therapist

The Human in the Helper: I found out on Facebook

Cathy has a disarming, warm personality that shows up well on video and in person. When she’s not writing her next book or offering workshops, she’s enjoying her dogs or recording new content for her online classes. Cathy isn’t afraid to talk about things that feel heavy, like being scammed or death and dying. It’s one of the many things that makes her the ideal person to talk to therapists about professional wills. She also has the lived experience of losing two colleagues suddenly. “Grant and I worked together on projects and I asked him to be the executor of my professional will,” Cathy shared. Grant said yes, and asked Cathy to be his executor as well. But then Grant didn’t get around to writing a will before he died suddenly. “Amidst my grief, I had to find a way to get his files.” Cathy went on to describe how she learned of his sudden death. “I found out on Facebook. It was sad and difficult.”

 

Cathy shares how she had to compartmentalize her grief in order to take care of things for Grant. “I had to figure out how to reach his family. I had to find his calendar to notify his clients.” Cathy describes a frantic search for Grant’s files, which were in three different places. She worried about clients showing up to sessions and wondering where he was. She worried that clients would find out about his death through social media too, adding a traumatic layer to their loss. “Every phone call was hard,” Cathy named. She held space for Grant’s clients in their grief and helped them connect with new providers, which felt like a process for both her and them.

 

That wasn’t the end of Cathy’s grief. Two years later, a second colleague died suddenly. It was another tragic example of someone who didn’t have a professional will in place. Although Cathy wasn’t the executor for this colleague, she had some realizations from her experiences of loss. “I knew my professional will wasn’t going to cut it.” She also realized that more colleagues needed to understand the importance of a professional will, for themselves, their clients, and their families. “I needed to take some action,” Cathy shared.

 

Cathy began gathering materials for a more in-depth professional will template, in honor of her experiences with Grant and her second colleague who had died. She started offering workshops to help therapists craft their professional will, and noticed how her experiences with colleague loss had changed her profoundly. “I noticed that I didn’t shy away from saying death or dying.” C

 

Cathy saw firsthand how crafting a professional will triggered her colleagues. It caused a fear of death to surface, and it asked people to look at their own mortality. “It showed up in every single workshop,” Cathy named. She describes how some colleagues needed to take a break, while others wanted to pause and come back to writing their will at a later time. Cathy recognizes this is a difficult but necessary process for many.

 

“Just get something written down,” she says. “Anything helps. Talk to a colleague, or tell someone where you keep your key.” Cathy shares how the more someone can plan and get into the details, the more it helps others. She also suggests exploring the wording of what you want your executor to say about your death. Are details important? Is there wording that feels least harmful to the clients left behind? Professional wills represent more than just details of where to find your files or client information. “It’s something to guide a colleague,” Cathy says, “it shows care for your clients, it shows care for the person doing this process for you, and it shows care for your family members who are in grief.”

 

You don’t have to do this by yourself. Access Cathy’s online course for writing your professional will HERE.

Things happen to us as humans, even as we support our clients as professional helpers. Do you have a story you want to share the mental health community? Email us at croswaitecounselingpllc@gmail.com to learn more about the Human in the Helper Series!

The Human in the Helper: Long COVID changed me as a person and as a therapist

Amanda likes to dance in the rain, enjoys live music, and prefers to be barefoot in the grass. With her love of dogs and nature, you might be surprised to learn she used to identify as a workaholic. “I’ve always worked two to three jobs at a time. I was in flight mode.” Amanda is describing the go-go-go of the hustle culture so many of us embraced after graduate school. “I felt like I’d been hit by a truck leaving grad school, I felt so unprepared.” Now Amanda chooses to see 3-4 clients a day in private practice to support rest and health, although the journey to this current pace of life was unexpected.

 

“I had a full time job, a small private practice, and was supervising a team,” Amanda shared. Then she got COVID-19 in May of 2020. “I was bedridden for the first five months of my 3.5 year healing journey.” Amanda describes being dizzy and fatigued most of the time, having to close her private practice and work her full time job from her bed. “I took calls laying down. I did supervision on the phone laying down. I did zoom meetings laying down.” Amanda could only sit up for an hour at a time and developed new symptoms every month.

