Top of your Game

Being an Employee Assistance Specialist (EAPS)

Listening to our member’s problems or reasons for calling is invaluable because they communicate not just their most personal and private matters, but even what could take them into a flashback or flooding of past traumatic memories. This really provides the Employee Assistance Program Specialist (EAPS) the ability to be able to tap into using a host of clinical style(s) or that solution focused approach we rely upon that offers not just helpful learning tools necessary for de-escalation, crisis management, and immediate risk assessment, but also for linking members with ongoing resources to support mobilization of their own intact strengths.

We just don’t listen, we listen reflexively. This means that as mental health professionals, we have that talent and ability to feel what the members need to become and stay engaged and think about treatment options. One of the most significant aspects to this resource is our clinical EAPS staff available to support each other and recognize signs of a risk, destabilization, and other types of peripheral threats.

Having this extended and ongoing support is not just clinically progressive and productive, but how we continue to keep our members engaged and assess for safety.

Engagement goes beyond developing a basic perception of what the members need, but coalesces reflexive listening with empathy, collaboration, understanding that generates a physical feeling by facilitating solutions and assisting with problem solving strategies that are member centric and here and now driven. The more one engages in the solution focused behavior, the more the behavior is a part of the person and reinforces that person’s strengths and core domains of how to build upon those and take action.

Reflexive listening is one aspect in using evidenced based strategies to scale the member’s motivation and can empowers a member centric, solution focused driven, and strengths perspective growth approach.

For example, using a person or member centered approach with the EAP collaboration model or how we work with our members on a daily basis, using the strengths perspective, proving resources, through ongoing referrals and facilitation of referrals and resources, proving solution focused, problem solving consultation, fosters action centered change in how the member can work on affirming their core strengths. This is reinforces a collaborative model in the EAP workforce and delivers a sense of collegiality and comradeship. That is why we really appreciate our work and family of EAPS!

Stephanie Sencil-White, PhD, PsyD, LCSW, DCSW

References

Baker A, Lewin T, Reichler H, et al. (2002). Evaluation of a motivational interview for substance use within psychiatric in-patient services. Addiction; 97: 1329–1337.
Ball SA, Martino S, Nich C, Frankforter TL, Van Horn D, Crits-Christoph P, Woody GE, Obert JE, Farentinos C, Carroll KM. (2007). Site matters: Multisite randomized trial of motivational enhancement therapy in community drug abuse clinics. Journal of Consulting and Clinical Psychology, 75:556–567. [PubMed: 17663610]
Madson MB, Loignon AC, Lane C (2009). Training in motivational interviewing: a systematic review. Journal of Substance Abuse Treatment, 36:101-109.
Prochaska, J.O.; Velicer, W.F.; Rossi, J.S.; Goldstein, M.G.; Marcus, B.H.; Rakowski, W.; Fiore, C.; Harlow, L.L.; Redding, C.A., Rosenbloom, D.; and Rossi, S.R.(1994). Stages of change and decisional balance for 12 problem behaviors. Health Psychology, 13(1):39–46.