CISM 101 What You Need to Know about Magellan’s Model for Critical Incident Stress Management August 2017
CISM 101
What You Need to Know about Magellan’s Model for Critical Incident Stress Management
August 2017
Objectives
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1. Gain an understanding of Magellan CISM – where itcame from and the direction it is headed.
2. Identify the role of a CISM provider and functions.
3. Know the importance of the management consultation.
4. Learn how to provide individual and group CISM services.
5. Gain an understanding of the process of individual and group CISM services.
6. Know the do’s and don’t(s) of providing CISM services.
History of CISM at Magellan
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Initially services focused around the traditional Mitchell Model
Trained in ICISF
Controversy and effectiveness
Magellan Model evolves
Resiliency Training
Psychological First Aid • Many resources available on Psychological First Aid • A lot of material on PA = handouts and trainings
Current Magellan model of CISM
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Is primarily Psychological First Aid with an emphasis on resiliency.
Providers are aware most clients will improve utilizing their own normal resiliency. Providers are aware clients benefit most from being heard and being reassured.
Providers are aware clients most likely to have PTSD are those who
appear to be in shock. Providers know these clients should be seen
individually and helped with referrals.
Providers make appropriate referrals (e.g., therapists, programs that offer EMDR).
Current Magellan Model of CISMProviders…
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CONTROLDISCUSSION
Be mindful to control discussion of highly
traumatic material as it can result in group participants
being additionally traumatized.
FACILITATEINCLUSION
Be careful in who is included in group sessions.
Groups should consist of clients with similar
exposure and similar roles. Discussions within mixed
groups are closely controlled.
EDUCATE
Focus on educating on coping techniques
and enhancing resiliency at the end
of sessions.
Quick review of what CISM affiliates do
Intervene carefully and thoughtfully
Listen
Normalize
Reassure
Teach resiliency
Refer as needed
Call for support as needed 1-800-997-2273
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Set the stage on your initial call
CISM providers check in quickly with their point of contact. When possible, plan your time onsite during this call.
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How will management be involved?
What type of feedback does management hope to receive?
Where will you be placed?
Will you provide group and/or individual sessions?
Are you free to move around the site?
Offer practical resources
BALANCINGthe restoring of normalcy and encouraging
productivity without seeming insensitive can be a challenge for managers.
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HANDOUTSsupplied by EAP for specific
situations can empower business leaders to be
appropriately supportive when dealing with the
emotional and behavioral aspects of the incident.
Coordinate a strategic intervention plan
Consulting with management can help the CISM provider identify the most appropriate services to best meet the needs, based on the specific situation and level of exposure to the incident.
Management will look to you for suggestions, how to position services and encourage utilization.
Management consultation
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Be prepared for the extraordinary. It helps to be flexible and go with the flow to put the manager more at ease.
A strong management consultation can give the manager confidence that he or she will do right by the employees and knows how to manage the difficult feelings and experiences that may arise.
Individual CISM
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Normalizing their feelings & reactions.
Discussing the importance of their normal resiliency.
Eliciting stories of how they have already begun to utilize their resiliency resources.
Basic coaching on applicable self-help skills.
Reviewing resources available to them if they want additional help.
Letting the survivors talk about how they are feeling and reacting to the event.
Group sessions
Introduce
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Take care in who is included in group sessions. Groups should consist of clients with similar exposure and similar roles. Closely control discussions within mixed groups.
Explore Inform / Educate
Group sessions
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INTRODUCE
Introduce yourself, credentials & Magellan EAP
Why we’re here—share facts only
Group Guidelines• Confidential
• Feel free to pass
Group sessions
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Let the group talk about how they are feeling & reacting to the event.
Normalize their feelings & reactions• Discuss their normal
resiliency
• What has worked for them in the past
• What they have already found themselves doing
EXPLORE
Group sessions
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Normalize the group’s experience
Provide education about responding to stress• Coach on self-help skills
Review resources available to them
INFORM / EDUCATE
Grief groups
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Ask participants to tell you about the deceased coworker.
• Very powerful and healing
• Coworkers tell funny, memorable and loving stories that provide a very positive focus for the rest of the session
Normalize that everyone grieves differently.
• Grief is a process through which everyone must travel
Grief groups
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Coach on the importance of basic self-care.
• Give yourself time and permission to grieve.
• Reduce expectations of yourself for a few days.
• Find people with whom to talk.• Think about what has helped in the
past.• Each individual is different, but most
people benefit from attending funeral/memorial services.
Provide clear coaching on attending funeral and memorial services.
Unique situations
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Suicide of a coworker—only report death by suicide if company has communicated that to employees:• Expect high emotions
• Expect high levels of guilt
• Use your judgment and see key coworkers and managers individually as indicated
Coworker returning to work after a severe personal loss:• Expect a lot of anxiety of what to say and do
• Coach coworkers what the bereaved coworker needs is acknowledgement and normalcy
• Acknowledge the person’s return within the normal limits of their usual relationship
• Intimate and close coworkers should do a lot of acknowledging and checking, while other coworkers should provide initial acknowledgement and minimal checking
Tips
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Model healthy responses. Be calm, courteous, organized and helpful. • Be visible and available. • Maintain confidentiality
as appropriate.
Remember the goal of Psychological First Aid is to reduce distress, assist with current needs, and promote adaptive functioning, not to elicit details of traumatic experiences and losses.
As a crisis responder, you do not have authority to authorize any time off or a leave of absence for employees.
Tips
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Remind managers and employees that the EAP is available to them 24/7.
Never require or pressure anyone at the site to participate in the CISMinterventions.
Be on time. The most common complaint received about affiliate providers is that they arrived late.
Always try to reach your main company contact prior to the event. Information given at intake is often given in the heat of the crisis and may have changed.
Don’t(s)
Arrive late
Leave or ask to leave early (only if approached by the POC to leave)
Ask for a lunch break—come prepared
Share detailed information with the POC
Wear inappropriate clothes for the culture
Encourage a lawsuit
Argue with the POC…do as instructed
Bring a therapist in training or anyone else with you
Assume you know what the site management expects of you—spend time exploring their expectations
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