A life-altering situation is an event that is strong enough to upend long-held routines and can positively or negatively impact an individual’s quality of life. Examples include a death of a family member, marriage, relationship issues, and in more extreme cases, can include natural catastrophes or intense personal losses.

Crisis intervention is an immediate acute intervention after a life-altering situation. This intervention type is focused on reducing the initial distress caused by the event to foster adaptive functioning and coping. Magellan Federal supports Federal Emergency Management Agency (FEMA) responders with onsite stress counselors to provide crisis intervention and support to FEMA employees so they can provide critical disaster response to areas in need. We have been supporting FEMA’s disaster response teams for more than 20 years.

We believe crisis intervention is critical to resilience and recovery due to the immediate intervention after a life-altering situation. Immediate intervention can help someone cope with the initial reactions of fear, worry, powerlessness, and/or hopelessness afterward. Here are some tips for normalizing and addressing these needs to improve long-term recovery.

How to Provide Assistance

It is hard to know exactly when and what to say to support someone who has experienced a life-altering situation. In our experience, it is best to reach out and offer assistance early, when the individual is most vulnerable. Here are a few steps that can help to facilitate crisis intervention:

1. Connect with them on the human level. Focus on listening with compassion and being present for the person while validating their experience and acknowledging their feelings.
2. Determine if their basic needs are being met. This includes food, water, shelter, clothing, and safety. Assess their immediate needs and connect them to available resources. Addressing immediate basic needs is a way to improve quality of life quickly while providing steps towards recovery.
3. Help them to identify additional needs they may have. Connect them with practical resources once their initial basic needs are cared for.
4. Connect them with available support resources. This can include family, friends, neighbors, and community helping resources.

How to Cope with a Crisis and Move Forward

Validate and Acknowledge Your Feelings

It is completely natural to feel overwhelmed after undergoing a life-altering event. Common reactions after a crisis can include strong emotions, numbing, and worry. It’s important to acknowledge and validate that these feelings may come and go in waves and are normal in short durations. Also, remind yourself that these feelings are an expected part of the acceptance and healing process. Identify strategies used in the past to cope, and determine if they would be helpful now.

Break Tasks Down into Smaller Actions

Recovering from a life-altering situation may feel overwhelming and insurmountable to some. The stress from a life-altering situation can affect cognitive and problem-solving abilities, and a survivor may need assistance with making appointments and completing paperwork. It’s crucial in those times to break down needs into smaller action steps. This will lead to small measures of success and increase confidence in coping.

Connect with Social Support

Social support includes reaching out to others in the community such as family, friends, or neighbors for help. It may feel challenging at first due to embarrassment, worrying about burdening others, doubting if support is available, and being too overwhelmed, but connecting with others can accelerate the healing process by normalizing a shared experience and decreasing isolation.

Practice Deep Breathing Exercises

Take time out of the day to practice calming exercises such as deep breathing. Controlling our breath allows our nervous system to regulate and emerge from a fight, flight, or freeze reaction. A simple exercise can be to inhale slowly through your nose and comfortably fill your lungs all the way down to your stomach. Exhale slowly through your mouth and comfortably empty your lungs. You can repeat this five times slowly and as many times a day as needed.

Develop a Structured Routine

Try to develop a structured routine to help with decision-making. This new routine may differ vastly from your previous routine based on new values post-life-altering situations.

Focus on Getting Adequate Sleep

If possible, try to get to sleep at the same time daily. Don’t drink caffeinated beverages in the evening, reduce alcohol consumption, increase daytime exercises, relax before bedtime, and limit naps to 15 minutes, not after 4 p.m. Giving your body and mind adequate time to rest will help fuel positive processing skills and emotional responses the following day.

Limit or Eliminate Alcohol Consumption

Substance use can lead to problems with sleep, relationships, jobs, and physical health.

Know When to Ask for Additional Help

If stress reactions persist over four to six weeks or worsen and impair functioning, it’s a sign to ask for additional help from a community counselor or therapist. It’s important to note that crisis intervention is not therapy. Therapy can help make a diagnosis and can be a long-term commitment with one identified provider with treatment-specific goals.

Acknowledging the Emotional Effects of a Crisis

Whether you were directly involved in the crisis or not, it is normal to experience waves of emotions after a life-altering event. Often, the structure, schedule, and routine in your life have been destroyed, and you are unsure where to start. It’s OK to feel powerlessness, overwhelmed, and even angry. At that moment, it may feel embarrassing or burdensome to ask for help. You are not alone. Know that there are people that can and want to help and getting help early is critical to being one step closer to recovery.

Additional Resources

• The Disaster Distress Helpline: https://www.samhsa.gov/find-help/disaster-distress-helpline
• National Suicide Prevention Lifeline: https://988lifeline.org/
• Red Cross Disaster Relief: https://www.redcross.org/about-us/our-work/disaster-relief.html
• FEMA assistance after a Disaster: https://www.fema.gov/assistance
• FEMA disaster preparedness: https://www.ready.gov/

To lead differently requires grit. In a time where “difference” is still feared and excluded, today’s executive and government leaders must harness grit—which is unwavering courage and tenacity—to model and embrace differences in leadership. Government and industry senior leaders are positioned to continue disrupting the status quo among leadership ranks by creating and cultivating space for Black, Indigenous, People of Color (BIPOC) and Asian American Pacific Islander (AAPI) individuals to lead at all levels in organizations. As a diversity, equity, and inclusion (DEI) leader at Magellan Federal, I will share why BIPOC and AAPI leaders are critical to business success and offer ways to help senior leaders diversify those who occupy leadership positions.

Why BIPOC/AAPI Leadership is Business Critical

We all can agree that our world is constantly changing. As a nation, we are more diverse than ever. Still, the group of individuals who occupy leadership positions in many industries is quite homogenous, and the absence of adequate representation across leadership tiers in industries is, unfortunately, not new. Nevertheless, in the wake of a global pandemic, political and social upheaval, and a period that is being called “the great resignation,” the call for representation among leadership has increased and intensified.

Senior leaders are having to re-examine how they perceive and practice leadership to secure the long-term success and health of their organization as employees place greater demands on them to be more diverse and inclusive among leadership ranks. While many senior leaders embrace the idea of diversity, they sometimes grapple with understanding and articulating the nuanced need for and importance of diverse leadership.

One reason more leaders from BIPOC and AAPI communities are critical to the health of organizations is because BIPOC and AAPI leaders—like other people groups—approach leadership from their own diasporic lens. Historically, mainstream leadership in our nation has been largely shaped by Eurocentric ideals, views, and experiences. However, as organizations and businesses become more and more of a microcosm of the diverse world around us, our view and expression of leadership must evolve to reflect the diverse environment in which people work.

Additionally, BIPOC and AAPI leaders are critical to long-term business health because BIPOC and AAPI communities have unique lived experiences that inform how they show up in the workplace. When people come to work, they tend to bring their values, lived experiences, and cultural roots with them to varying degrees. In organizations where difference is embraced and celebrated, individuals are more likely to share their authentic selves, which has the capacity to enrich collaboration and team environments. Moreover, when BIPOC and AAPI leaders have the freedom to lead authentically by leveraging their lived experiences, they can positively contribute to organizational outcomes by modeling and establishing the possibilities of an inclusive culture.

While there are many more reasons BIPOC and AAPI leaders are critical to the health of organizations, it is not enough to simply recognize their importance. Senior leaders must take steps to create and cultivate space for diversified leadership.

How to Diversify Organizational Leadership

For senior leaders, creating space for diverse forms and expressions of leadership will require a great deal of personal introspection along with a commitment to examine the way business is done in one’s organization. The following list is only a handful of actions senior leaders can begin to take to diversify their leadership.

1. Confront Your Embedded View of Leadership. If we are honest, many of us are still discovering and shaping our personal commitment to diversity, equity, and inclusion. Contrary to popular belief, this is good because it takes time. However, senior leaders should proactively and diligently confront their personal views, thoughts, assumptions, and ideologies regarding leadership. We all have embedded cognitive scaffolding that creates mental shortcuts to aid in quick decisions. The consistent mental effort required to work against this scaffolding is admittedly rigorous but is critical to identifying biases and errors in our thinking about leadership.
2. Examine What Behaviors and Attributes are Rewarded. When building culture, it is important to know that in many cases, what leaders reward—consciously and unconsciously—influences what is repeated in the organization. Observe how (or if) divergent, yet productive forms of leadership are positively highlighted. Take note of how the word “leader” is ascribed to behaviors. When someone offers a contrasting view, do you or other leaders verbalize their thought leadership to signal that this is a welcomed form of leadership?
3. Adopt a Positive Psychology (Asset-focus) Lens. Historically, psychology has taken a deficit or pathological view when examining and seeking to understand human thought, effect, and behavior. Such a view is also prevalent in our day-to-day endeavors. We tend to gravitate to what is deemed “normal” and reject what is “different,” leading to the tendency to want to put everyone in a familiar group to reduce their degree of difference. Senior leaders can adopt a positive psychology lens and decide to elevate and affirm differences as strengths or assets instead of requiring individuals to conform to normative or traditional forms of leading that can exclude and disenfranchise entire groups.
4. Examine Who is in Your Proximity. By nature, we tend to interact most with those who are in proximity to us. When we diversify leadership at all tiers in an organization, we diversify who is in proximity to employees. Similarly, as a senior leader, diversifying who is in proximity to you can help broaden your worldview, allow you to see and hear new perspectives, and learn about existing realities among your employees that may not have been previously apparent.

 Conclusion

Since the mid-1800s there have been major advances and iterations of leadership theory. Individuals have made it their life’s work to understand and improve how we lead, and we are making progress, but there is still much more work to do, and it requires conscious effort.

What is abundantly clear is that senior leaders who dare to lead differently are always learning how to lead more inclusively and equitably. To make strides in our diversity among leaders across government and industry, we need to remember that all people groups bring distinction to leadership that is informed by their diasporic lens and current lived experiences. Bringing the collective experiences of all people to the forefront and allowing others to lead who have historically been regulated to only the opportunity of followership, will help engage your employees, and ultimately strengthen your relationships as well as your business. It’s a win-win for everyone.

According to Gallup®, 70% of the population is struggling or suffering, and 70% of employees are not engaging at work. Investing in wellbeing at work is critical to the success of your employees and organization.

The impact of wellbeing extends far beyond how employees feel — it affects the number of sick days they take, their job performance, burnout levels, retention rates and the organization’s bottom line.

We will dive into these issues in this blog post, and you can learn by listening to the webinar recording: “eMbrace the link between employee engagement and wellbeing.”  Click here to access the recording.

Organizations should care about wellbeing

Contrary to what many believe, wellbeing is not just about being happy or physically fit. Wellbeing encompasses all aspects of our lives:  how our lives are going, feeling good about our thoughts life experiences and what is important to us.

Poor wellbeing affects employees and organizations:

• 75% of medical costs accrued are due to largely preventable conditions.
• $20 million of additional lost opportunity for every 10,000 workers due to struggling or suffering employees.
• $322 billion of turnover and lost productivity costs globally due to employee burnout.

 In contrast, employees with high wellbeing are more resilient during widespread or personal tough times, less likely to have unplanned days out of the office and more engaged than those with low wellbeing.

Traditional EAPs are not enough

Traditional Employee Assistance Programs (EAP) fall short because they average about 5% engagement and focus mainly on distressed employees. Low utilization and a reactive model leave a large gap to fill to meet the wellbeing needs of all employees. Organizations need a proactive program that benefits all employees.

Learn more in the webinar recording.

Building a thriving culture of wellbeing

Leaders that bring engagement and wellbeing together create a high-performance environment where the two inform and build on one another. Magellan Healthcare and Gallup® collaborated to create eMbrace, a fully integrated, evidence-based solution delivering improved employee wellbeing and engagement across six key areas of their lives: Emotional, Career, Social, Financial, Physical and Community.

Through eMbrace, employees and organizations can measure their wellbeing and discover where they are suffering, struggling, and thriving. Employees receive a personalized plan that guides them to services and resources to help them improve their total wellbeing and lead thriving lives.

Resources:

• https://www.gallup.com/workplace/215924/well-being.aspx
• https://www.gallup.com/workplace/320297/invest-employees-wellbeing-afford-not.aspx
• https://www.gallup.com/workplace/358082/struggling-suffering-employees-twice-likely-leave.aspx

As I entered the workforce, I was drawn to work for an organization supporting the military and their families. Magellan Federal’s founding history as a non-profit and mission focus on improving the lives of the military and their families inspired me and has kept me engaged as an employee for 22 years. Service is embedded in our culture—you are surrounded by people who are passionate about giving back to others, especially those who are connected to military service. I’m proud to be a part of an organization that attracts individuals searching for meaning and purpose in their careers, and I’d like to share how volunteering has helped me find even greater personal and professional satisfaction.

Connecting to a Cause

As a military family member myself, with personal experience in the challenges of military life, Magellan Federal was a natural fit for me. I began my career in Member Services, helping active duty, veterans, and family members understand the benefits they were entitled to. Over the years I became a military benefits expert providing guidance on topics ranging from health care, life insurance, dependent entitlements, and survivor benefits. The tragic events of 9/11 led me to my calling of working to support military survivors.

My passion for volunteerism started early on in my career at Magellan Federal (at the time called Armed Forces Services Corporation). I was fortunate to work with leaders and mentors who volunteered often and put a high value on honoring the military community by giving back. This mentality encouraged me to incorporate volunteerism into my life as well. One influential leader was a Board Member at the Tragedy Assistance Program for Survivors (TAPS) and educated our team on their mission and volunteer opportunities. I connected to the TAPS organization immediately and their noble purpose of providing compassionate care to all those grieving the death of a military loved one. I began volunteering for TAPS in the early 2000s because their mission aligned with my desire to help military survivors.

At first, I was unsure if I could make a difference by volunteering, but I soon learned that non-profits like TAPS not only appreciate but rely on any time and help that their volunteers give—whether folding t-shirts, welcoming survivors to an event, writing correspondence, or running in a 5k to fundraise. According to the Nonprofit Leadership Center as of April 2022, the estimated value of each volunteer hour is $29.95. This is a good reminder that no matter what level of service you provide, the simple act of volunteering your time brings a huge value.

The Real Reward

Volunteering for organizations whose mission I care about has given me validation as a contributor but also, I have made lifelong friends. I recognized my professional skills translated well to lending my free time to help organize and implement improvements to non-profit programs. I have volunteered over the years for my daughter’s community recreation dance program and my son’s Little League team by managing their website and programs. I volunteer annually at the Virginia Scottish Games to connect with our family’s heritage. It is very rewarding to give time to these programs that get our community active and involved in the arts, recreation, and sports. While the tangible value of volunteering to me is using my creativity and innovation for the greater good, the feel-good factor is priceless.

I’ve also found that volunteering has benefited me socially in my career and personal life. I have expanded my sense of purpose and community, improved my social skills and self-esteem, learned new skills, and developed an overall happier outlook on life.

Where to Start

Having a formal volunteer program within your organization can be extremely valuable. At Magellan, we are lucky to have a robust volunteer program that is supported at every level of the organization. Not every company has that, and that’s OK. You can start small, connect with others, encourage involvement, and get more organized around your activities. I think you’ll find that volunteering is contagious and can help spread a culture of caring within your career as well as your community.

Through our Magellan Cares Foundation, qualified charity donations made by staff are eligible for matching funds. Full-time employees are also eligible for 8 hours of volunteer time off—paid leave for volunteer activities. We also have a central portal where our employees can record volunteer hours, connect with other givers, and search for or organize events. I love that Magellan makes it easy for employees to give back and encourages us to deepen our ties to the communities we serve.  As another great mentor once said, “working and leading with a servant’s heart will give you and your team fulfillment.”

I think we could all use a little more of that in our lives.

Article originally published on MFed Inform.

References

• https://www.indeed.com/career-advice/career-development/what-are-benefits-of-volunteering
• https://nlctb.org/tips/value-of-volunteer-time/?gclid=EAIaIQobChMIjIzsyOOC-gIVA-TICh3b9gi1EAAYASAAEgK4o_D_BwE
• https://hbr.org/2021/01/volunteer-programs-that-employees-can-get-excited-about#:~:text=Many%20studies%20have%20shown%20that,they%20performed%20on%20work%20tasks.

What is it and how to get started

Mindfulness has become a popular topic over the last decade, and for good reason. A growing body of research is showing incredible health, performance, and relationship benefits to adopting the practice. But what exactly is mindfulness and how does one practice it?

Mindfulness is a particular way of focusing on the present moment without judgment. It is a skill, a practice, and a state that helps counteract our brain’s natural tendency to time travel back into the past or ahead into the future. Being in the present moment more often is what enables us to build meaningful relationships and perform at our best.

Unfortunately, most of us are more familiar with not being in the present moment. Research suggests we spend nearly 50% of our time thinking about something other than what we are doing. It’s when you arrive home from work excited to see your family and just as you sit down at the dinner table you remember an email you forgot to reply to and suddenly you’ve missed your kid sharing the best part of their day. Or it’s the moment you’re at work trying to focus during a meeting and your mind wanders back to an argument you had with your spouse that morning. It can also be the moment when you are sitting down to finish a report, but you begin daydreaming about your upcoming vacation. And it’s a hundred moments in between.

Understanding Mindfulness
Mindfulness is the practice of catching our minds when they wander and intentionally bringing them back to where we are—put simply: it’s the practice of being present. The more we practice, the more quickly we’re able to reestablish our mind in the present moment before it impacts relationships or performance.

To be truly mindful is to be able to recognize as your mind wanders away from the here and now, accept the wandering, and recenter your mind back to the present to be where your feet are.

Mindfulness has a long and rich history dating back more than 2,500 years. While this may activate images of ancient monks in stillness and solitude, in the last 15 years, an enormous amount of rigorous research has been conducted supporting the benefits of a mindfulness practice—many that are particularly relevant to thriving in our fast-paced, always-on culture.

Mindfulness Benefits
Mindfulness has been shown to act as a buffer against cognitive anxiety, improve memory and learning, improve sleep, and reduce fatigue. It is also associated with increased frequency in optimal performance states, improved performance in high-intensity contexts, and better regulation of emotion and stress. Importantly, these benefits can be realized without spending hours upon hours a day in silent meditation. Mindfulness training research suggests that 8-20 minutes a day is all you need to see meaningful benefits. If you want a more exact prescription, Dr. Amishi Jha, one of the leading mindfulness researchers, has determined that 12 minutes a day, five days a week is the most effective “dose.” It balances what time-pressed people will actually commit to and it benefits their attention.

Getting Started
Magellan Federal is the world’s largest single employer of professionals with specialized training in performance psychology coaching. Our cognitive performance coaches have delivered education and training to more than 2.7 million within the Army population in the past five years. Here are some simple exercises our coaches teach to help build positive mindfulness habits:

• Practice 1 minute of mindful breathing. Set a timer for one minute and simply turn your attention to your breath. What does it feel like to inhale? What does it feel like to exhale? Try pausing at the top and bottom of each breath. If you find 1 minute too easy, aim for 3 minutes or more.
• Practice mindfulness during everyday activities. For example, while washing the dishes focus on the temperature of the water, the slipperiness of the soap, the sound of the dishes. Every time your mind wanders to something else (as it naturally will), gently guide it back to the dishes. Surprisingly, even for menial tasks like dishes, people who focus on the task, instead of daydreaming, report greater levels of happiness.
• Conduct a brief body scan. Find a quiet place to sit, start with a few mindful breaths, and then turn your attention to your body. Start at the top of your head and work downward, just noting what your body feels like. Don’t get stuck in any particular place; just notice comfort or discomfort and move on until you get to your toes. Finish with a few mindful breaths.

Know that as you try any of these activities, your mind will wander; it is completely natural. Mindfulness is the practice of gently bringing your mind back to your target. Each time your mind wanders, think of it as a repetition to strengthen the skill of returning to the present moment.

Making it Stick — Find or Build a Community of Support
Like most new habits, developing a mindfulness practice can be tricky. Research has shown that learning with and from others on a similar path has a staggering effect on success.

Magellan Federal believes in a human-centered approach when building new habits like mindfulness. We are currently developing a solution that models the success we have found through our work with the Army, which will incorporate live coaching sessions and a community of support to further enhance successful habit change. Finding or building a group or partnership that supports your mindfulness goals and offers encouragement and motivation along the way will make you more likely to succeed in creating mindfulness habits that stick. You might consider adding a mindful minute with your family before dinner, starting a team meeting with a mindfulness practice, or finding your own unique way to build community around mindfulness practice.

Learn More
Magellan Federal’s holistic approach seeks to help people not only improve performance, but health, relationships, and culture—and mindfulness is a key piece of the puzzle for many people. If you are Interested in starting a mindfulness practice or connecting to a community of support, contact us today.

Article originally published on MFed Inform.

The destruction left by Hurricane Ian back in September serves as a reminder that times of crisis can often occur quickly with little or no warning. During these events, parents may be coping with children who feel increased worry and anxiousness. Parents and professionals can help by providing guidance on how to develop an at-home safety plan for times of crisis. Supplying children with the knowledge of what to do if an emergency occurs can reduce feelings of anxiety and provide them with a better sense of control in an uncontrollable situation. Below is guidance that our Military and Family Life counselors share with parents.

Emergency Plan Directions

• Designate a general meeting place. Establish an agreed-upon safe place to meet if a parent will be unable to pick the child up from school or will not be at home. This could be a neighbor’s house or community meeting space. Children should be reassured that the adult they are with is aware of the plan, and the parent will meet them at the arranged meeting location.
• Create an emergency backpack. The backpack should have items the child may need in the event of a crisis, specifically, items necessary if an adult was unavailable at the time of the crisis.
• Compile a list of all emergency phone numbers. These numbers should be programmed into a child’s phone, if they have one, written down at home, and placed in the emergency backpack.
• Create a social media plan. Social media sites can be very effective in times of crisis. Discuss what social media site(s) will be used for family communication and information if cell service is down.
• Develop plans for the natural disasters most likely to occur in your area. These plans could include backup locations to go in case the family must leave their home, such as a relative’s house, a community shelter, or another designated safe place.

For even more tips on preparing an emergency plan, refer to the “Make a plan” section of  Ready.gov.

Crisis Conversation Tips for Parents

In addition to creating an emergency plan for their home, parents will also need to discuss crises and other traumatic events, such as natural disasters, with their children. It can be difficult to know how to approach those topics or what to say that will be helpful. Below are tips for engaging in these conversations (Psychology Today, 7.26.22).

• Keep words and language child-friendly and age appropriate.
• Initiate the conversation in a calm manner.
• Leave time for the child to ask questions and remain silent during their questions or requests for clarification.
• Ask if they have any worries about a particular situation.
• For even more tips on preparing an emergency plan, refer to the “Make a plan” section of ready.gov.

Creating an emergency plan and having open communication about this topic can benefit both the child and adult and may reduce feelings of anxiety in the child.

There are numerous studies looking at risk factors related to suicidality. In mental health-related training and educational textbooks, lists are presented on the contributing risks for, and protective factors against, suicide. In this article, I’d like to bring attention to one of those items in particular and share a brief synopsis of a scientific experiment.

About 70 years ago in the mid 1950’s, Dr. Curt Richter conducted a series of experiments on rats. No, this is not related to suicide directly, but read on, you’ll see the connection at the end.

Remember, I’m “making a long story short” here. In the series of experiments, a research team placed wild rats in buckets of water where they had no opportunity to escape. Understandably, the rats gave their swimming best to keep afloat and survive, but after a few minutes the rats looked like they were about to drown due to exhaustion and being unable to continue swimming. The researchers rescued them right before drowning. The rats were held, dried up and helped to recover. The researchers then placed the same rats back into the bucket of water.

Knowing that the rats had just swam to near death by drowning due to exhaustion only a few minutes earlier, the researchers would’ve thought the rats would reach that level of exhaustion and feeling of “I can’t swim anymore, I’m drowning” much sooner than the last time which had only lasted no more than 15 minutes.

But this second time around, these same rats kept on swimming for hours!

Having tried to account for a physiological explanation unsuccessfully, the researchers came away with postulating that the outcome was best explained by the psychological state of the rats rather than their physiological state. Sort of like, “mind over matter.”

What had changed to account for the hours of swimming was the fact that the rats experienced being rescued and cared for the previous time. They had developed an optimistic expectation of a positive outcome, namely, hope–a positive belief in their future that “we just have to keep on swimming to stay afloat until we are rescued again.”

That’s what made the rats not give up and keep on fighting (swimming) for hours. It was hope!

Now you see the answer to the title question of this article “What’s hope got to do with it?” and why having hope versus hopelessness plays a role in suicide prevention.

Putting aside the inhumane nature of how some studies were conducted 70 years ago, it is well understood that the lives of rats are much different from those of human beings.

In a vacuum, one cannot draw a simple line between this experiment and the human experience with its intricate relationships of stressors and complicating factors such as trauma and addiction.

With or without the presence of addiction, frequently there is a loving caretaker who is also fatigued. Hence, the importance of involving professionals, not only for the person who is dealing with depression, suicidality, trauma or addiction, but also for the caretaker of that person.

Having hope, a belief that things will get better and a future-oriented optimism for “better days ahead” are protective factors against suicide, whereas the opposite–hopelessness–is a contributing factor to suicide.

Fleetwood Mac exclaimed “Don’t stop” (thinking about tomorrow) in 1977. Gloria Gaynor added “I will survive” in 1978, and Journey chimed in with “Don’t stop believing” in 1981.

Perhaps famed author F. Dostoevsky said it best a century earlier, “To live without hope is to cease to live.”

Additional suicide prevention resources and support

On September 22, Magellan Healthcare hosted a webinar, “The role of mental health recovery in suicide prevention,” for Suicide Prevention Awareness Month. I participated on the panel, along with Dr. Pratt, Dr. Williams and Stacey Volz, who shared her inspiring recovery story from mental health challenges and multiple suicide attempts.

Watch a recording of the webinar as we share our knowledge and personal and professional experiences in addressing mental health and substance use challenges to prevent suicide: https://www.magellanhealthcare.com/event/the-role-of-mental-health-recovery-in-suicide-prevention/.

Visit Magellanhealthcare.com/Prevent-Suicide for more information and materials to learn more and spread awareness about suicide prevention.

Since joining Magellan Health over a year ago, Karen Riccardi has been a part of developing various behavioral healthcare products aimed at helping people to live healthy, vibrant lives.  As senior product development manager, Riccardi’s main responsibility involves the development of behavioral health products and solutions that positively impact the lives of others and drive growth for the company.   Some of the products she has worked on include Magellan Healthcare’s Digital Emotional Wellbeing tool, Senior Assistance solution, and Collaborative Care product.  Riccardi, who is a Licensed Professional Counselor based in Virginia, discusses the products she is working on below.

What sort of cool, innovative projects are you currently working on?

Most recently, I have been working on the implementation of our Collaborative Care Management solution that increases access to behavioral health screening and care for low to moderate-risk behavioral health conditions within the primary care setting.  By using NeuroFlow’s technology and Magellan’s clinical management, we can improve medical and behavioral health integration.

I’ve also been working on the launch of our new Senior Assistance solution powered by DUOS. Senior Assistance helps address older adults’ social determinants of health (SDOH) needs and assists them in aging independently in their own homes by building long-term, high trust, one-on-one relationships with a personal assistant called a Duo.  Our pilot last year successfully addressed 93% of members’ SDOH needs.

There have been several other innovative products and projects I have had the chance to work on, including the development of the Wellbeing Navigator, which provides one-on-one support and guidance for employees and their household members with complex life concerns, the launch of eMbrace, Magellan’s evidence-based solution that supports members’ wellbeing, and development of a suicide prevention solution that includes education, awareness, tools, resources, and addresses other health issues such as substance use and teen mental health.

Why is Magellan Health the best place to develop these projects?

Magellan has a long history of behavioral health innovation and is well known in the behavioral health space.  The history and knowledge, along with leaders who encourage us to be creative and explore new, innovative solutions, make Magellan the best place to develop products that benefit the lives of our members.

What are your thoughts Magellan’s culture and how has it impacted your projects?

Everyone at Magellan is here because they want to make a difference and are dedicated to the work they do. It is energizing to work with coworkers who are passionate about what they do.  This makes working together easier and allows us to come together as a team.

What exciting trends have you noticed in the healthcare industry? In what direction do you see healthcare going? What lessons are there to learn from other industries that can be applied to healthcare?

There has been increased recognition of the importance of mental health and how it is a vital part of one’s wellbeing.  Telehealth and digital tools have proven to be effective means of treatment and are helping to address accessibility to providers.  Individuals have more choices today on how they want to receive behavioral health care, allowing them to be more in control of their healthcare.  It is vital we continue to focus on products and solutions that are high quality, demonstrate positive outcomes, and provide an exceptional patient experience. Individuals need to feel comfortable in seeking behavioral health care when they do not feel well mentally.