproblem.
Wesupportworkplacestodevelopawayofthinkingandbeingintheworkplace,wherethefocusisoncreatingsafespacesforrealconversationsthatdeepenrelationshipandcreatestronger,moreengaged—andthusmoreproductive—workplaces.Inotherwords,weseektocreatetheconditionsthatallowourfriendStevetore-engagewithhisworkandhisworkplace—tomeettheconditionsheoutlinedforagoodworkplace.
Why?Becauseasafaith-basedagency,webelievethatworkisaGod-givencalling,avocation,agiftwhichisdesignedtobefilledwithmeaningandpurpose.Let’smakeitso!
Activelydisengagedemployeesaren’tjustunhappyatwork.They’rebusyactingouttheirunhappiness.Theyunderminewhattheiractivelyengagedco-workersaccomplish.
Steve’sabsenteeismissymptomaticofbeingdisengagedatwork.Anddisengagementcosts,big-time(see“TheCostofDisengagement”).
WHAT CAN BE DONE?Thankfully,agreatdealcanbedone—andisbeingdone—toaddressthealarmingcrisis.Gallupnowreports,forthefirsttime,asmallincreaseinemployeeengagementintheU.S.Thereiscompellingevidencesupportingbestpracticesastheydevelop.Acriticalfirststepistodevelopanexplicit,intentionalplantosupportmentalhealthinyourworkplace.AdvocatefororsetupaWellnessCommittee,forexample,andtheninvestinit.
ArecentDeloitteInsightsreport,describedas
abilityinengagementisduetothequalityofthemanagerorleader).Allofusareleadersinsomecontextoranother—perhapsathome,atschool,amongfriends,oratwork.Havealookatthe“LeadershipPracticeDomains”diagrambelow—akeyaspectoftheengagementframeworkthatwesupportorganizationswithinourworkthroughShalem’sCentreforWorkplaceEngagement.
Thenotionisthatwithhighexpectationsandhighlevelsofsupporttoreachthoseexpec-tations,wetendtodothings“with”people.That’sthedomainthatstrengthensengage-ment.Theotherdomainsdiminishengage-ment.Withhighexpectationsbutlowlevelsofemotionalsupport,wetendtodothings“to”people.Withhighlevelsofemotionalsupportbutlowexpectationsofpeople,wetendtodothings“for”people.Andwithlowexpectationsandlowlevelsofsupport,weareneglectful,“not”doinganything.
Inthe“To”domain,weputresultsoverpeople.Inthe“For”domain,weputpeopleoverresults.Inthe“Not”domain,wepriori-tizeneitherresultsnorpeople.Inthe“With”domain—theEngagementDomain—weprior-itizepeopleandresults—andnotsurprisingly,wegetthebestoutcomes,asshowninthe“Benefits”boxelsewhereinthisarticle.
Thinkaboutthesedomains:whatwouldtheoutcomesofeachleadershipstylebeinaworkplace?Whatwouldtheworkplacelooklikeundereach?Whatwouldbehappening?
“thefirstofitskindinCanada”(see“ToLearnMore…”),studied10Canadiancompaniesthatareinvestingintheirworkplacementalhealth.Amongtheirkeyfindings(p.3):
• investinproactiveprogramsthatpromotepositivementalhealthinadditiontotreatment—thismeansgoingbeyonddeliveringinterventionsforpoormentalhealthtoalsopromotepositivementalhealthandwell-being.
• Prioritizeinvestmentsinthehighestimpactareas,suchasleadershiptrainingandreturn-to-workprograms.
AONHewittisamajorHRandBusinessConsultingorganizationthatproducesannualworkplaceengagementanalyses.Intheir2017report,theywrite,“Theconceptofemployeeengagementisoftenconfusedwithsatisfactionorhappiness.However,thetruedefinitionisdeeperinmeaning.Employeeengagementisdefinedas‘thelevelofanemployee’spsy-chologicalinvestmentintheirorganization.’”Weagree.Inthatlight,organizationscanfindhelpinimplementingaproactive,preven-tiveinvestmentstrategyfromtheCanadianStandardsAssociation’s(CSA)“StandardforPsychologicalHealthandSafetyintheWorkplace”,championedbytheMentalHealthCommissionofCanadaandlaunchedin2013.
