Okay, I'm sure I have already asked this question somewhere before, but if you take a person suffering critical incident stress, misdiagnose them as PTSD and then plunge them into immediate trauma counselling, will you not Create a sufferer who then adopts all behaviours associated with PTSD? I have long held this belief and I have always been a true believer in the fact that we best know our own reactions - especially those of us in healthcare.
I do not agree that debriefing should cease, there are those who will benefit from a debriefing and those who will not - individuals react as individuals. I do not think that 'debriefing' should be confused with actual psychological counselling. I am a trained CISM provider, I was the only one in my class who did not view myself as a counsellor; I am simply a skilled observer armed with the knowledge of the possibilities. No more. It is not my job to 'counsel', I am not qualified to do so. This is the reason our CISM team failed - people went out on their own and began 'counselling' coworkers - messing up a couple pretty bad!
CISM and debriefing need to follow a formal structure and this is where most companies error. Instead of investing the money in a Mental Health professional on staff to guide the process and oversee the debriefings, most companies simply jump headlong into a program without proper research or training. In this same vein, they do not pay enough for appropriate EAP providers or trauma resources - don't get me started on the EAP trauma counsellor I saw. All I can say from personal experience is that I knew I needed some CBT at the 2 month mark; my counsellor did not provide this...I struggled to deal with this on my own. I wasn't so lucky and here I am still struggling with this issue. Traumatized.
I wouldn't totally discount debriefing as a risk prevention strategy however it also needs to be backed up by internal supportive strategies to assist employees dealing with complex grief and trauma.
Just my two cents. (20?) :)
I do not agree that debriefing should cease, there are those who will benefit from a debriefing and those who will not - individuals react as individuals. I do not think that 'debriefing' should be confused with actual psychological counselling. I am a trained CISM provider, I was the only one in my class who did not view myself as a counsellor; I am simply a skilled observer armed with the knowledge of the possibilities. No more. It is not my job to 'counsel', I am not qualified to do so. This is the reason our CISM team failed - people went out on their own and began 'counselling' coworkers - messing up a couple pretty bad!
CISM and debriefing need to follow a formal structure and this is where most companies error. Instead of investing the money in a Mental Health professional on staff to guide the process and oversee the debriefings, most companies simply jump headlong into a program without proper research or training. In this same vein, they do not pay enough for appropriate EAP providers or trauma resources - don't get me started on the EAP trauma counsellor I saw. All I can say from personal experience is that I knew I needed some CBT at the 2 month mark; my counsellor did not provide this...I struggled to deal with this on my own. I wasn't so lucky and here I am still struggling with this issue. Traumatized.
I wouldn't totally discount debriefing as a risk prevention strategy however it also needs to be backed up by internal supportive strategies to assist employees dealing with complex grief and trauma.
Just my two cents. (20?) :)