Compassion Fatigue and Burn Out in the Time of Covid 19 Transitions Care Network Reentry Support 12:10 Introduction Overview – Brief Exercise (Super-Power – One Word) • Exercise: Members will be asked to unmute and share one word that describes their “super-power” the core gift they bring to their work. (3-5 People) 12:15 Part 1 Burnout, Stress and Resilience • Self-Compassion and Grief/Burnout/Trauma and Moral Injury – The Mental Health Pandemic and What We Can Do. • Stress: Good, Stretch, Toxic and (how stress turns toxic and burn out and how it does not) Growth • Finding Your “Blue Sky Moments” & Regulation: Flight, Flight Freeze • Turning Stress to Power Through the Three Cs • Know your signs of burnout and making a plan… 12:30 Self-Care is Health Care – Preventing Leader Burnout and Team Support • 1) Prevention is Power, 2) Seeing the Signs, 3) Normalize and Engaged Action • We are people first (putting our own oxygen mask on first) • Your team needs you, you need your team (Growth Mindset, Connect to Values e.g. help your team find their why, Check in with them teach them to check in and support). • Shout out exercise: Ask the members to share a brief story of one time they or a team member recently changed or impacted a life. • Leaders and Burnout – Seeing the signs in yourself and your team. • What You Can Do: Normalize stress things your team maybe dealing with… Financial, Trauma triggers, Family Addiction, Abuse, Grief, Isolation, Job Concerns, Isolation Trigger Prison Experiences, News and Social Media. • Trauma Informed Healing Workplace – Do what you can with what you have to make your team a healing team. 12:45 Supporting Transitions Teams • Trauma Informed Team Exercise – Living Values Check In (How are you living these principals). • Wellness Check Ins – Make it safe, Make it strengths focused, Empower your team to support each other. • Exercise: Team planning in groups of three 5 Min and 3 Shares. 12:55 Close and Key Points/Questions Training Handouts 1. How to support your team tips for leaders 2. Building Resilience and Reducing Burnout Handout

1. Building Trauma
Informed Healing
Teams in the Time
of Covid-19
Preventing Burnout, Building
Resilience and Supporting Vitality
in Reentry Leaders and Reentry
Teams

3. Understanding
Burnout and Stress

4. FamilyStress
Overworked
Unsupported
Self-Care
GrowthMind
Supported
Burnout and Compassion Fatigue
are Toxic Stress
Some parts of stress can’t be changed. Some
parts can. Self-Compassion, Self-Care, and
Connection are things we can effect to
reduce risks of toxic stress.

5. Stress Rest
In the Midst of Stress Find Your “Blue Sky Moments”

6. Burnout Vicarious Trauma
Compassion Fatigue
Moral Injury
Too much for too
long with too little…
Tired and Wired
Pause, Reflect,
Connect, Act
What Nourishment
Do I Need?

7. Turning Stress to Power w/ The 3 C’s
C
C
C
Self-Compassion: Understanding and kindness towards
yourself. Willingness to challenge your self and to accept your
needs. Tenderness with your vulnerability and setting limits
Self-Care: Taking actions to care for your needs. Eating,
resting, exercise, meaning and spirituality, setting limits,
recovery time and active relaxation practices.
Connection: Stress makes us want to isolate and often makes
us feel alone. Reaching out for support is a skill that gives us
the chance to heal.

8. Know Your Signs and Make a 3 C’s Plan
Physical & Psychological Signs
• Hyperarousal: Nightmares, difficulty
concentrating, being easily startled,
sleep difficulties.
• Repeated thoughts or images of
traumatic event
• Feeling numb/detached.
• Generalized despair and
hopelessness, and loss of idealism
• Guilt regarding your own survival
and/or pleasure
• Irritability, Anger, Cynicism, Disgust,
Fear
Behavior & Relationship Signs
q Difficulty setting boundaries with work.
Not having time/energy for yourself.
q Feeling disconnected from loved ones
and social withdrawal.
q Increased conflict or unable to pay
attention to other’s distressing stories
q Decreased interest in activities that used
to bring pleasure, enjoyment, or
relaxation
q Irritable, intolerant, agitated, impatient,
needy, and/or moody
q Increased dependencies or addictions
involving nicotine, alcohol, food, sex,
shopping…