INVESTING IN LEADERSHIP Investingproactivelyinleadershipisakeyplacetostart(Gallupnotesthat70%ofvari-
ShalemDigestisapublicationofShalemMentalHealthNetwork,anon-profit,charitable
organization.RN130566011RR00011
SHALEMMENTALHEALTHNETWORK875MainStreetEast,
Hamilton,ONL8M1M2
TEL905.528.0353TF866.347.0041FAX905.528.3562
www.shalemnetwork.org
ShalemiscommittedtobestpracticesinmentalhealthandisamemberofFamilyServiceOntario.
Allservicesareofferedinstrictestconfidence.
Andthenthinkabouttheminrelationtoyour-self:inwhatevercontext,whichdomaindoyoutypicallypracticefrom?Howmightyoubemoreintentionalaboutworkingfromthe“With”domain?
UnderShalem’sCentreforWorkplaceEngage-ment,wehavesatwithmanymanagersandsupervisorsandaskedthemtoidentifywhichdomaintheymostoftentendtopracticein.Theexerciseisalmostalwaysarevelationtothem.Thenweworktogethertodevelopstrategiestoexerciseleadershipmoreoftenandmorecon-sistentlyintheEngagementDomain—ifthatdomainisnotalreadytheirdefaultplacetobe.
SHALEM’S CENTRE FOR WORKPLACE ENGAGEMENTInourview,allofus—includingusatShalem—havearesponsibilitytosupport,nur-tureandbuildhealthyworkplacerelationships.Itispartofourhumancalling.Theengagementcrisisintheworkplacebringswithitenormoushumancostsnoteasilycapturedinfigures.Withthatasthebackdrop,asakeypartofourministryinmentalhealth,ourCentreforWork-placeEngagementisnowactivelysupportingworkplacementalhealthinCanadiancompa-niesandnon-profitorganizations.
WhythisCentre?Aren’tthereallkindsofmediators,investigatorsandconsultantsintheworkplace?WhatmakestheCentreunique?
WhatourCentrebringsisanexplicitengage-mentframeworkforinvestingproactivelytobuildhealthyrelationshipsintheworkplace,andresponsivelytodealeffectivelywithwork-placeconflictinsuchawaythatrelationshipsarerepaired,harmisdealtwith,andeveryonecanmoveforward.Ratherthanamediationapproachthatfocusesonprovidingasolutiontoaproblem,wetakearelationalapproachthat
TheMentalHealthCommissionofCanada
estimates:
• Inanygivenweek,500,000Canadians
areunabletoworkduetomental
healthproblems.
• 30%ofdisabilityclaimsinCanada
areduetomentalhealthissues.
70%ofdisabilitycostsarerelatedto
psychologicalissues.
• Thetotalcostfrommentalhealth
issuestotheCanadianeconomy
isover$50billionannually.
Additionally,mentalhealthissues
amongworkingadultsinCanada
costemployersover$6billion
annuallyduetolostproductivity
fromabsenteeism,presenteeismand
turnover.
TheWorldHealthOrganizationestimates:
• poormentalhealthcoststheglobal
economyUS$1trillionannuallyinlost
productivity(Deloitte,2019).
Thesenumbershighlightthefinancial
cost—theydonottouchthehumancostof
disengagementintheworkplace.
The Cost of Disengagement
The Benefits of Investing in Workplace RelationshipsIntheirrecentreport,“TheROIinWorkplaceMentalHealthPrograms”(2019),Deloitte,alargeaccountingfirm,studied10Canadiancompanieswithestablishedmentalhealthinitiatives.Theyconcludethatwhenorganizationsinvestinproactivestrategiestopromoteworkplacementalhealth:• Forevery$1invested,theyearlyreturnis$1.62.Afterthreeyears,thereturnis
$2.18.AccordingtoGallup,organizationsrankinginthetop25%inemployeeengagement:• have20%highersales,21%higherprofitability,andearnings-per-sharegrowththat
isfourtimeshigherthantheircompetitors.Thebottomline:inthe21stcentury,investinginpeopleinworkplacesisacritical,wisebusinessdecision.Thereisnooption:withoutit,theworkplace’sfiscalbottomlinedrops.Evenmoreimportantly,it’sawisehumandecision.
Formoreinformation,checkoutonline:
• Shalem’sCentreforWorkplaceEn-gagement:www.centreforworkplaceengagement.com
• DeloitteInsights,“TheROIinwork-placementalhealthprograms.Goodforpeople,goodforbusiness:Ablueprintforworkplacementalhealthprograms”(2019).Areportauthornotes,“Weknowinherentlythatinvestinginworkplacementalhealthisgoodforourpeople,butthisreporttellsusit’sactuallygoodforbusinessaswell.”
