Session 1
- Introductions
- Brief overview of trauma
- Feedback from survey
- Exercise around what good looks like (Think/Feel/Say/Do) for a range of stakeholders to include children and families, internal partners, external partners and the workforce.
- Discussion around culture and language
- Introduce Scottish lens tool - initial discussion around emerging issues
Session 2: Organisational Culture
This session will focus on organisational culture, leadership and the participants role in creating that.
- Organisational culture definition and video
- Exercise on organisational values from individual perspective run in small groups.
- Culture of your service and organisation
- What needs to change in terms of culture in your organisation/ your team/ your service
- Group reflection and action planning
Session 3: Understanding and managing change
This session will focus on understanding and managing change and the groups leadership role in working through organisational change.
- Individual exercise around change
- Barriers and facilitators impacting on motivation to change
- Trauma informed culture and change
- GROW model
- Planning for change
Session 4: Supervision - Challenge and Support
The focus of the session is staff well-being, impact of trauma and the central role of supervision. We will link the learning from previous sessions to this session. NB time doesn’t allow detailed theoretical input on supervision, there is an assumption this is an area covered previously, our focus here is on practice.
- Presentation: Secondary / Vicarious Trauma / Compassion Fatigue / Signs of Developing Secondary Trauma / Trauma Prevention Strategies
- Exercise in small groups around what good supervision looks and feels like including barriers and facilitators
- Self-Awareness/Critical Thinking / Reflection = Reflective Practice
- Explore Lawrence Wilkes REFLECT Model
- Exercise reflecting on supervision practice using the REFLECT tool
Session 5: Process and system change
We will reflect on manager and leader’s role to bring about change, explore the bigger picture and expand thinking on capacity to influence practice and cultural change.
- Participants to share individual plan to the group
- consideration of small picture to big picture
- use of GROW model and circles of influence and circles of concern
- exercise considering big picture issues which need to be resolved as a group
- feedback regarding prioritise for change
- small group work aiming for plans to be presented for senior managers and endorsed/ sponsored for ongoing work
- 90-day action plan