Kellly Lemon

Kelly Lemon

Odayame Quesada, MD

Odayme Quesada, MD

Melinda McMichael, MD, MSc

Melinda McMichael

Elizabeth E. Kranz

Elizabeth E. Krans

Carole Warshaw, MD

photo of Carol Warshaw, MD

Take 10! Transforming Care and Understanding Health Needs for Women in Recovery and Experiencing SUDs: Women's Health Matters

Take 10! Transforming Care for Women with Substance Use Disorders (SUDs) and Their Families, Topic 4 (Overview Session): Intersections of SUDs and Trauma

Take 10 Intersections of SUD and Trauma_Zapata Alma_02.04.2025_508jw

NIATx 101_Blog Post Flipbook_FINAL_508 (1)

NIATx 101: Simple Steps for Creating High-Impact Change [Flipbook]

NIATx 101_Blog Post Flipbook_FINAL_508

Storytelling for the Peer Recovery Workforce

Meghan Perry

Photo of Meghann Perry

Paul Alves

Photo of Paul Alves

Save the Date/Call for Proposals for the 2025 Great Lakes Motivational Interviewing Conference @ UW–Madison

August 6-8, 2025

UW–Madison Pyle Center

Madison, Wisconsin

A photo grid of different scenes at UW-Madison in Madison, WI.

Motivational interviewing (MI) is a highly flexible and powerful approach to helping practitioners address behavioral change and growth for their clients and patients. MI is particularly useful because it can be applied to a variety of situations and settings, including behavioral health, human services, health care, education, corrections, business, and more.

This summer, we invite you to explore how the practice of MI can improve your clients’ engagement, resulting in transformative outcomes.

The interactive Great Lakes Motivational Interviewing Conference will share best practices, build skills, and promote interprofessional networking. Breakout sessions will be offered at various levels, targeting students, providers who are new to MI, and seasoned practitioners.

Who Should Attend

The conference is for any helping professional who works directly with clients who are reluctant to change their attitudes, behaviors, and/or thoughts, such as:

  • Peer supporters
  • Community health workers
  • Educators
  • Student affairs and youth services professionals
  • Health/allied health undergrad and graduate students
  • Behavioral health specialists
  • Social workers, human service providers
  • Correctional workers
  • Counselors, therapists
  • Prevention specialists
  • Occupational therapists, dietitians, physical therapists
  • Psychologists
  • Managers and supervisors
  • Physicians, nurses, other health care providers
  • Case managers, care managers
  • Treatment court professionals

Questions? Visit the event page or email [email protected]

Great Lakes Motivational Interviewing Conference logo

Note: This event is being planned and hosted by Wisconsin Connect. See the event page for details.

MI Cfr 2025_feat image

Save the date for the Great Lakes Motivational Interviewing Conference

UW Photo Grid_MI Cfr 2025 (1)

A photo grid of different scenes at UW-Madison in Madison, WI.

MC3 Learning Collaborative – An Overview of the NIATx Change Model (CLOSED)

Introducing CARS: A New National Peer-Run Center for Addiction Recovery Support

One World Recovery Network, in collaboration with SAMHSA’s Office of Recovery, launched the new Center for Addiction Recovery Support (CARS) on January 6, 2025! CARS provides tailored training, technical assistance (TA), and resources to advance and strengthen the nation’s recovery support services. 

A dedicated team at UW–Madison has been selected to serve as a supporting organization to CARS, helping to establish and develop the infrastructure of the new center. Drawing upon their extensive experience and proven success with the Peer Recovery Center of Excellence, the UW–Madison team will leverage their expertise to deliver training programs and provide specialized technical assistance. Their primary focus will be on strengthening various types of peer recovery organizations across the spectrum of recovery support services, including recovery community organizations, recovery community centers, recovery cafés, and other peer-run organizations that play vital roles in supporting individuals and communities.

