Organizational Resiliency: A Trauma-Informed Approach for Public Administrators
Our five-part training series, Organizational Resiliency: A Trauma-Informed Approach for Public Administrators, builds participants' knowledge, skills and increases awareness of biases.
The goal of our training curriculum is to enhance the knowledge, skills and attitudes of staff, so they can build resilient organizations from the inside out. Utilizing a trauma-informed lens we examine intricacies of staff wellbeing, community engagement, and consumer satisfaction so that organizations can cultivate positive social, political and economic change.
1. What is a Trauma-Informed Organizational Culture
In this session, we examine the adverse childhood experiences framework and how to develop a trauma-informed organizational culture. This recommended prerequisite training will provide participants with a basic understanding of trauma, vicarious trauma, and its impact on staff performance and community relations.
Topics covered include the behavioral health impacts of trauma, the physical effects of trauma, urban trauma, racial trauma, and how a trauma-informed framework can be used to address individual and social wellness.
The training has the following learning objectives:
• Identify and summarize childhood adverse events and their impacts on wellness in adulthood
• Describe the widespread impact of trauma on consumers and the staff that serves them
• Define and explain fundamental principles of a vicarious-trauma and trauma-informed organization
• Define and summarize resiliency
• Define and describe the process of how to conduct a trauma-informed organizational assessment
2. Developing a Trauma-Informed Organizational Culture
This workshop will help all who work with high-risk communities and/or survivors of trauma as it will review the link between stress and its impacts on physical, mental, and spiritual wellness. Utilizing the Substance Abuse and Mental Health Services Administration (SAMSHA) lens of wellness, this session will focus on building staff resiliency and promoting wellness. This training will review red flags for vicarious trauma, compassion fatigue, burn-out, and stress management through case scenarios, group discussions, and other interactive activities. At the end of this training, participants will know how to create a self-care plan.
3.Providing Trauma-Informed Services
This training will review how the day to day actions of staff contribute to a trauma-informed culture. This workshop will do a deeper dive into SAMSHA trauma-informed framework and examine the change management process. This workshop aims to prepare participants with the knowledge, skill, and attitude to serve as change agents. Participants will be guided through various interactive activities to include surveys, role play, and case scenarios.
4.Trauma-Informed Leadership for the 21st Century
This training is designed for executive leadership as a trauma-informed culture starts at the top. We will examine issues including getting staff buy-in, transformational leadership, promoting staff wellness, collaborative decision making, and the continuous process of being trauma-informed. This session will also provide a particular focus on cultural humility and managing a diverse workforce. By the end of this training, participants will be able to conceptualize what a trauma-informed agency means to them and create an action plan.
5. A Practical Approach for a Trauma Informed Organization
This session will be geared to leadership and will be especially important for mid-level managers, as it focuses on the hands-on approach to cultivating a trauma-informed workforce. This training is designed as a discussion-based tabletop exercise, which will be co-facilitated with executive leadership. This training offers an opportunity to openly and honestly discuss and solve challenges in becoming trauma-informed.
******Butler & Davis’ trainings are based upon the latest research and utilize industry best practices. Organizations can customize all services and training to meet their individual organization’s needs. However, it is suggested that each course be taken in order. Each class must be taken in order.*******