Sunday, October 22, 2017
New Website
Friday, July 15, 2016
New mobile phone number
Tuesday, March 10, 2015
Three ways to happiness
Tuesday, January 27, 2015
Signs and Symptoms of Depression
Behaviour
- not going out anymore
- not getting things done at work/school
- withdrawing from close family and friends
- relying on alcohol and sedatives
- not doing usual enjoyable activities
- unable to concentrate
Feelings
- overwhelmed
- guilty
- irritable
- frustrated
- lacking in confidence
- unhappy
- indecisive
- disappointed
- miserable
- sad
Thoughts
- 'I’m a failure.'
- 'It’s my fault.'
- 'Nothing good ever happens to me.'
- 'I’m worthless.'
- 'Life’s not worth living.'
- 'People would be better off without me.'
Physical
- tired all the time
- sick and run down
- headaches and muscle pains
- churning gut
- sleep problems
- loss or change of appetite
- significant weight loss or gain
Thursday, January 22, 2015
My Declaration of Self esteem
Sunday, January 5, 2014
Autobiography in five chapters
Friday, August 16, 2013
The Journey
Wednesday, April 17, 2013
Workshop Review
Friday, March 30, 2012
Counsellor Waterford
Tuesday, November 15, 2011
IACP Workshop Review Publication
REVIEW
Title: South East Regional Critical Incident Stress Debriefing (CISD)
Venue: Brandon Hotel, New Ross, Co. Wexford.
Presented by: Peter Ledden RPN MIACP MLBCAI Director of Abate Counselling and EAP Limited Dublin. Accredited Supervisor IACP LBCAI.
Date: 15th May 2010.
Peter began this very interesting and informative presentation with a brief history of Critical Incident Stress Management (CISM) and the ABATE organization. He defined critical incidents as very traumatic incidents which “are unusually challenging events that have the potential to create significant human distress and can overwhelm one’s usual coping mechanisms.” Peter adds that this occurs temporarily following the incident and that individuals can be assisted with early intervention. Peter stressed the importance in CISD of being a Manager first and a Counsellor second. Practical issues have to be dealt with first and this demands assessing, planning, implementing and evaluating. Critical Incidents which Peter has assisted with include the Dublin Bus crash on Wellington Quay in 2004, the Asgard sinking, the Aer Arann plane crash in Connemara and the recent Dublin Street Riots.
Defusing and Debriefing are two techniques which are used in CISM. “Debriefing (CISD) is a structured, small group crisis intervention process”. The goal is to lower tension and mitigate a small group’s reaction to a traumatic event. It should only be attended by people who were directly involved with the critical incident. Individuals should be grouped according to their involvement where possible e.g. all fire personnel together, and he stressed the importance of not leaving anyone out. CISD is usually provided between 24 and 72 hours after a traumatic event. However, CISD is not professional counselling nor a treatment for post traumatic stress disorder.
Defusing is a shortened version of the debriefing, provided within hours of a traumatic event. It usually takes 20 – 45 minutes, whereas debriefing usually takes 2-3 hours. Defusing must be provided within 8 hours of an incident, and ideally within one to two hours after the incident. Defusing must be conducted by trained CISM team members only.
Peter presented the SAFE-R Model (G.S. Everly 1995) of CISD which involves:
1. Stabilising the situation.
2. Acknowledging the crisis.
3. Facililitating understanding
4. Encouraging effective coping techniques.
5. Restoration of independent functioning.
The documentation provided by Peter describes the impact of acute stress after a critical incident. According to this there are three phases in the process leading to recovery:
The acute stress phase “begins at the moment of the impact of the critical incident and most of the common symptoms of acute stress manifest within the first twenty-four to thirty-six hours. Although this is the briefest phase, it is also the one that causes the most distress”. There are physical responses, psychological responses, emotional responses and behavioral responses. We experience the world through the five senses and smells that people smelled at the time of a critical incident can have the power to re-activate or re-trigger the feelings that were experienced at a later time. It is helpful to explore this.
“The awareness phase follows the initial overwhelming shock and may last for just a few days. However, the timing of any of these phases is dependent of the severity of the critical incident and the individual’s unique response to loss and acute stress”.
The re-entry/integration phase is a time for cognitive reframing if useful to facilitate closure, and to foster group cohesion if necessary. A person may wonder “how long will I feel like this?” and this is a good time to discuss this. It is helpful to end on a positive note on how well they dealt with the situation to safely land them back in a better frame of mind than when they came in.
“People usually begin the process of acceptance and integration within three to four weeks after the critical incident and gradually begin to know that they can not change what happened but they can find the strength and courage to learn to live with what happened and ensure that unnecessary side effects are prevented.” Peter used the phrase “Beehive Effect” to describe the collective unconscious defense mechanism soemtimes exhibited by emergency services when they close ranks as a group after dealing with a critical incident.
Peter was very skillful, clear and easy to listen to and covered a lot of very useful material during the workshop.
In the afternoon ten volunteers from the group took on the roles of people affected by a workplace trauma and enacted a debriefing. This was very skillfully managed by Alice McLouglin in her role as the debriefing manager.
Peter said that he is passionate about this work and this was very clear to all of us. Peter finished the workshop with a feedback session from the group. Peter’s clear and detailed presentation was appreciated by all of the group.
Monica Jackman M.I.A.C.P.
Friday, August 12, 2011
COMMUNICATION
Tuesday, May 10, 2011
GRATITUDE
| Developing a Habit of Gratitude and Appreciation Bill O'Hanlon, www.billohanlon.com |
There are three types of appreciation: 1. Highlighting Gratitude to Oneself: Note to oneself things that one can be grateful for on a weekly basis 2. Savoring: Note to oneself or others what one appreciates aesthetically, like a beautiful sunset, a good meal, and so on 3. Expressing Gratitude to Others: Express appreciation to those people one values and is grateful to Noting to oneself the things one appreciates Some people do this daily, some people do it weekly, but developing a habit of gratitude and appreciation can be helpful. One could note the things one appreciates about the day or the week as a way to do this. One could also focus on the people one appreciates. One could also note the things that others are struggling with and use that as the basis for appreciation and gratitude. Things like hearing about or noticing that others don't have enough to eat, don't have a place to live, are dealing with with serious illness or loss and so on. Savoring the present This usually involves attending to your sensory experience (sights, sounds, smells, touch and tastes) in the present. Another element of savoring is not to multi-task. Do and notice just the thing one is involved in or doing. This might mean turning off the television or not reading while you are eating and instead focusing on the taste, texture or smells of the food you are eating. Expressing gratitude to someone Positive psychology researchers usually recommend writing a "Gratitude Letter" to someone to whom you are grateful and have never fully expressed your appreciation. They also recommend you be present when the person reads the letter. If that's too difficult, they suggest being on the phone or on a Skype video when the person reads the letter. Try writing your own gratitude letter to someone. Be as specific as possible about the things you are grateful for and appreciate about them and/or what they have done for you. |