Healing is the gathering of resources from within a person, their family (however they define that), and their community. The children, families, and adults we work with are not the only ones who are in need of healing and compassion. Often, it is us healers and compassionate caregivers that have the hardest time asking for help or recognizing when we are burned out. Sometimes we think that we shouldn’t struggle if we’re the helper or that it’s a sign of weakness to be burned out. This workshop is designed to squash all those myths and to get you back to taking care of yourself, so that you can best be equipped to take care of others!

The primary goals of this workshop are to nonjudgmentally learn the root causes of compassion fatigue and identify them within ourselves, understand how that impacts the work we do, and to both practice and develop a wellness plan to combat the effects of burnout. Additionally, participants will be able to learn how to scale their own level of fatigue and common techniques that are inexpensive and simple to utilize to minimize the effects of this burnout.

The format will include activities such as fatigue scales and relaxation techniques, as well as time for Q&A. This session will look to normalize the reality of compassion fatigue in helping professions and provide an introductory way for individuals to manage the challenges associated in working with individuals whose needs are so great.

Ultimately, by coming together to demystify the real experience of burnout, hopefully we can begin to be impacted less by the unnecessary shame. None of us are above needing help and the sooner we all recognize that, the sooner we all start feeling better.

Learning Objectives

Presenter

Robert Benson Sanoshy
Director/Therapist; Instructor
The Balanced Cairn

There is a powerful African proverb that says, “When spider webs unite, they can tie up a lion.” But what does this actually look like in practice? Sector leaders are searching for effective strategies for organizational development, funding, and community justice. More than ever, leaders in the sector are understaffed and challenged by pay, an even heavier burden for smaller community-based organizations. Do past management styles hold value in today’s environment? What changes should leaders make?

A phenomenal cast of experts, ranging from leaders of a small community-based organization to a large state-based agency, will discuss sector-wide challenges that need to be addressed. Leaders want practical methods for diversity and inclusion development within their teams. They must also acknowledge all partnerships as equal to build a community that values safety, justice, and voice. Systemic change is always the call, but there are many power dynamics leaders must recognize in collaborations that can serve as a catalyst to change. The leaders in this workshop will share examples of the successful strategies their organizations have implemented as well as challenges they’ve experienced.

Learning Objectives

Presenters

Romero Davis
Senior Program Manager
Social Current

Crystal Bennett, LMSW
DEI Specialist, CEO
Thryves

Joseph Alonzo
CEO
Cocoon House

Undraye Howard
Vice President, Equity, Diversity, Inclusion and Engagement
Social Current

Marlena Torres
COO
Children’s Home Society of Washington

Taneisha Miller
CEO
Ladies In Power

One of the major challenges all nonprofits face today is the retention and development of staff at every organizational level. If you ask, “Does your organization have a professional leadership development program to identify, assess and develop today’s leaders for tomorrow’s challenges?” less than 50% of nonprofit organizations would say yes. However, if you ask about a plan to increase donors and dollars, or to achieve strategic goals, or a budget to maintain financial solvency—all would say yes. This educational and inspirational workshop will identify the five key steps to proactively identify and develop new leaders within your organization. The benefits are significant:

This workshop will provide you with a plan to utilize your own staff as mentors and coaches as well as to promote the new leadership development plan within your organization. The “culture of resignation” has a real solution. Come meet presenter Dennis Miller to hear his incredible true story as well as to share in his knowledge and expertise.

Learning Objectives

Presenters

Dennis C. Miller
Founder & Chairman
DCM Associates Inc.

Terrence F. Cahill, Ed.D
Managing Director
DCM Associates Inc.

A study reported by The Washington Post in January 2021 revealed that Black employees represent a strikingly small percentage (8%) of top executives and the professionals responsible to boost inclusion often struggle. Despite variations of individual success in overcoming racial disparities and divisive narratives, Black male nonprofit leaders often experience personal frustration and psychological fatigue due to unwarranted impediments in exercising their full leadership capacity, creative potential, and organizational impact (Pickett, 2020).

