Moral distress and trauma care education is just one part of promoting well-being among medical oncology employees, says FACEP emergency physician and Advocate Health director of well-being for all teammates. said Dr. Mila Felder, Vice President.
transcript
What is the role of immediate, targeted education in promoting employee well-being? And how can Advocate Health ensure this education remains relevant and effective amidst evolving challenges? Do you guarantee it?
In this case, I think the best way to answer this question is to give an example. Through peer support work and trauma-informed care education, we fall into examples of moral distress like the one I shared. We have found that there are elements of training that people receive more effectively when the training is short and highly targeted.kim miller [PhD, director, Advocate Trauma Recovery Center,] For example, the people who do this work, and Amy Bobby, [compliance officer, Aurora Health Care,] We bring the module together through trauma-informed care and ethics. The spiritual care of the mission was very involved. The shortest time is 15 minutes and the longest time is 45 minutes. People can register online and then we can use public relations to promote, encourage, and make specific requests to leaders. There is a module on moral distress and a module on trauma-informed communication. Through building these modules, we have also begun to empower leaders and provide training for leaders to look after their own well-being and empower others.
But as this organization has gotten bigger and bigger, what we've found, especially over time, is that a lot of it has been, “Here's one more thing I have to do for your job.'' It means being recognized. So what we're doing now is getting this training component. This training will continue to be available online through the same CME training modules. [continuing medical education] And the same CEU [continuing education uUnits] That's provided, but we also weave them into onboarding and orientation and leadership training and development. So existing leaders, incoming leaders, and teammates all understand what we want from that culture of happiness. What is that peer support program? What are the tools available to us so that we don't ask them to do one more component of the training that's available to them? , we're also getting an idea of why we do it and first and foremost why it's for them and for them.