 

“My body wasn’t strong enough to push COVID out,” Amanda says. She was forced to slow down in order to take care of her health. “Being a COVID long-hauler stopped me in my tracks and I was forced to stop abandoning myself and attune to my needs. The road to recovery has been painful and defeating. It seems like when I take two steps forward, I then take 10 steps back.” Amanda quit her full-time job and reopened her private practice, pacing herself each day to avoid a health flare-up or crippling fatigue. She describes feeling pressure in the beginning to push herself beyond her limits or risk letting others down. Then she came to realize the importance of putting the oxygen mask on herself before putting it on others. Pacing to avoid a flare-up has been a difficult journey and full of sacrifices. Flare-ups can still happen. “I still wake up sick. Sometimes it feels like dizziness, other times like the flu.”

 

Yet, Amanda has learned so much having long COVID and has changed aspects of her life for the better. She is grateful to have the resources and support she needed for this significant change. Many COVID long haulers and others with chronic illnesses have lost jobs, spouses, housing, etc. “Others have not been as fortunate as I have been to recover to the point of being able to start their own business. This experience has made me acutely aware of the blessings I have been given and I’m determined to never take privilege, support, resources, and my health for granted again.” She says it helped her realign her priorities to health, nature, and family. It helped her slow down and engage in “being” more than “doing”. Her clients have similar experiences to her own, where she gets to help them find balance and unsubscribe to the hustle culture as well. “Clients want to know we are human,” Amanda shared. “Notice when your body says no,” she says, “ chronic illness has been so misunderstood. It made me a lifelong advocate and cracked my world open to many things, including how our society has unchecked ableism which can cause harm.”

 

Being present and curious about our urges to overwork or chase a dream is something Amanda wants colleagues to think about. “Doing our own work is so important,” she says. She suggests that noticing and honoring our limits make us better, as humans and as helpers. “Long COVID changed me as a person and has made me a better therapist,” Amanda disclosed. She has also benefited from doing her own work in therapy. She reflects that she may even been more emotionally healthy now as a COVID long-hauler than when she was a workaholic, which says a lot about how workaholism can cause harm. Amanda encourages colleagues to slow down and be present. “You’ll be a better therapist for it.”

 

 

Things happen to us as humans, even as we support our clients as professional helpers. Do you have a story you want to share the mental health community? Email us at croswaitecounselingpllc@gmail.com to learn more about the Human in the Helper Series!

Exploring Secondary Income versus Passive Income in Private Practice

Many mental health professionals are exploring additional income streams. Whether it comes from a place of wanting more freedom, supporting burnout prevention, or a desire to have greater flexibility than seeing 20-25 client per week, diversifying income is an important consideration in a successful, balanced private practice.

So let’s talk about passive income versus secondary income. Passive income is something that once launched, makes you money without much effort. Things like:

 

Book sales

Digital downloads

Online courses

Digital workbooks

An App

 

Secondary income is a bigger bucket of possibilities, but they also take time to build, effort to maintain, and require time allotted to produce regularly, meaning a more significant shift in your client schedule to avoid feeling overextended. Things like:

 

Professional training and workshops

Professional speaking

Podcasting

Radio show

Online merchandise or swag*

Retreats

Hosting conferences

Group practice

Video series

Group therapy

Intensives

Supervision

Consultation

Online memberships*

Teaching/Being a Professor

 

*Depending on how they are built, these could become more passive

 

Why should we talk about both passive and secondary income streams? As someone with 16 current income streams, the differences and options within private practice matter! For colleagues who connect with me in consultation on this piece, they want to work less so they are seeking passive income streams. Which is great, I’m all about it! And perhaps they are surprised to hear that it can take 4-5 years to see the passive income really flowing well, where additional effort or time isn’t required to maintain them. So then we start to look at secondary income streams together to make a faster, satisfying shift in their money story, with momentum towards a passive income stream in the near future. The ability to bring in additional income is an important skill in business, and thus a skill to master in private practice as well.

 

Want to know one question (of many) that I ask colleagues in these types of consults?

 

What’s one pain point for your clients that you already address?

 

Pain point being defined as an area of hardship, difficulty, or discomfort. Seeking a solution. Is the thing you do (exercise, skill, tool, technique) replicable and scalable to a larger platform for increased reach and income? Let’s talk about it in a consultation!