In response to this daunting reality, a group of nonprofit executives from around the country formed a safe, culturally responsive space for Black male leaders nearly 10 years ago. Utilizing a barbershop format where everyone is welcome, they will share individual narratives, collective perspectives, and unique recommendations with the goal to diversify the C-suite.

Research suggests that inclusive workplaces drive employee productivity, foster creativity, improve problem solving, and increase profitability. During this presentation, these social service executives will advance the conversation by emphasizing the organizational significance and business advantage of moving past diversification to authentic inclusion.

Learning Objectives

Presenters

Julius Mullen, Ed.D
Chief Inclusion Officer
Children & Families First of Delaware
@CFFDelaware

Romero Davis
Senior Program Manager for Equity, Diversity and Inclusion Practice Excellence
Social Current

Raphael Holloway, MA
CEO
Gateway Center

Undraye P. Howard, Ph. D.
VP of Equity, Diversity, and Inclusion and Engagement
Social Current

Reyahd D.J. Kazmi, Esq.
Director of Business and Government Strategies
National Youth Advocate Program

Jesse McLean, MA
Executive Director of Western Pennsylvania and Northeast Ohio
Pressley Ridge

Claude A. Robinson
Founder & President
Onyx Strategic Partners, LLC.

Jonathan Palmer, MS
Executive Director
Hallie Q. Brown Community Center

George Winn, MA
COO
The Children’s Center

From board members to managers to direct service staff, the experiences individuals have aren’t left at the workplace door (or now the Zoom waiting room). Brain science informs us that life experiences hardwire into the brain. Some experiences are psychologically and physically threatening and create a toxic stress response. Further, the person and the job are not separate. An individual’s personal life impacts their work performance. Further, an individual’s stress response and personal well-being show up in meetings or when addressing performance concerns whether they are conscious of it or not.

Trauma-informed management necessary for creating equitable practices in the workplace that recognize each employee is a unique individual with different perspectives that inform their decision making, performance, and perception of their work. Managers and supervisors have a duty to address self-care and be equipped with skills to address vicarious trauma and well-being in the workplace. Done well, trauma-informed supervision creates a culture of resilience.

In this session, we will take a deep dive into the basics of trauma and how trauma-informed principles can be adapted into supervisory principles to create relational safety and growth in the workplace.

Learning Objectives

Presenters

Kiera McGillivray
Chief Program Officer of School Based Initiatives
Children & Families First

Shannon Fisch
Compliance & Accreditation Manager
Children & Families First

As leaders, how do we fully equip and support our teams to create equitable pathways in partnership with our communities? Effective teamwork depends on staff feeling safe to speak up, even when their opinion is not shared or may be unpopular. Psychologically safe teams support candid feedback, identifying opportunities for learning and improvement, as well as approaches to treat errors as opportunities for growth, not punishment. This has real consequences for helping professionals. Psychologically safe professionals have:

This internal change intentionally creates a team environment that will provoke external change, leading to equitable solutions that shift power to bold, strategic and well-informed communities. Attendees can expect to learn how this practice has led to innovative solutions to shift power from agency to community from several leaders in a fireside chat setting.

Learning Objectives

Presenters

Romero Davis
Senior Program Manager
Social Current

Dr. Michael Cull
Associate Professor in the Department of Health Management and Policy
University of Kentucky

Workplace health is tied to reduced turnover, increased productivity, and ultimately client outcomes. In the post-pandemic “Great Resignation” environment, the burden to build resilience and avoid burnout is placed on the already overwhelmed and overworked employee. Just as the proverbial canary cannot be responsible for fixing the toxic elements of the coal mine, employees cannot fix organizational obstacles to workplace happiness.

McKinsey reports that 52% of employees leave because they feel their supervisor does not value them. Meanwhile, supervisors, who often are overburdened by staff vacancies, are dancing as fast as they can in remote and hybrid environments, where it is increasingly difficult to assess employee needs or even their own needs. This workshop will provide tangible solutions for organizational champions who want to impact the current workforce crisis in human services and promote a culture of true wellness, resilience, and psychological safety.