9. Prevent Leader
Burnout
We Are People First and
Lifting Up Our Team We
Lift Ourselves

10. We are people first…
Self-Care is Health Care…

11. Leadership is at
its Root an Act
of Service
Together
Your team
needs you and
you need your
team…
• Repeat Mission Value Your Team – Leaders can repeat the spirit of
the team’s mission, remind their team of their strengths and know
they are valued and important
• Clear Messages on Best Practices – Leaders uplift and protect their
team.
• Check In With Wellness – Leaders can support wellness in the
pandemic by checking in with team about emotional and physical
well being and proactively addressing safety,
• Schedules that Promote Wellness – Enough time off, time to sleep,
adapt schedules to family needs.
• Clarity Reduces Anxiety – Provide a central source of information
and updates with well-defined roles and protocols.
• Encourage Discussions of Emotional Needs – Openly discuss
vulnerability and offer time to reflect on supporting emotional
needs.
• Wellness Team Leads/Champions – Have a team member
designated as some one to take the pulse of the team
and be a champion for team wellness.

12. Do what you can, with what you have,
to make your team a healing team.

13. Supporting
Transitions Teams
We Are People First and Lifting Up Our
Team We Lift Ourselves

14. Trauma Informed Principals
Trauma Transformed
Team Exercise: At the start of your team meetings ask members to reflect
on a time when they used one of these principals in their work.
Collaboration &
Empowerment
Resilience and
Recovery

15. Crisis
Counseling,
Not Therapy,
Is What's
Needed in
the Wake of
COVID-19
The five key concepts in crisis counseling are:
1. Strengths Based: It is strength-based, which means its
foundation is rooted in the assumption that resilience and
competence are innate human qualities.
2. Drop the Labels: Crisis counseling also employs anonymity.
Impacted individuals should not be diagnosed or labeled. As a
result, there are no resulting medical records.
3. Outreach Focused: The approach is outreach-oriented, in
which counselors provide services out in the community
rather than in traditional mental health settings. This occurs
primarily in homes, community centers and settings, as well
as in disaster shelters.
4. Culturally Responsive: It is culturally attuned, whereby all
staff appreciate and respect a community's cultural beliefs,
values, and primary language.
5. Supporting Existing Support: And it is aimed at supporting,
not replacing, existing community support systems (e.g., a
crisis counselor supports but does not organize, deliver, or
manage community recovery activities).
https://www.medscape.com/viewarticle/928306

16. R Social Support
R Perceived Fairness
R Work-load
R Problem-focused coping
R Relaxation Skills
R Optimism
R Conscientiousness
R Internal Locus of Control
R Personal Behaviors: a. Connection to spirituality, b. routines, c. participating
in activities one enjoys, and d. seeking help when needed.
R Interpersonal Relationships: a. spouses, b. children, c. extended family, and
d. friends.
R Clear Non-Work Identity: a. relationships to groups and activities one enjoys,
b. culture, and d. personal identity (self-connected).
R Work Environment: a. work culture, b. physical factors, and c. systemic
efficacy.
R Positive Work Relationships: a. connection with clients, b. supportive
relationships with colleges, and c. interactions with supervisors.
R Work Factors: a. work-load, b. work type, c. personal fit, and d.
meaningfulness of work.
R Reflecting on building a strong personal identity.
R Considering issues related to control vs. openness.
R Being internally aware and externally aware of oneself.
R Reflecting on important moments in life.
R Maintaining work life balance.
GROWING RESILIENCE EXERCISE
R Humor
R Spirituality
R Job-meaning
R Job-variety
R Self-care
R Strong Professional Values
R Positive Role Models
R Realistic Expectations
R Continued Learning
R Awareness of ‘big picture’