 

Both passive and secondary income have a place in the equation of private practice success. Honestly, my favorite type of consultation these days is helping colleagues identify their interests and passions and turn them into possibilities that generate new income. What’s holding you back from dreaming about these possibilities? Maybe you have ideas but aren’t sure how to implement them. With so many colleagues creating amazing things, you are closer than ever to finding your additional income stream(s). Reach out to one of us that speaks to what you are dreaming about. Before you know it, you’ll be one of the professionals showing others that diversified income is possible and maybe even necessary to avoid burnout in our field.

The Human in the Helper: This isn’t something essential oils are going to fix.

Gabrielle shows up as vibrant, friendly, and personable, which serves her well as a mental health leader and Licensed Clinical Social Worker. She’s made quite the name for herself as an entrepreneur and consultant serving therapists and professionals around burnout and burnout prevention. With her passion, beautiful tattoos, and love of Zumba, it’s hard to believe she’s already experienced significant professional burnout in her career.

 

“I woke up one day and hated it,” Gabrielle shared. “My clients were no longer my ideal clients. I didn’t have the boundaries I needed. I kept hearing my own voice in my head say, ‘this is how it is.” But Gabrielle found out that things could be different. She was venting about how tired she was to a colleague in another industry one day. Their response? Sell your practice. 

 

“I found myself fantasizing about selling, but with the number we came up with, it didn’t seem worth the work.” At least at first. Gabrielle spoke to how she’d entered the mental health industry while working three jobs, and was subscribing to the hustle and grind culture of being a Millennial. “I believed that the harder I worked, the better it would be.” Which lead to burnout. Gabrielle recalls how she worked a job where she and her colleagues were expected to work long hours, take their work computers home, and come in on Saturdays or Sundays to get caught up.


Gabrielle then moved into private practice, rapidly growing into a group practice serving a community in need. She acknowledged that she built her business fast with the same drive of previous jobs and hadn’t worked on all of her own stuff as a person and professional. “This is what business ownership is about,” she told herself when she felt it catching up to her. Then she got the call to sell her business. “I had to ask myself, what do I want my life to look like?”

 

Gabrielle is a trailblazer in the mental health community by challenging the assumptions that success means a full private-pay practice or group practice ownership. “I have no regrets, this is alignment with my values,” she said of selling her practice. When asked what she wants other therapists to know, she shared, “you can create your dream life! There are so many options.” She warned against comparison to colleagues or listening to the ‘shoulds.’ She named how therapists have set high expectations for themselves, saying “we didn’t talk about the risks of burnout in school.”

 

When reflecting on her current roles of being a business and burnout consultant, Gabrielle shared a story of how an old job asked for self-care tools to be donated to their self-care room for employees. “This isn’t something essential oils are going to fix.” We have to agree.

 

To learn more about Gabrielle and how she can help colleagues and professional communities heal from burnout, visit her website at https://gabriellejulianovillani.com/

 

Things happen to us as humans, even as we support our clients as professional helpers. Do you have a story you want to share with the mental health community? Email us at croswaitecounselingpllc@gmail.com to learn more about The Human in the Helper Series!

A Caution When Setting Different Rates in Private Practice

Disclaimer: I am not a lawyer. This content does not replace a professional consultation with a legal representative.

 

What do I need to consider when setting my rates?

It’s a common question I’m asked as a Financial Therapist to therapists. Although there are multiple factors to explore when raising your rates (join us in our upcoming workshop!), there is another piece to the puzzle that’s been on my mind lately.

 

For therapists in private practice who take insurance, there are parameters they agree to as part of signing a contract and being in-network. One of which is that Balance Billing is illegal in Colorado. Balance Billing describes billing your full rate to insurance, being paid your contracted rate by insurance, and billing the client the difference. This is a no-no in Colorado.

 

An example:

Your private pay rate is $150

Insurance pays you $121

You invoice your client for the difference, which is $29

 

Seems pretty straight forward that this won’t fly. But what about in private-pay practices? Are you allowed to charge different clients different rates?

 

Yes and no.

