Finger Lakes Resiliency Network

The Finger Lakes Resiliency Network (FLRN) utilizes a three-phase trauma-informed learning community that provides consultation, training, and support. With a focus on leadership buy-in, FLRN supports participating partners through a journey along the trauma-informed continuum, moving their culture from trauma-informed to trauma-sensitive, and ultimately healing-centered. This combines a cumulative curriculum map, from the Substance Abuse and Mental Health Services Administration, delivered through workshops and organization-specific coaching sessions guided by the work of the Institute on Trauma and Trauma-Informed Care.

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Types of Trauma

  • Domestic Violence

  • Early Childhood Trauma

  • Medical Trauma

  • Natural Disasters

  • Neglect

  • Physical Abuse

  • Refugee Trauma

  • School Violence

  • Sexual Abuse

  • Terrorism

  • Traumatic Grief

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Effects of Trauma

Trauma can affect a person’s functional ability - including interacting with others, performing at work, and sleeping - and contribute to responses - including isolation, anxiety, substance abuse, and over eating or under eating - that can increase health risks.

10 Key Development Areas (based on SAMHSA)

Leading and Communicating

  • Having leadership/administration exhibit and foster buy-in, investment, and consistent messaging around importance of this work

  • Establishment of a Core Implementation Team (CIT) leading the change process

 Training the Workforce (Clinical and Non-Clinical)

  • Creating a realistic and sustainable plan for providing ongoing trauma-informed education and training to ALL levels of the organization

Establishing a Safe Environment

  • Taking a deliberate look at the environment and atmosphere of the organization/system to ensure that physical space, aesthetics, and culture are trauma-informed and trauma sensitive.

Treating Trauma

  • Having on-site, trauma-specific treatment interventions or accessible referrals in place for individuals who are seeking treatment for their trauma.

Reviewing Policies & Procedures

  • Confirming that all policies, procedures, and protocols are written and conducted in a way that is in line with a trauma-informed and trauma-sensitive approach.

Hiring & Orientation Practices

  • Ensuring HR practices are conducted in ways that are trauma-informed and trauma-sensitive

Addressing the Impact of the Work

  • Increasing workforce awareness of how to prevent/manage secondary traumatic stress, vicarious trauma and compassion fatigue

  • Implementing organizational/system structures to help support workers and promote self-care, vicarious resilience/vicarious post-traumatic growth

Screening for Trauma

  • Deciding whether screening for trauma and/or adversity is appropriate in the organization/system

  • If so, what tools, resources and follow-up structures are in place to do so

Collaborating with Others (Partners and Referrals)

  • Building on and/or creating mechanisms with partner organizations/systems to collaboratively ensure trauma-informed networks, communities, and systems.

Evaluating and Monitoring Progress

  • Putting mechanisms in place to evaluate and monitor trauma-informed organizational change

  • Tracking and measuring impact on the organization/system in relation to outcomes