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I feel like the work that we have been doing in trauma-informed, but we just haven't called it that, so it has been dismissed or overlooked, and no place to uplift it. 

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I feel like the work that we have been doing in trauma-informed, but we just haven't called it that, so it has been dismissed or overlooked, and no place to uplift it. 

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Building off last comment, there is separation between the SHIP work and staff and non-SHIP work/staff.

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Building off last comment, there is separation between the SHIP work and staff and non-SHIP work/staff.

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There seems to be a norm in OSHII spaces that centers SHIP related work. This norm means that non-SHIP centered work in OSHII isn't always incorporated as well as it could be.

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Urgency culture that is perpetuated and sustained from the top- commissioner and executive leadership.

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Urgency culture that is perpetuated and sustained from the top- commissioner and executive leadership.

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No input from employees on changes in processes 

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No input from employees on changes in processes 

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No transparency or levels of accountability for HR/ bureau level leadership

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No transparency or levels of accountability for HR/ bureau level leadership

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The onus for building trust always seems to fall on program staff whenever there's new leadership. Finding the time to educate up and build trust takes time and adds to our already overflowing plates.

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The onus for building trust always seems to fall on program staff whenever there's new leadership. Finding the time to educate up and build trust takes time and adds to our already overflowing plates.

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Having an optional monthly "trauma informed" session... to keep the energy/focus on what we have learned.  How to apply it.  

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Having an optional monthly "trauma informed" session... to keep the energy/focus on what we have learned.  How to apply it.  

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The CS/Context and Settings team meetings have been so helpful.

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The process for getting a venue to hold meetings and conferences.  Process is not clear and takes way to long....

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The process for getting a venue to hold meetings and conferences.  Process is not clear and takes way to long....

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Centralizing OSHII with CHD with processes and procedures

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Centralizing OSHII with CHD with processes and procedures

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People have thoughts and feelings about SHIP, planning etc. and we are not creating space for these thoughts and feelings outside of the structured planning process.

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People have thoughts and feelings about SHIP, planning etc. and we are not creating space for these thoughts and feelings outside of the structured planning process.

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Identifying thorns in order to call them out and turn them into buds - first step in the process

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Identifying thorns in order to call them out and turn them into buds - first step in the process

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OSHII is doing a lot better collaborating with each other.

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OSHII is doing a lot better collaborating with each other.

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While we're working to reduce urgency culture and redundancy, new agency leadership often (likely unintentionally) perpetuates urgency culture and adds to the bureaucratic layers

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While we're working to reduce urgency culture and redundancy, new agency leadership often (likely unintentionally) perpetuates urgency culture and adds to the bureaucratic layers

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Not knowing if we are going to get funded every two years or through CDC grants and how that affects our jobs and our stress levels.

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Agreement to have less mtgs during SHIP 6 planning period.  

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Agreement to have less mtgs during SHIP 6 planning period.  

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Staff that are seasoned and have been through the wringer and are still here trying to make things better

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Staff that are seasoned and have been through the wringer and are still here trying to make things better

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My co-workers.

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Processes that are out of our control...or we start with a frame and then the "approval" chain throws a wrench in it.

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Processes that are out of our control...or we start with a frame and then the "approval" chain throws a wrench in it.

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Resolve / State of Minnesota (mn.gov)

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Resolve helps employees at all levels develop interpersonal skills needed to be successful in the workplace. We welcome leadership, unions, teams, and human resources to contact us for:

Coaching regarding employee and team productivity and behavior

Guidance for challenging and sensitive situations

Critical incident response and management

Guidance and training to support healthy workplace culture

Consultations

We assess areas of concern and opportunities for growth. Subjects include:

Interpersonal Skill Development

Team Dynamics

Individual Employee Concerns

Navigating Change

Communication Skills

Conflict Management

Leadership Dynamics

Stress and Resilience

Mental Health

Substance Abuse

Workplace Violence

Critical Incidence Response

Facilitation

Facilitate discussions among two or more staff in order to improve collaboration and communication.

Leadership Coaching

Develop your skills as a leader through one-on-one sessions using specific challenges you currently face.

Consultants

We bring a mental health perspective to workplace effectiveness and satisfaction.

Critical Incident Response

In the event of a workplace incident such as injury, illness, death, or natural disaster, Resolve consultants can provide timely support to your team and leaders as you navigate the turmoil associated with the incident.

Learn more about Critical Incident Response.

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RFP Process - Prior to Contract and Grant Process

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RFP Process - Prior to Contract and Grant Process

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Lack of feedback mechanisms or spaces for discussion.

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Lack of feedback mechanisms or spaces for discussion.

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Creating a culture and language around these trauma informed principles!

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Always working on urgent projects

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check ins and ice breaker

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Supportive co-workers that truly care about me and my well-being

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Supportive co-workers that truly care about me and my well-being

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Incorporating Rose and Thorn

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OSHII overall working on how we can work together and establish norms of collaboration and on our culture overall.

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New staff, and the energy they bring, to unit and programmatic conversations! 

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New staff, and the energy they bring, to unit and programmatic conversations! 

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Lack of consensus around definitions and outcomes

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Lack of consensus around definitions and outcomes

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incorporating reflective practice

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The process of SHIP 6 planning.

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Shifting the meeting culture and continuing to work on how we can manage workload.

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The norm that you can use sick time for a "mental health" day or time - I'm hearing that's not a norm across the agency - so I appreciate that about OSHII

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QI on improving Grant and Contract Process

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QI on improving Grant and Contract Process

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It still feels against the norm to take mental health days when there's so much that needs to be done.

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Having a cross-bureau energy/focus on creating inclusive language as our standard, including weight-neutral language. Excited to see how that will change the narrative of shame around body size.

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Having a cross-bureau energy/focus on creating inclusive language as our standard, including weight-neutral language. Excited to see how that will change the narrative of shame around body size.