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DHoytTherapist's Corner...
Improving Family Communications

    As many are mentioning how Spring is the time for new growth, some are a little less excited because it also signals the arrival of having children at home all day for summer break. In thinking about those of you who feel your anxiety rise, I thought I would offer some quick tips to improve family communications with children:
    * Be available – Assure them that you will be there for them in their time of need
    * Be a good listener – Show them that what they have to say is important. A lot of problem behaviors often start with a need to be heard
    * Show empathy – Let them know that you have heard them and care for them
    * Be a good role model – They are always learning, don’t think because they are not right in front of you that they are not learning – much like us they learn by hearing, smelling, seeing, tasting, and or feeling
    * Give clear age appropriate directions – Try to keep it as simple as possible with not a bunch of details. You may need to go with them at first to show them what you expect
    * Praise your child – Even as adults we like to get something for what we do. Let them know when they have done well. Try to think of it as a scale with good comments on one side and what are viewed as bad comments on the other – keep the scale as balanced as possible
    * Calmly Communicate – Take a breath, think to yourself will it matter in 10 minutes, 10 hours, or 10 days, then say what you have to say with as few words as possible
    * Be truthful – Make sure to model the importance of being truthful and honest
    * Disappointment is part of life that we all have to learn to deal with at one point or another – it doesn’t have to be the end all be all – life will go on.-model that life will move forward

Don’t
    * Give broad general instructions
    * Name call or blame
    * Yell or threaten
    * Lie or tell your children half-truths
    * Use silence to express strong feelings

Like we often tell our children, “Be brave; it’ll be okay.” A thought that I often have that helps me is that as long as I am doing the right thing, it’ll be okay. Life has a funny way of dragging you through it and yet we still often land on our feet. If you need so support just let us know, one of our experts would be glad to help.

~ Dave Hoyt, Therapist

meredithTherapist's Corner...
What is the Point of Giving Thanks?

As Spring is starting to move out and Summer is starting to get ushered in, there are many things for us to look around and be thankful for. I bet you are asking yourself, “Wait? Is it Thanksgiving already?”
    We now have Winter moving out, which involved cold weather, less daylight, and cloudy days with no beautiful things blooming. Now we are moving into beautiful flowers starting to bloom and farmer’s fields and our personal gardens getting planted. Because of all these things starting to occur, we have many things to be thankful for.
    Now, what is the importance of being grateful you ask? According to Michael McCullough, he states that there are 3 reasons why people should be thankful. The first is as a “moral barometer”—that is, an indicator that something has changed in the relationship between the giver and the receiver of a gift. “Gratitude causes people to take note of benefits they’ve received from others, to acknowledge them, and to attempt to repay with similar kindnesses in the future,” McCullough explains.
    The second possibility is that gratitude motivates people to “pay it forward”—that is, to bestow favors onto third parties.
   Lastly, “Gratitude has helped our ancestors be able to convert relationships with strangers or distant acquaintances into friendships,” says McCullough. A stranger thanked for his actions may someday become a confidant.
    Take time out of each day to find something to be thankful for. By doing this, it will change your thinking and you will find yourself becoming more happy. When you begin to do this every day, you will find yourself looking for the good in your day. Finding gratefulness and thanksgiving is a rewarding experience. Have fun on your journey to thankfulness!!

~ Meredith McDowell, Intern Therapist

HainA

From Our EAP...
Boosting Employee Morale (With No Budget!)

High morale reduces turnover, improves performance, creates loyalty, and generally makes for a more pleasant work environment.  Nothing makes a manager’s job easier than supervising a group of people who enjoy coming to work.
    What many managers don’t realize is that the best ways to boost morale are free.
    Multiple surveys show that wages and benefits rank relatively low on the list of things that influence employee morale.  So what does influence it?  You. An employee’s relationship with his supervisor is a prime determinant of job satisfaction. Here are some cost-free ways to start building morale today:

1 Encourage open communication and allow for respectful disagreement.  Make your expectations clear.  Share information, future plans, and company direction.
2 Solicit advice and input on changes, procedures, or plans that affect your employees.  Pull opinions from timid employees by asking direct questions like, “Brad, what are your concerns?” and “Cheryl, do you have anything to add?”  Admit that you sometimes make mistakes and don’t always have the right answers.
3 Give frequent feedback.  Report the wins as well as the losses. Tell your employees what they’re doing right as often as you tell them what they’re doing wrong.  Use an outstanding performance as an example of how to do things the right way.
4 Praise your employees publicly for their successes.  Praise them to others when they’re not around to hear it.  There’s no greater compliment than hearing from a third party that someone has been saying good things about you.
5 Concentrate on helping employees learn and grow from their mistakes rather than on assigning blame.  Create a culture of continuing education.  Admit that you also have room to grow.
6 Manage disruptive employees.  One person can poison an entire culture if left unchecked. Start by addressing the disruptive employee’s concerns.  If you can’t come to a mutually satisfactory solution, termination may be necessary.
7 Discipline privately and discreetly.  Don’t allow disciplinary action to become personal.  Be brief and to the point, and then let it go.  Never humiliate or demean an employee.  Never bad-mouth your employees to others.
8 Build trust by backing your employees, protecting their interests, and shielding them from unfair criticism.  
9 Address employee concerns promptly, and give verbal status reports on issues that you are still working to resolve.  If you can’t resolve an employee concern, be up front about why. It’s important for employees to know that you didn’t forget about them due to lack of interest.
10 Use small perks like allowing an employee to knock off work a few hours early after completing a big project.  This reinforces to employees that hard work is recognized and appreciated.
11 Learn something about each employee’s personal life and show an interest in it.  Share some part of yourself with them.  Loan an employee one of your favorite books, share a recipe, or swap tips on the best places to shop.
12 Give employees control over their work space, desk, decorations, lighting, and other small matters.  Everyone needs an occasional win.

Developing good employee morale is a matter of developing your own personal and managerial skills.  Employee morale, your own included, can fluctuate as workplace dynamics change over time.  View your attempts to lift morale as an ongoing process rather than an ending point.  No one gets it right all the time, but the more thought and effort you put into it, the greater your success will be.

~ Anna Hain, EAP Coordinator

Family Resources Highlights!

Emerton Seanne

 

Seanne attended a workshop on Alzheimer's Care. The Alzheimer's Care Organization in Nebraska, in conjunction with Methodist Hospital in Omaha, hosted the event.

 

Ryan Linda

 

Linda Ryan attended a workshop entitled EMDR Therapy Unchained: Breaking Free from EMDR training rigidity. The workshop was in Kansas City at Avila University over March 13 and 14. The presenter was Roy Kiesslin. The workshop transformed conceptual elements into practical application.

JMcCasslin

 

Jessica McCaslin set up a booth at Mid-Plains Community College in Broken Bow for the first-ever area HELP - a Safety Day on Thursday, March 26th. FRGN sponsored a booth on depression and suicide.

 

 

JFA2015 attendees

UNK's annual Kent Estes Justice For All Conference focused on many types of addictions and coping with them. Family Resources of Greater NE, P.C. was well-represented by therapists ready to learn! From Broken Bow, therapist Jess McCaslin. From Kearney, Clinical Director Dr. Doug Tillman and therapists Leanne Elder and Dave Hoyt. From Grand Island, therapist Sarah Thibault, EAP coordinator Anna Hain, and intern therapist Meredith McDowell. We're staying on top of the research and techniques so we can bring clients the best!

meredith All of us here at
FRGN want to
wish our intern,
Meredith,
luck on her
comprehensive exams.
"Good luck, Meredith!
We know you'll do awesome!"
 

denim dayDenim Day is a campaign to prevent
sexual violence through education
and public awareness. It was 
originally triggered by the Italian
Supreme Court where a rape
conviction was overturned
because the justices felt that 
the victim was wearing tight jeans
and must have helped her rapist 
remove her jeans, thereby implying consent. Denim Day was 
developed in response to this case.
Family Resources will be participating in this event

 

 

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