• Kincentric(formerlypartofAONHewitt),“2019TrendsinGlobalEm-ployeeEngagement”
• Gallup,“StateoftheGlobalWorkplace”reports
• CSAGroup,NationalStandardofCanada,“Psychologicalhealthandsafetyintheworkplace—Prevention,promotion,andguidancetostagedimplementation”
• LeeHardy,“Right-SizingYourWork”,theBanner(August,2017)
TO LEARN MORE...
Centre for Workplace Engagement
Anne Martin,Ph.D,istheDirectorofShalem’sCentreforWorkplaceEngagement.
Mark Vander Vennen,MA,M.Ed,R.S.W.,istheExecutiveDirectoroftheShalemMentalHealthNetwork.
Do connect with the Centre for Workplace Engagement! PleasecontactAnneMartinat
And check out our website: www.centreforworkplaceengagement.com
SHALEM DIGEST • Winter 2019SHALEM DIGEST • Winter 2019
• 67%aredisengaged• 18%areactivelydisengaged
Engagedemployeesworkwithpassionandfeelaprofoundconnectiontotheirwork-place.Theydriveinnovationandmovetheorganizationforward.
Disengagedemployeesareessentially“checked-out”.They’resleepwalkingthroughtheirworkday,puttingtimebutnotenergyorpassionintotheirwork.Signsofdisengage-mentinclude:
• absenteeism• presenteeism(atworkbutcheckedout)• lowmorale• lowproductivity• highturn-over• gossipandotherdivisivebehaviour• unresolvedconflict• ahighnumberofon-the-jobaccidents
Supporting Mental Health In Your WorkplaceBY ANNE MARTIN AND MARK VANDER VENNEN
TOPICSOFINTERESTTOFRIENDSOFSHALEMMENTALHEALTHNETWORKWinter2019
• Ihaveasayindecisionsthataffectme• Work’safunplacetobe• Thebottomline:Iwanttogotoworkevery
day,domybestandfeelappreciated
We can sum up what Steve needs to be fulfilled at work in two words: “healthy relationships.”
WORKPLACE ENGAGEMENTAlotofresearchhasgoneintohealthyrelationshipsintheworkplace.It’softentalkedaboutintermsofengagement.
Everyyearsince2000Gallup,thelargeUS-basedpollingorganization,hasbeendoingextensivepollingonthelevelof“workplaceengagement”.AccordingtotheirGlobalWorkplacefindings(2017):• 15%ofemployeesareengaged
MARK VANDER VENNEN, MA, M.ED, R.S.W.ExecutiveDirector
SUPPORTING THE MINISTRY OF MENTAL HEALTHDearFriendsofShalem,
Iamoftenstruckthatgovernmentser-vicesarefundedbycabinet-levelofficescalled“Ministries”(suchasthe“Minis-tryofHealth”).Likeotherfaith-basedorganizations,Shalemisalsoengagedin“Ministry”.Thiskindofwordassoci-ationgoesbackalongway.ApparentlygovernmentofficialsinancientGreecewerecalled“liturgists”,andtheirworkwaslabelled“liturgy”.
“Ministry”isthusawordthathasmanylayersofmeaning,layersthatgobackcenturies,involvingbothpublicactionandfaith.“Ministry”meanssomethinglike“service”,servingothers.Ministrythereforealsoinvolveslove.Andlovecarriesaconnotationofnotreceivinganythingback,particularlyintheareaoffinancialreturn.Alotof“ministry”hap-penswithlow-incomepeoplewhosim-plycannotpayfortheservicetheyarereceiving.Interestinglyenough,howev-er,reciprocityisoftenacrucialpartofhealing,ofgettingbackontrack.Whenlife’scircumstanceshaveknockedus
down,theabilitytogivesomethingback,tobeabletooffersomethingmeaningfultoothersinresponsetohavingreceived,canbepartofourhealingjourney.Ifinour“ministry”tootherswedonotofferapathforthistohappen,ourministrycanactuallycauseharmtoothers.Thataddsalottothecomplexityoftheword“minis-try”.Jesus’wordssometimeshauntme:“itismoreblessedtogivethantoreceive”.Whoisbeingblessedinthe“ministry”ex-change?Howcanwesupportpeoplewho“receive”tobeabletobe“moreblessed”?