 

For different services, it is common and accepted to have different rates. For example, your individual therapy rate may look different than your couples or family therapy rate, EMDR intensive rate, or 60 versus 90 minute session rates. Some folks are charging a higher rate for “premium times” like evenings, which feels a little sticky unless it’s in writing and known to all clients when scheduling for them to make an informed decision regarding their therapy.

 

What about charging a client a “supply fee” for being in-person? This feels like a gray area in private pay practices.

 

What feels even more sticky to me is setting different rates for in-person versus telehealth sessions, which has come up more often as professionals explore hybrid practices where they offer both.

 

For example:

A therapist charges $150 for a 50 minute telehealth individual session.

They charge $175 for a 50 minute in-person individual session.

 

The cost difference is that they want to charge more for in-person to offset costs like office space or rent, or gas and supplies like coffee and tea that are utilized for in-person services. As a business owner, I understand that thinking. And yet, the bottom line is that those expenses are tax deductions and part of doing business.

 

Here are two reasons I would caution a therapist against having different rates for telehealth and in-person sessions.

 

1.     It feels discriminatory

That’s right, this could put you at risk of being accused of discrimination. What if your client has a disability that requires or prevents them from in-person sessions? Does in-person at a higher rate convey a message to an able-bodied person? There are aspects here to think about as a private practice therapist.

 

2.     It encourages insurance companies to follow suit with wanting to pay providers less

I can tell you how upset the therapist community was when certain insurance companies suggested a lower reimbursement to therapists for telehealth after the pandemic. The argument against this? We are still doing quality work via telehealth and continue to support meaningful client outcomes towards their goals via video. So if we support a different fee structure for in-person vs. telehealth in private practice with private-pay clients, are we not encouraging insurance to reignite this initiative too? As you can imagine, this would have a negative ripple effect on therapists who want to be paid fairly by insurance, and in response, might limit their number of telehealth sessions which reduces access to care for clients.

 

So what can you do? Rather than charging different rates for telehealth vs. in person, consider raising your rates overall to address the added expenses of in-person services. Not sure what this needs to look like? Join us August 15th from 12pm-130pm MT to engage in a live webinar workshop on raising your rates.

 

Raising Your Rates Workshop Objectives

1)    Remove money blocks to raising your rates

2)    Identify factors for raising your rates

3)    Explore strategies for implementing new rates

 

I hope I can convey that my goal in writing this is to support you as a business owner AND therapist. To hold space for multiple views while also owning that I’m risk-adverse. Raising rates is one aspect to consider in response to added expenses in practice, while knowing that things are constantly changing, which means revisiting ideas often to support your business growth.

Satisfactory Self-Disclosure

For many in mental health, self-disclosure is a point of disagreement. Do we self-disclose? Does self-disclosure make it more about us than our clients? Can it get us in trouble? I know my graduate program in counseling urged caution about self-disclosing for a variety of reasons, which were again reinforced by my first job in juvenile corrections. Messages were shared like, protect yourself! Listen, don’t talk! Disclosing could invalidate a client’s experience! Don’t do it! And so on.

 

Therefore it took me several years to see the value of self-disclosure in connecting with clients at a deeper level in their therapeutic work. For example, watching the disclosure help them relax, knowing they weren’t alone. Seeing them take a deep breath to know it isn’t just them. Having clients report they feel seen in receiving reassurance or validation. Witnessing these meaningful shifts, I can now admit I’m a fan of self-disclosure, within reason of course. There’s a time and place for self-disclosure that feels satisfactory to both us as providers and to our clients. Let’s take a look at some of the suggested structure of self-disclosure and how it can be beneficial in client work.

 

#1 Keep It Short

Keeping self-disclosure condensed to one or two sentences keeps us from oversharing.

Example: “Yes, I’ve experienced anxiety too.”

 

#2 Focus on Your Client

By holding the focus on your client, you avoid making the session feel more about you than them.

Example: “I’m curious, with my sharing of having experienced depression before, what does that mean to you and the work we can do together?”

 

#3 Identify the Purpose of Self-Disclosure

Before you decide to disclose, slow down to ask yourself what the purpose of the disclosure is. Is it to build rapport? Provider reassurance? Validate or normalize? These are worthwhile reasons to self-disclose, as opposed to feeling like we have an agenda, a point to prove, or we are oversharing with no therapeutic direction to go.

