1. STAFF
RESILIENCE
MEANS STAFF
RETENTION
AND SUCCESS
Deborah Gilboa, MD

2. What do you need from staff?

3. Schedule change complaint medical emergency weather delay Staffing problem family interruption DISASTER
Disruptors

5. Outcomes of Stress Discomfort is necessary for learning
Causes people to Identify problems
Pushes creative problem solving
Is on a continuum, leads to overwhelm
Outcomes of Stress

6. fight
flight
freeze
face
Reactions to Stress

7. What does staff need from you?

8. Preparation
Response
Reconciliation

9. Preparation Purpose: Know your “why” Be mission-driven:
Maintain focus
Improve culture
Prevent burnout
Know your “why”
Of each choice, decision, policy and recognition
Be willing to explain
Be mission-driven:
THIS GETS STAFF
TO DO HARD THINGS!

10. Resilience in Practice
Build resilience through
TRUST
Learn about your staff
Manageable workload
Clear support chain
Staff up
Demonstrate gratitude
Resilience in Practice

11. Audit your Culture Your programming
Your recognitions/positive feedback
Your social support
Your team collaboration
Out of work time
The way your staff views new initiatives

12. Use Peer Pressure Use peer pressure for GOOD -near-peer mentoring
-colleague encouragement
-Drive to fulfill the mission modeled by leadership but verbalized by co-workers
Use Peer Pressure

13. When-not-if Language Set Remove Model Set expectations
Model the cycle
Remove
Remove the premise of failure
Set
Set expectations
When-not-if Language

14. ≠ Uncomfortable Unsafe
Cultivate conversation around the need for discomfort
For learning
For Growth
For change
Your employees don’t mind your discomfort, help them manage theirs
model this difference between uncomfortable and unsafe
Unsafe

15. Response
Lack of prevention is not failure, lack of planning is failure
Every “bad thing” is an opportunity for:
Mission
Stepping up
Practice
Resilience

16. What you DO
matters more
than what you
feel…

17. Emergencies
are not
the time to
question
or change
Protocols!

18. Required for resilience
Setting expectations
Changing policies
Enforcing consequences
Managing conflict
Choosing discretion
Transparency
Required for resilience

19. Reconciliation Listen Offer support, require solutions Mission driven
Ask why (dampen judgment)
Empathy
Offer support, require solutions
Idea progress board – especially frontline staff
Recognize the impact of individual managers
Mission driven
See how their work connects to the mission
See leadership live the mission daily