IGNITE Leadership Academy LeadingAge New York 2014-15 2014-15 | Page 22

Selena Perez Social Worker Elizabeth Seton Pediatric Center Supporting Parents of Pediatric Residents 1 How would you describe your Action Learning Project and the difference you hope it will make to advance your organization’s mission (or the field) and benefit the individuals you serve? My Action Learning Project is to facilitate a change in the role of social workers within my organization. My project specifically targets the need for additional counseling for parents of the residents. Too often, the role of social workers in a medical setting becomes focused on important tasks such as discharge planning, case management and crisis intervention. With our tasks being so demanding, we can lose sight of the fact that social workers can provide counseling and mental health services, as well. 2 How have the relationships you’ve developed as part of your project (with mentors, partners, stakeholders, etc.) influenced this direction and you as a leader? Allowing the social work department more time to provide counseling is essential to the care plan of the families and the residents we serve. Social workers need adequate time to discuss with families the nature of a resident’s illness, to explain symptoms and treatments. It will allow the social worker to serve as a grief counselor and help families deal with the trauma of experiencing a chronic or acute illness. In healthcare settings, families that are struggling with various issues such their emotions, social stressors, illness and trauma can display certain behaviors such as anger. At times these emotions can be projected towards staff. Unfortunately, these families are labeled as “being difficult” and do not get the adequate services needed. Allowing social workers to dedicate their time to counseling the families can enable the medical team and the families to have better communication. It will also help retain social work jobs within the organization for longer periods of time, thus preventing frequent turnover within the d