Example: “In working with other clients with social anxiety, they found being able to talk about it brought them some comfort. How is it for you?”

 

#4 Check in

Once you’ve self-disclosed, check in on how it landed for the client. Notice any shifts in their face or body language that would indicate their current level of comfort. Recognize if they shift to caregiving you or keeping the focus on your experience instead of their own. Ask them outright if the self-disclosure was okay with them.

 

It’s also important to see how the self-disclosure landed for you. Did it feel natural? Worthwhile? Did you find yourself worrying that you shared too much? Perhaps you recognize that you self-disclose with this client more than others in liking them or seeing them more like a friend. These are important elements to notice and track through supervision and consultation to maintain a healthy therapeutic relationship.

 

Self-disclosure can enrich your therapeutic work when embraced and applied thoughtfully. It can help a client open up, build trust, or show up more authentically in session. It can also isolate or discount a client’s experience when used too liberally or when it comes out in a way that minimizes their experience. Therefore I hope these tips can help you identify the sweet spot for self-disclosure in your own work, embracing it when it feels right and holding boundaries to keep the focus on your client and their growth as the top priority in therapy.

A Letter to Professional Helpers

Hello fellow helpers! I’m so excited that you’re considering my new book Helpers with Hashimoto’s: The Rise of Thyroid Conditions in Professional Helpers and What We Can Do About It.  Written for professional helpers experiencing compassion fatigue, stress, burnout, and so much more, we have a calling to help others that, in turn, feeds our soul. We breathe it. We embrace it. We live it. 

 

We want to make a difference and an impact in others’ lives! As a mental health therapist for more than a decade, this resonates with me. It’s the starfish story. If you haven’t come across this poem before, I hope you’ll search for it! I get goosebumps and teary eyed almost every time I share it with someone new. Of course, we all want to make a difference for each starfish/person we help. But we also struggle to slow down and take care of ourselves. How do we do both? Can we help that starfish then sit on the beach, digging our toes into the sand and feeling the sun on our faces? How do we learn to breathe it all in? Can we remain helpful without running ourselves into the ground?

 

As a therapist, I discovered I was suffering from burnout in 2017. I had symptoms for years before then and pushed through them. In the words of Petersen, How Millennials Became The Burnout Generation, “Like other type-A overachievers, I didn’t hit walls, I worked around them” (2020).

 

It’s awkward to admit that as a professional, I didn’t really register what was happening. Even though my hair was falling out, I had gained weight, and I was experiencing mood swings where I fantasized about quitting my job almost daily. I’d ignored the puffy face I didn’t recognize in the mirror between meetings. I’d feel depression symptoms in the morning and bounce back to feeling like myself by lunchtime. It was wild. I was diagnosed with Hashimoto’s in late 2018, being told by the doctor that as long as I wasn’t planning to have kids anytime soon, I would just live with the symptoms as they were.

 

No thank you. Suffering through symptoms isn’t good enough. Not by a long shot. With thyroid conditions on the rise, there is more overlap between chronic stress, burnout, and thyroid functioning than we’d previously realized. Folks are being diagnosed with anxiety and depression who actually have a hypoactive thyroid. One in eight people have a thyroid condition now, most often women. And since women are also more likely to choose helping professions, I started to see them more frequently as clients in my therapeutic work. I could no longer ignore my own thyroid condition. My clients were paralleling my journey of desiring a better quality of life and I wanted to help them achieve it.

 

Hashimoto’s, an autoimmune condition that attacks one’s own thyroid and kills it over time, is the culprit for a lot of my symptoms. It contributes to fatigue, weight gain, anxiety and depression, and creates pregnancy challenges for some women. As I saw more and more professional helpers in my therapy practice, I realized they were being given the same messaging as me. Deal with it. Push through as is. This is your life now.

