HOW TO SEE PAST THE STAGES OF GRIEVING TO THE ONGOING STAGES OF RECOVERY

There is no recovered in recovery . There is change. But recovery is not an endgame. Recovery is a process. There really is no such thing as 'recovered' in human experience. If you take the phases of any incident from beginning to end, you should see that there is evolution but even an ending will evolve into a new beginning which means more change and more losses to adjust. There is an effect that can be called resolution , but even that is an evolving process as it changes form over time. Knowing this, it is still useful to assist, support, and encourage resolutions that help employees return to productivity at work. Understanding that life has cycles and rhythms may help you manage people who just will not stay in the same emotional framework as Kubler-Ross's five stages describe. Here is one roadmap for recovering process:

DENIAL	PRE-INCIDENT	The "as-if" stage that does not have control over future expectations
BARGAINING	INCIDENT	Whatever is happening in the "now" is causing some effect, consequence. During incident there are countless possible responses and reactions
ANGER	DURATION	Losses of control continues
DEPRESSION	DECAY	Losses continue and awareness of consequences emerge
ACCEPTANCE	END	A calm, an end of incident chaos
ANGER	DURATION	Losses continue to emerge
DEPRESSION	DURATION	Losses continue to emerge
REPLAYS	TRANSITION	Memories, replays, recriminations, reframes, reviews, remorse
ENERGY	RECOVERING	Choice making, positive or negative decisions are established for healing or continued duration
ADJUSTMENTS	RECOVERING	Memories stored, reviewed, categorized, ritualized, reframed
ADJUSTMENTS	RECOVERING	Adjustments continue over time
ADJUSTMENTS	RESOLUTIONS	Adjustments continue over time and are contained in active memory and perception sites of the brain which now directly affect future perceptions, beliefs, attitude behaviors, opinions and decisionmaking

Personnel Interview Form

When you do an Emotional Continuity Management Process, you may want to interview employees for witnessing, or planning. Use this form, or create your own, to track the interview data: Reference Information: (why this interview is requested , by whom, in reference to what concern)

Date _______________	Time ______________ Location _______________
Interviewer Name _______________	Title _______________ Department _______________
Interviewee Name _______________	Department _______________ Title _______________
Comments made: o o
Impressions and Observations: o o
Summary of Recurrent Themes o o
Possible Contribution Factors or Causal Supports o o
Other Information o o
Recommendations: Short Term o o Long Term o o Follow-Up Recommendations o o
Signatures _______________
Copies sent to _______________

Sample Scheduling Form for Mandatory Meetings

(NAME OF YOUR DEPARTMENT)

Individual Meetings: Circle one: OPTIONAL MANDATORY

Wednesday, August 6th

12:00 “12:30	____________________________________________
12:30 “1:00	____________________________________________
1:00 “1:30	____________________________________________
2:00 “2:30	____________________________________________
2:45 “3:15	____________________________________________

Thursday, August 7th

9:00 “9:30	____________________________________________
9:30 “10:00	____________________________________________
10:00 “10:30	____________________________________________
10:30 “11:00	____________________________________________
11:30 “12:00	____________________________________________

Wednesday, August 23rd ( Only if prearranged with manager and consultant )

12:00 “12:30	____________________________________________
12:30 “1:00	____________________________________________
1:00 “1:30	____________________________________________