Ultimately, by creating actionable data, organizations that check-in routinely can build a robust mosaic of baselines, success measures, and strategic planning initiatives to engage and retain talent. By doing this, organizational leaders will confidently be able to answer: How are my employees? How’s my team? How are certain subgroups of employees doing?

The canaries no longer need to be sent into the dangerous coal mine. Rather, the coal mine is automated with sensors and alarms to create a safe space for all.

Through an engaging and interactive format, participants will discuss:

Learning Objectives

Presenters

Gwen Koenig
Chief Growth Officer
SigBee

The “Great Resignation” is creating a burden on organizations nationwide, especially in meeting contractual deliverables, retaining skilled staff, and recruiting new staff. The Bureau of Labor and Statistics stated that COVID-19 contributed to one of the largest employee attrition rates, particularly in health care. Nonprofit management teams critically rely on strong leadership from within, and oftentimes, staff are promoted into management roles based on clinical excellence but are not provided a strong foundation related to leadership competencies like:

That is why every organization needs a “bench” of skilled players on their team. This workshop will discuss a Leadership Training Academy’s 12-month curriculum for new and emerging leaders that develops these competencies.

By examining behavioral health case studies, participants will learn about components of a successful organizational response to low staff morale and burnout. Participants will also learn about needs-based assessment processes aimed at identifying future leaders internally and gain practical tools to improve retention in their own organizations.

Learning Objectives

Presenters

Erin Saylor
Managing Director of Behavioral Health Services
Child and Family Agency of Southeastern CT

Courtney Seely
Senior Director of Behavioral Health Services
Child and Family Agency of Southeastern CT

Deepening the understanding of stress, adversity and trauma is a burgeoning focus in community-based and human services organizations. As part of the understanding of equity and cultural competence within equity, diversity, and inclusion, it is important for organizations to also understand the trauma that exists for people from historically oppressed and marginalized groups. Understanding common language, and practical applications in approaches at the individual, program/organization, and system levels is important to implementing and sustaining transformation. An integrated trauma responsive and equity-focused approach can improve the experience, overall wellness, and long-term engagement, of the workforce and service recipients.

Learning Objectives

Presenters

Kesha Carter
Chief Diversity Officer
CCSI

Elizabeth Meeker
Senior Director of Practice Transformation
CCSI

How do some professionals thrive in their careers, while others experience burnout from vicarious trauma? This is a question leaders are asking, as many agree staff retention is the number one challenge in organizations today. Vicarious trauma is an occupational hazard. It causes significant turnover and is costly to professionals, the clients receiving treatment, their organizations, and the broader profession.

In response to this ‘cost of caring,’ we have focused attention on vicarious trauma in attempts to mitigate the symptoms in employees through clinical supervision, work-life balance, and burnout prevention strategies. Even with this intensive knowledge and effort, the attrition data has not changed. We are missing something.

Vicarious resilience is the experience of witnessing healing in others, resulting in personal resilience development. Experiencing vicarious resilience is what can keep all of us healthy, strong, and excited about our work. There is a clear process of developing vicarious resilience through four specific phases of learning and growth. This four-phase developmental process is shaped through supportive leadership and management and supervision. This partnership between professionals and supportive leaders is the link to ensuring the development of vicarious resilience. Through expert use of emotional intelligence and supportive leadership models, the phenomenon of vicarious resilience brings renewed life to helping professionals and positively impacts both treatment and business outcomes.

In this session, learn about research around professionals who exhibited strong traits of vicarious resilience. Participants will gain a foundation in the literature on the history of children’s mental health and the elements of leadership. Understanding the process of how vicarious resilience is developed will allow you to bring this to your organization. With the tools given you can begin to shift the focus from trauma to resilience in your professionals and see the positive impact.

Learning Objectives

Presenters

Leslie Chaplin
Founder
Solare Well-being, LLC