Thesecomplexmeaningsandnuancessimplysetthecontextforabasic,fun-damentalchallengethatconfrontsall“ministries”:howdowepayforthem,par-ticularlywhenthoseonthereceivingendsimplycannotaffordtopay?Thischal-lengeappliesequally(ifindifferentways)togovernmentandfaith-basedministries.Mentalhealthandaddictionservicesprovidedthroughgovernmentministriestodayareoverwhelmedwithrisingneed.Theyfacecrisesofunder-fundingandunsustainablewaitinglists.Meanwhile,thereisnobusinessmodelincommuni-ty-basedmentalhealththatsuggeststhatcommunity-basedmentalhealthservicescanbefundedsolelyonfeesforserviceanddonations.Thebusinessmodeldoesnotexistbecauseitcannotbedone.Allcommunity-basedmentalhealthrequiressomeformofthird-partyannualizedfund-ingtoexist.
ThatleavesanorganizationlikeShaleminatough,challengingplace.WereceiveverylittlegovernmentMinistryfunding.
Shalemhasextraordinary,sacrificialdonorsandsupporterswhoenableustoministertoothers.Thatiscrucial,andwewanttogrowthatevenmore.Whatisneededinadditionissomeformofthird-partyannualizedfunding.Wherecanthatthird-partysustainablefundingforShalem’smentalhealthministrycomefrom?
OurShalem Mental Health Foundationisworkinghardonthat(checkoutshalemfoundation.org).TheFoundationislookingtobuildanendowmentthatcantrulysustaintheNetwork’sministryinmentalhealth.Weneedyourhelpwiththat.Iwouldlovetohearyourideasforsolutionstotheperennialchallengeoffundingmentalhealthministryinasustain-ableway.IwouldalsobedelightedtodescribeShalem’sfundingstructureandneeds.Pleasedocontactme,eventobrainstorm!Sendmeanemailatmarkvv@shalemnetwork.orgorcallmeat905-531-7227.
Thankyouforyourprecioussupport.Weneedit!Butaboveall,thankyouforallthatyoudotoministertoothers,inthenameoftheGospel.
Yours,
{DIRECTOR’S CORNER}
ThereisadeepeningcrisisintheCanadianworkplace.Statistically,thereisagoodchancethatyouasanemployeeoranemployerexperiencethiscrisisdirectlyorindirectly.It’sbothahumancrisisandafiscalbottom-linecrisis.Thecrisisgoesbymanynames.Wehearabout“toxicworkplacecultures”,harassment,bullyingandpoorrelationshipsinthework-place,allofwhichcancreategreaterdisen-gagementbyemployeesintheirworkplace.Whateverthelabel,ultimatelythecrisisisaboutmentalhealthintheworkplace.Andit’shavingadevastatingimpact.
Inthisarticle,we’llexplorethecrisisbriefly,thenwe’lltalkaboutwecandotohelpbringsolutionstotheworkplace,includingtheapproachthatShalemistakinginresponse.
STEVE’S DILEMMAConsiderSteve(nothisrealname).Steveisthinkingaboutquittinghisjob.Withoutsupporttodowhatisexpectedofhim,Stevefeelssetuptofail.Moreover,gossipandbullyinghavebecomepartofhisworkplaceculture.Moraleislow.AsSteveputit,“Theworkenvironment’ssickandit’smakingmesick.Idon’tlikebeingthereanymore.I’vestartedtocallinsickeventhoughI’mnot.”
Whenaskedwhatagoodworkplacewouldlooklike,Stevesaid:• IhavethesupportIneedtogetmywork
done• IworkhardandfeelvaluedforwhatIdo• Peoplegetalong• Conflictisdealtwithquicklywithout
blaming,belittlingordemeaninganyone• Igetachancetouseanddevelopmyskills
DATE:May26,2020TIME:9:00am-4:30pmLOCATION:LiunaStation,HamiltonFEE:BeforeApril15:$280AfterApril15:$325
Lunchandrefreshmentsprovided
Youwon’twanttomissthisrareopportunity!MoreinformationandregistrationcanbefoundontheWorkshopspageatshalemnetwork.org.Thedayisdesignedtoequipthewidearrayofmentalhealthprofessionals,medicalteamsandworkerssupportingchildren,youthandadultsdealingwithtraumaandattachment.Whilebuilttobeadayforprofessionaldevelopment,parentsandcaregiversormembersofthecommunityseekinginsightintotheseissuesarewelcometoattend.QandAmoderatedbyDr.JeanClinton.
Attachment,Trauma,and
Psychotherapy:Neural
IntegrationasaPathwayto
ResilienceandWellBeing
Dr. Dan Siegel,best-sellingauthorandresearcher