 

I refuse to accept this messaging and you should too. This book serves as a guide back to wellness. It is a journey of four professional women, myself included, who fight for the quality of their lives so they can remain impactful helpers and healthy individuals. Like Briana, who went through several doctors before she found answers as to why she’d gained 60 pounds within months. Or Liliana, who works through a checklist each month to explore if her symptoms are due to her thyroid, burnout, or something else. And Amy, who is still adjusting her diet in response to thyroid flare ups and gastric distress years after her diagnosis. Or me, a burnout consultant who questions if I’m doing enough for my clients while not wanting to ignore my own body’s needs. It’s a daily balancing act.

 

If this resonates with you, I’m glad you’re here! As professional helpers, we need to better understand our susceptibility to chronic stress, burnout, and resulting thyroid conditions. Join me in exploring the contributing factors of helping professions that make these challenging experiences more likely. Let’s begin our journey of reprioritizing your health as a professional helper. Grab the book on Amazon in paperback and Kindle here.

 

Warmly,

Khara

Therapy Graduation in a Pandemic? The Dos and Don’ts

Graduate.jpg

It may sound odd to graduate therapy during a pandemic. In fact, it may be so rare and strange that there’s no protocol to be found! Maybe it’s because it sounds counterintuitive? Why would someone celebrate completing their therapeutic goals in a time of uncertainty? Isn’t most of the world in a mental health crisis right now?

 

Although unusual, I have several client preparing to graduate in the middle of COVID-19. I work exclusively with adults, so I also recognize this may be different for professionals who work with youth and families. For some, the pandemic has provided pleasant opportunities as well as the anticipated stressors. Therefore I feel it’s important to explore this topic for clients who are gearing up to graduate.

 

For the client who now gets to save time and a stressful commute in working from home. The parent who gets to spend more time with their kids. The single mom who received a promotion. The introvert who enjoys working on self-development projects in their living room. The person diagnosed with agoraphobia who just secured a job working remotely. The student who is graduating college with a job offer two months before he walks across a virtual stage.

 

Even with the heavy, there’s hope! I recognize that this can be privilege. Not everyone has their safety and security needs met to make this possible. Not everyone has the luxury of a two income household or the ability to work from home. So how does this impact individuals who were working on stressors in therapy that have been alleviated in some way thanks to COVID-19? Or for the clients who were in maintenance prior to COVID and remain in maintenance, reflecting ongoing stability through this pandemic?

 

Can we honor the client who states COVID saved their life? Acknowledge the parent who feels more authentically connected to their community than ever before? It’s a complicated dance of tracking the good, the bad, and the ugly while celebrating clients’ resiliency. For the folks who have experienced minimal negative impact or disruption to their lives, perhaps they entering a space of readiness and comfort with discontinuing therapy.

 

Recognizing this feeling as both foreign and exciting, let’s take a look as some things to consider when exploring therapy graduation in a pandemic:

 

1. Stability-Does the client recognize and regularly practice their own coping skills, feeling equipped to handle stressors that could come their way?

 

2. Resources-Does the client have access to other resources if needed? Personal and professional supports as well as additional tools? Can they return to therapy if needed?

 

3. Treatment Goals- Has the client completed all their treatment goals to justify a close in services at this time?

 

4. Medical Necessity- Is there evidence that continuing therapy is a clinical or medical necessity, justifying ongoing work?

 

5. Burnout- Is the client indicating they need some time to identify new goals or an opportunity to practice their skills without regular therapeutic support? As their therapist, are you also tracking their status in therapy maintenance, where continuing services might lead to client burnout because regular sessions are not feeling as necessary right now?

 

Graduation Planning

 

By considering the factors above, you may discover that having a conversation with your client about their readiness and comfort with graduating is an appropriate next step. 

 

A. Identify a Timeline. What kind of time frame does the client need to embrace graduation as a next step? Do they want several sessions to prepare? Is there a set date for the final session where you can both be intentional in processing their experience and identify a symbolic therapy graduation gift if appropriate? 

 

B. Celebrate the Successes. My favorite part of therapy graduation is celebrating client milestones and progress made towards their goals. I start by having them think back to the start of therapy and what was happening for them at that time. Then we walk together through a mental timeline of their successes, challenges, and goals accomplished, emphasizing their strengths.

 

C. Explore the Signs. The other piece that’s important to explore in a graduation session is the client’s awareness of warning signs that they may need to seek out support from you or another professional. I find it’s important to not only explore the signs, but also the length or duration of the signs being present for the client to practice coping skills on their own versus seeking additional support. This mental exercise results in having a future plan in place that empowers the client and can reduce some of the anxiety they might feel in ending therapy. 