Access no-cost technical assistance and resources, and get involved at: www.carsrecovery.org

Center for Addiction Recovery Support logo

CARS logo

CARS logo

Burnout and Intervention Strategies

An illustration of three people sitting at a table brainstorming strategies

Burnout has an impact on work culture. Behavioral healthcare professionals may face higher risks of burnout compared to other professions. This blog post will discuss factors that may contribute to burnout in substance use and mental health treatment service providers and strategies to manage burnout in the workplace.

Burnout is observed in service-oriented vocations and is defined by the World Health Organization (WHO), as an occupational phenomenon characterized by high levels of stress that leads to physical and emotional exhaustion, a sense of detachment, and a feeling of emptiness or numbness.

Fifty percent of behavioral health providers reported experiencing burnout symptoms due to high levels of stress in their organization. There are several factors that can contribute to burnout:

Burnout Causes Workplace Environmental Factors
Lack of perceived control- Receiving email, calls, or other communications after working hours
- Lacking necessary resources to perform duties; lacking appropriate resources to work efficiently
- Feeling pressured, required, or expected to work weekends or at other times outside of established/standard working hours
Excessive workloads- Being required to manage a high number of cases and/or highly complex cases
- Needing to complete extra paperwork
- Working more hours per day or days per week to manage workload
Lack of fairness- Not receiving equitable wages, benefits, and/or treatment by leadership/colleagues (e.g., being assigned more cases, exclusion from team activities, etc.)
- No consideration for promotion
Lack of rewards for effortUnderpayment for duties, effort, experience, and workload that can lead to “quiet quitting”
Lack of psychological safetyFeeling unable to speak up about mistakes, ideas, questions, or concerns without being reprimanded

Intervention Strategies for the Prevention and Management of Burnout

Implement Evidenced-Based Practices (EBP’s), such as:  Availability, Responsiveness, and Continuity Intervention (ARC). ARC focuses on organizational change by improving the workplace culture and the professional support services provided by the agency or organization. Some of the benefits of implementing ARC include improving job satisfaction, workplace wellness, and attitudes toward using EBP’s, as well as reducing staff turnover, provision of treatment fatigue, and the risk of moral injury.

Provide engaging and ongoing workforce training about burnout. It’s recommended that the leadership and staff first conduct an organizational needs assessment that includes factors related to burnout. Then, coordinate targeted training using the responses from the assessment.  Additional discussion topics beyond those generated from the needs assessment that could be incorporated into training are: profession-specific statistics, burnout symptoms, how to identify factors leading to burnout, communication strategies to help individuals who may be experiencing burnout, and sharing lessons learned from training.

Promote psychological safety in the workplace.  Psychological safety refers to the sensation of being accepted and comfortable in the presence of others. It is created by fostering an open and trusting culture within an organization. It is created by promoting a culture of openness and trust within an organization.


References

Kelly, R. J., & Hearld, L. R. (2020). Burnout and leadership style in behavioral health care: A literature review. The Journal of Behavioral Health Services & Research47(4). https://link.springer.com/article/10.1007/s11414-019-09679-z

‌ Substance Abuse and Mental Health Services Administration (SAMHSA). (2022). Evidence-Based Resource Guide Series: Addressing Bur nout in the Behavioral Health Workforce Through Organizational Strategies. https://store.samhsa.gov/sites/default/files/pep22-06-02-005.pdf

Wiley, A. (2018). The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth.

World Health Organization. (2019, May 28). Burn-out an “occupational phenomenon”: International classification of diseases. World Health Organization. https://www.who.int/news/item/28-05-2019-burn-out-an-occupational-phenomenon-international-classification-of-diseases

feat img_burnout, compassion fatigue, moral injury

illustrations representing feelings of burnout, compassion fatigue, moral injury

feat image_burnout and intervention strategies image

An illustration of three people sitting at a table brainstorming strategies

1-burnout and intervention strategies image

An illustration of three people sitting at a table brainstorming strategies