When Trauma Survivors Return to Work by Barbara Barski-Carrow

Author:Barbara Barski-Carrow [BARSKI-CARROW, BARBARA]
Language: eng
Format: epub
ISBN: 978-0-7618-5030-4
Publisher: UPA

AFFECTIVE LEARNING

In a Study Circle, participants get in touch with their attitudes, feelings and preferences regarding returning TLE employees. This occurs through the dialogue, sharing, interaction and networking that is typically created among the participants. The Study Circle facilitator allows the dialogue to emerge by letting participants ask each other questions and inquiring about the extent of their own traumas.

In one session, I recall when managers were discussing performance and behavioral problems of TLE employees, they felt that these problems could become serious if the persons were not supported in the workplace. After a session, it is not unusual that a few in the group remain in the room to keep talking about how to handle a returning TLE employee.

One manager who had himself returned to work after a TLE expressed the importance of being hugged by a few people on his return and being made to feel welcomed back. He specifically mentioned the words “dialogue,” “sharing feelings,” “physical associations” and stated that all of these expressions of care meant a lot to him and felt it would mean a lot to another person in the same situation.

Affective learning is accomplished in the Study Circle sessions through interaction and discussion that allows managers and employees to become aware of each other’s perceptions and feelings.

Now, the question is: How do we set up an on-site Study Circle for managers and co-workers to help them understand traumatic life experiences and understand the emotional recovery process of the returning TLE employee.

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