1. Karvee Pshorr Carrie Johnson
Creating a Supportive Team Environment in Order to Avoid Burnout and Secondary Trauma
Karvee Pshorr
Carrie Johnson
MN Coalition for the Homeless
September 27th, 2017

2. Presenters Karvee Pshorr-
Karvee Pshorr joined RESOURCE, Inc in 2015, as a direct housing case manager for the COHR (Collaboration of Housing Resources) working with single adults who has experience homelessness, mental health and or Chemical dependency. Prior to that, Karvee worked as a Health Educator at the Annex teen clinic with youth for 5 years. Since starting at RESOURCE, Inc., Karvee has become a Program Director for 6 housing programs. Karvee has a BS in Community Health and Psychology and 2 years of supervisory experience with large teams.
Carrie Johnson-
Carrie Johnson is a Program Director for housing programs and care coordination for Avivo (formerly known as RESOURCE, Inc). Her work has focused on ending homelessness for single adults and families in Hennepin and Ramsey County. For the last 3 years, Carrie and supervised over 9 programs and has worked to create team cohesion and integration across programs. Carrie is currently serving on the Employment/Housing Committee with Hennepin County and actively participates in Ending Homelessness meetings. Carrie holds her Master’s Degree in Social Work from the University of St. Thomas/ St. Catherine University.
Introductions
Set the stage
Introduce the room

3. Objectives
Our story…
1. How to create healthy team dynamics with a large team
2. The importance of good team dynamics
3. The role a supervisor plays in team dynamics
4. Interventions to increase team dynamics

4. Setting the Stage Program trends: Meetings High turnover
No support across different housing programs
Feelings of isolation
Different program expectations – caused diversion amongst programs
Lack of communication
Gossip
Negative environment
Meetings
-conscious decision to turn it around
-1:1 supervision and team meetings

5. Research
Burnout - when you're not in control of how you carry out your job, when you're working toward goals that don't resonate with you, and when you lack social support. If you don't tailor your responsibilities to match your true calling, or at least take a break once in a while, you could face a mountain of mental and physical health problems.
Breakdown of community; unfairness; work overload; insufficient reward, values conflict; and lack of control
Secondary Trauma - is the emotional duress that results when an individual hears about the firsthand trauma experiences of another.
-Psychology Today

6. Priorities Relationships Self-care during the workday Team
Change management structure

7. Action Relationships Lunch Buddies Pat on the Back
Team lunches/outings
Caught in the Act
Encouraged staff activities
Candy Memes and “You Made a Difference” posters

8. Action Self-care during the workday
Encourage staff to use sick/vacation times
Encourage staff to use two 15 minute breaks
Staff meditation and yoga
Encourage coloring during meetings
Housing Retreat
Impromptu outings (ice cream) with team

9. Action Team Housing Retreat Housing Potlucks Housing Quarterly Meeting
Days on the Hill
Operation Landlord

10. Action Change in management structure
Went from 2 managers to 2 program directors and 4 managers. New ratio of 8:1.
Decreased number of programs per manager
Increased manager support – biweekly meetings and outings
Management team operates as one.
Candy Memes and “You Made a Difference” posters

11. Feedback Results of staff surveys:
What changes have you noticed over the last year in regards to team dynamics?
Of the options listed below, what so you think has been the most helpful in increasing team morale and team dynamics?
What top 3 qualities are important in order for a team to be successful?
Of the top 3 qualities you mentioned above, which ones do you notice with the current team
On a scale from 105, 5 being very welcoming, how welcoming was the team when you first started?
What do you like about the current team?
How does the current team make you feel?
Why is the team important?
What can be done to keep the current team morale and dynamics

12. Results of the Feedback:
Themes:
Overall changes:
Teams working together; Increase closeness
Most helpful:
Team lunches (14); retreat (12); potlucks (10); Homeless Day on the Hill (10)
Qualities:
Of 19 responses: 16 met all three qualities; 3 only 1 quality; and 3 only 2 qualities
How does the team make you feel:
Most responses: Supported; confident

13. The End Results: What we learned….. No turnover for the last 1.5 years
More across team collaboration
Job satisfaction increased
Consistency
Strong peer and management relationships
More support
What we learned…..
You can over do it with activities
You are never going to please everyone – Do what you think is best for the WHOLE team.
It is harder than is sounds – Use peers to process
Maybe create a committee – needed more staff involved.
Ongoing process

14. Karvee Pshorr: 612-752-8290 Carrie Johnson: 612-752-8216
Questions???
Karvee Pshorr:
Carrie Johnson: