Dr. Natasha Milatovich, EdD., MBA, MHRM, SHRM-SCP

September is National Suicide Prevention Month. Thank you Katrina Domingo, PsyD for nominating subject matter expert, Terra Morais, Psy.D., provide insightful tips for suicide prevention. Dr. Morais has worked for Kaiser Permanente for 9 years, and has been manager of its Psychiatric Consultation Service for 2 years. She has specialized training in the treatment of psychiatric emergencies in children and teenagers. We all have times when we feel sad or overwhelmed. For some people, these feelings can become so strong that they have thoughts of ending their life. Suicide is a leading cause of death in the United States and has been on the rise across all groups for years, but we can take steps to help prevent it.   SELF If you are having serious thoughts that you or your loved ones would be better off if you were dead, the most important action you can take is getting immediate help. You can call or text 988 to talk to someone who knows how to keep you safe. If you notice yourself having these thoughts occasionally, or find yourself feeling hopeless, here are some steps to help prevent those thoughts from getting worse: 1. Tell someone you trust how you are feeling. This can be scary, but it the people who care about us want to help us feel better and can be devastated by the thought that they could have helped if only they had known how their loved one was feeling. 2. Prioritize your sleep and reducing stress in any way you can. Lack of sleep contributes to problems with mood, thinking, and emotional regulation. 3. Make a plan to do something enjoyable with a loved one and ask them to help you stick to it. Research has shown that social connections and responsibilities are highly protective factors in preventing suicide deaths. OTHERS Here are some warning signs that someone may be having thoughts of suicide: https://lnkd.in/dyz2BZsd If you notice worrying changes in someone you know, here are a few ways to help: 1. Ask them if they have been feeling like hurting or killing themselves. Sometimes people worry that asking will “put the idea in someone’s head,” but in fact people struggling with thoughts of suicide are usually relieved that they can talk about it. 2. When someone tells you about their thoughts of suicide, listen without judgment or argument and ask if they want assistance reaching out for help. You can call or text 988 with them or make sure they have the number.   RESOURCES The National Suicide Prevention Lifeline (24/7 toll-free suicide prevention service): Dial 988, https://988lifeline.org/   Suicide Prevention Hotline in Spanish: 1-888-628-9454, https://988lifeline.org/   LGBT Youth Suicide Hotline: 1-866-488-7386, or text START to 678-678, https://lnkd.in/d656hGQy   The Crisis Text Line: Text "HOME" to 741741 for free, 24/7 crisis support #suicideprevention #suicidepreventionawarenessmonth #TPMG #DSA #health #wellness #leadership #tips #support

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Do you have colleagues who constantly blame others and seem to be the ‘perfect’ employee? And they paint a ‘story’ to others that they are the victim? The way to break out of this victim mind-set is to stop blaming others, and instead, take ownership of your time and take responsibility for changing yourself. Become aware of how you respond when your time investment becomes misaligned with your priorities. Do you always look for someone to blame? My boss always gives me too much to do. Do you pity yourself? Poor me, yet another stressful day. I’ll get some ice cream to make myself feel better. Do you reject advice or suggestions? How dare my wife suggest I could work differently to get home earlier. That’s just not possible. Do you ever say no to a new project? Do you ever set boundaries? Do you ever ask for support?

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How do you view the inevitable march of time? Research suggests your perspective might be more powerful than you think. People with positive aging expectations not only rate their cognitive function better but also report less perceived cognitive decline. This is #WellbeingWednesday let's all ditch stereotypes on aging. As I approach 2025, a milestone year marking my 50th trip around the sun, I'm embracing this new chapter with intention and optimism. My celebration plans: Running, martinis, reading my horoscope, and yes – writing my obituary. Not out of morbidity, but as an exercise in reflection and future visioning. This self-written obituary will capture not just what I've achieved, but the amazing adventures still ahead in my life's second act. I'm also committed to entering this new decade in peak condition. That means prioritizing protein-rich nutrition, maintaining a consistent strength training regimen, and perhaps most importantly, keeping laughter a daily practice. (to know me is to know that I think I’m hilarious) Researchers from Penn State University Ross and Carol Nese College of Nursing examined people's expectations about physical health, mental health, and cognitive function as they age. Participants rated statements like "every year that people age, their energy levels go down a little more" on a scale from "definitely true" to "definitely false." The findings were clear, those holding positive expectations about aging: - Rated their cognitive function more favorably - Reported less perceived cognitive decline - Maintained better perceptions of their current mental performance Conversely, negative aging expectations correlated with poorer perceived cognitive performance and increased reports of decline. I’ll frame it this way. Age is just a number of these achievers: - Dr. Ruth launched her groundbreaking call-in show at 55, drawing 450,000 viewers and 3,000 callers nightly – and went on to author 45 books - Julia Child published her masterpiece "Mastering the Art of French Cooking" at 49, revolutionizing American cuisine (she didn't really drop a duck on tv) - Samuel L. Jackson continues to dominate Hollywood at 75, redefining what it means to be a leading man As your next birthday approaches, challenge yourself to shed stereotypical beliefs about aging. The research suggests that your outlook might do more than just brighten your perspective – it could actually enhance your cognitive performance and overall well-being. The best chapter of your story might still be unwritten. Your positive mindset could be the key to making it your finest yet. https://lnkd.in/eND7aTXU #wellbeing #wellness #health #mentalhealth #selfcare #fitness #mindfulness #healthylifestyle #motivation #mindset #positivity

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Great snapshot on the 3 Levels of Listening by Elliott Nelson at HXWize. Simple, relevant and insightful as you start on your listening journey.  https://lnkd.in/gqpQ8fkY

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This week the Society for Human Resource Management (SHRM) announced their decision to immediately adopt the acronym "I&D" instead of "IE&D." According to SHRM, this strategic decision underscores a commitment to leading with inclusion as the catalyst for holistic change in workplaces and society. It's important to understand that equity and inclusion, while related, are distinct concepts. Equity refers to fairness and justice in providing individuals with what they need to succeed, addressing systemic imbalances and barriers. Inclusion, on the other hand, is about creating an environment where everyone feels welcomed, respected, and valued, ensuring that all individuals can fully participate and contribute. Although I respect SHRM as a governing body providing one of my certifications, they do not direct our work. I want to emphasize that my commitment to advancing equity remains steadfast. Equity will continue to be integrated under the broader inclusion framework and a priority in our strategy and leadership decisions. I will continue to work with our dedicated team to champion DEI efforts in every way, and we remain committed to creating an inclusive, safe, and respectful work environment where everyone can be their authentic and best selves. I firmly believe that differences in both inherent and acquired diversity enhance our work environment and the results we provide to our patients, customers, and the communities we serve. Together, we will continue to drive positive change, ensuring that Inclusion, Equity, and Diversity remain at the core of our mission. #InclusionAndEquity #HRLeadership #WorkplaceDiversity #SystemicChange #InclusiveWorkplaces #HealthcareLeadership #EquityMatters #TransformativeLeadership #CHROPerspective

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Steal this idea: Sharp CEO on improving your health system's culture: Where staffing levels and morale are low and burnout remains high at certain hospitals and health systems in the post-pandemic world, San Diego-based Sharp HealthCare is working to strengthen personal care for employees by improving upon a more than 20-year-old philosophy at the health system, The Sharp Experience. http://dlvr.it/T9TFvy

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Fabulous webinar and conversation yesterday about AI in Healthcare cross-country from Mid-Atlantic Permanente Medical Group | Kaiser Permanente with my colleague from SOUTHERN CALIFORNIA PERMANENTE MEDICAL GROUP Dr. John Rott, thank you Chris Corriveau and the entire team who helped organize. Sharing these apropos tips from our most recent Forbes Technology Council article on "19 Ways To Manage Different Stakeholders 😍" https://lnkd.in/eWymqdkg Top 19! 1. Strive For Collaboration 2. Prioritize Investments Based On Results 3. Communicate Openly 4. Embrace A Long-Term Portfolio Strategy 5. Prioritize With A Strategic Framework 6. Assess Dependencies 7. Develop A Transparent, Systematic Framework 8. Determine Needs And Wants 9. Use Outcome-Oriented Metrics 10. Consider The Value 11. Help Stakeholders Find Common Ground 12. Establish And Follow A Principle-Driven Approach 13. Let Data Drive Your Decision-Making 14. Implement Teams To Focus On Stakeholder Engagement 15. Prioritize Streamlining Workflows And Processes 16. Understand Your Customers’ Needs 17. Hold Stakeholder Meetings Regularly 18. Put A Governance Mechanism In Place 19. Encourage Empathy

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Quiet quitting is preventable. The signs—minimal effort, reduced initiative, and social withdrawal—often point to unmet needs for growth, recognition, and respect. The causes, such as unclear expectations, burnout, or toxic work environments, are challenges we can solve. Here’s how strength-based leadership can help on a corporate level: 1. Foster Growth Opportunities: Create clear paths for career advancement. Invest in professional development programs and mentorship opportunities so employees see a future in your organization. 2. Build a Positive Workplace Culture: Prioritize inclusivity, trust, and open communication. Encourage team-building activities that promote belonging and mutual respect. 3. Set Clear Expectations: Establish clear goals and roles for employees. Ensure alignment between their work and the company’s mission. 4. Recognize Contributions: Recognition goes a long way in motivating employees. Celebrate wins, big and small, and offer meaningful feedback. 5. Support Mental Health and Prevent Burnout: Introduce wellness programs, encourage work-life balance, and check in regularly with your team. A healthy employee is a productive employee. 6. Develop Strong Leadership: Train managers to lead with empathy, fairness, and vision. Leaders set the tone—when they care, the team cares. Leadership isn’t just about managing work; it’s about empowering people. By investing in your team, you create a culture of engagement, innovation, and resilience. Let’s not wait for signs of disengagement—let’s prevent it by showing our people they matter. #Leadership #QuietQuitting #EmployeeEngagement #StrengthBasedLeadership #CorporateCulture #WellnessAtWork

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In leadership, it’s easy to grab on to the next great idea or innovation to help your organization improve outcomes. But it’s equally important to examine where you could have improved in the first place – the “why” behind the need. It is only then that we gain a full understanding of the true roadblocks impeding our success and what can or cannot be solved with a quick fix. I recently challenged a group of HR leaders at University of Maryland Baltimore Washington Medical Center to closely analyze turnover and retention, to take a deep dive in to the “why.” Not a comfortable topic, but an essential conversation to our growth and success as an organization.

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If you’re thinking about bringing your abilities to a board, it’s important to consider a few things upfront. Below are things to consider (and do) before joining a board: https://bit.ly/3JoZXtH

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Enhanced Care Management (ECM) is a whole-person healthcare approach that improves care coordination and outcomes for California’s most vulnerable populations. This statewide benefit addresses the complex needs of high-risk members, from those experiencing homelessness to individuals with #MentalHealth and substance use disorders. Read the full CareThreads blog to learn how ECM provides dedicated care managers and leverages tools for efficient service delivery, ensuring timely interventions and better health outcomes for Californians: https://okt.to/n6Gx5N

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In today's dynamic workplaces, embracing diverse perspectives is paramount. I understand the value of respectful discourse and the importance of agreeing to disagree. I'm thrilled to see organizations like SHRM prioritizing respect and civility in the workplace. Healthy debate fosters innovation and growth, but it's crucial to remember that it's never personal. In environments where differing viewpoints are encouraged, we have the opportunity to learn from one another and cultivate a culture of understanding. Let's continue to champion civil conversations and cultivate environments where every voice is heard and respected. Together, we can create workplaces that thrive on diversity and collaboration. #WorkplaceCivility #RespectfulDebate #DiversePerspectives

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Great tactical ideas that can enable successful strategic execution. Communicating in all directions including engagement and breaking habits that become obstacles to change. Good read.

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I can’t imagine a career without a strengths-based mindset and a winning culture. Let me know if your people, teams or organizations are ready to experience the power of talent fully engaged. It’s what we do! #coaching, #cliftonstrengths #experiencemanagement

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I have found the SBI method to be very effective to give AND receive feedback. The SBI (Situation-Behavior-Impact) method by Center for Creative Leadership is based on a powerful premise: “The only way to know what someone intended is to 𝐚𝐬𝐤 𝐭𝐡𝐞𝐦 — and the only way to let a person know their impact is to 𝐭𝐞𝐥𝐥 𝐭𝐡𝐞𝐦” - CCL. Here's how it works; - 𝐒𝐢𝐭𝐮𝐚𝐭𝐢𝐨𝐧: Describe the situation - where and when it happened. - 𝐁𝐞𝐡𝐚𝐯𝐢𝐨𝐫: Describe what was observed - no judgments or assumptions! - 𝐈𝐦𝐩𝐚𝐜𝐭: Explain how the behavior affected you, others, or planned outcomes. - Pause and let the other person share their perspective on what happened. - Use this moment to clarify any misunderstandings, reset expectations and find better ways of working in the future. SBI isn’t just for negative feedback; it’s also great for positive feedback and can be used with peers, bosses, and team members alike. 💡 𝐏𝐫𝐨 𝐓𝐢𝐩 : At work we use this method for feedback and often start such discussions with “I’d like to do an SBI with you”. This helps create a positive environment and prepare both parties for an objective conversation. What do you think of this approach to feedback? #Feedback #Leadership #CCL

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Download HealthNEXT’s latest report, “Elevating Organizational Performance by Building a Culture of Health and Wellbeing,” which underscores the importance of integrating health and wellbeing into corporate culture as a strategic investment. This approach not only addresses escalating healthcare cost trends but also enhances productivity, employee engagement, and overall organizational resilience.  When you download the report, you also get free, exclusive access to the Masterclass email series with content on the ten best practice pillars written by seasoned Chief Medical Officers and international experts on leading successful health initiatives.   https://hubs.ly/Q02SfkGC0 #cultureofhealthandwellbeing #organizationalperformance #report #masterclass #employeehealthandwellness #HR 

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