 

D. Re-Engagement or Referrals. How can the client reach you if they need to re-engage in therapy? What referrals can be made available for other providers or specialties that could benefit their desired next steps? What resources can be given preemptively to support them in the transition?

 

Timing is everything. Graduation from therapy may feel like a far off goal for some of your clients, who are working hard through the challenges of COVID-19. For others, it can feel empowering to explore graduation, having a structured and supportive plan aligned with their long-term goals. After all, therapy is meant to introduce the skills and growth opportunities for clients to eventually try out on their own. A graduation session can serve as an important next step in closure and intentional transition in an otherwise unpredictable and uncertain time.

Age Discrimination in the Workplace: Tips and Tricks to Help Protect Your Clients

Opening Photo

Age discrimination in the workplace involves treating an applicant or an employee less favorably because of his or her age. Fortunately, according to the Age Discrimination in Employment Act of 1967 (ADEA), the federal Equal Employment Opportunity Commission (EEOC), human resources, and employment attorneys, clients that feel they have been discriminated against have protection. However, age discrimination happens all too often and in many cases, is difficult to prove there is guilt on the side of the employer. As a result, it is important to assist our clients in protecting themselves against discrimination so they have equal opportunity in having access to gainful employment.

For therapists working with clients who are going through career-transition, the world of work can cause obvious emotional stressors as a result of not receiving a paycheck, not having health insurance, and lacking other retirement benefits. In fact, these stressors can be compounded if that individual does not have adequate financial resources in which to fall back on if they are out of work for a long period of time. In addition, to add insult to injury, if those clients have previously have been employed for a decade or more, they may be unaware of the current job-market and what it takes to get employed again.

The good news is that there are simple ways to assist your clients in protecting themselves from age discrimination and making sound career choices for the future.


1) Revamp Your Resume

Make sure that your clients are adhering to the latest trends in how resumes are constructed. Advise them to only go back 10 years in their work history and eliminate all dates of graduation from Universities they attended. Now this is true for every job applicant regardless of age; however, it’s paramount to individuals who fear age discrimination in their search.


2) Use Updated Email Addresses

Now this may seem silly, but using an email address from Hotmail, AOL, or even Comcast is a dead giveaway. Have your client switch to Gmail. If they still want to keep that old email, just have them forward their Gmail address to their old account.


3) Get on LinkedIn

Yes, they must go digital! Almost every future-employer is going to Google them. Age discrimination happens for a variety of reasons, but one of the main factors is the belief that “old” people are not tech savvy. Well, obviously that is not true and just being on LinkedIn won’t solve all of those concerns; however, it will show employers clients are willing to engage with technology. Also, a profile picture could be a giveaway of age - just make sure it is updated and professional.


4) Network, Network, and Network Some More

Encourage your clients to re-engage with past colleagues, go to career fairs (even your alma mater!), do informational interviews, join professional associations, and job-search groups. Most good jobs (85% of them) are found through colleagues or colleagues of colleagues. All too often, it is who you know and participating in an active job search is a better utilization of their time versus solely applying online. Advise them to seek people out one-on-one, especially if they have a preference for introversion.

According to AARP research, age discrimination is first being reported or “felt” around age 50. Yes, that’s right - 50! And, not that this is a big shocker, but given societal stigma, women tend to feel or report it more frequently over men. Sadly, although it’s hard to gather metrics around these happenings, this scenario is most likely true. Not that we can control external variables about how employers choose potential candidates, we can control how our clients view themselves and we can assist them in making competent future career decisions. Here are a few practical ways to engage with clients that often lead clients to a better sense of clarity around their strengths, desires, and congruence with a future employer.
 

1) Strengths

First off, have them take a strength-based assessment like the StrengthsFinder. There are many out there, but this one is low-cost, quick, and will provide clients with their top 5 strengths. We do know that working from a place of strength will warrant far better results versus trying to fix our deficits. Have the client tell you stories about how they agree or disagree with each of the top 5. This will allow them to connect with their intrinsic motivators and help them market themselves with strengths + instances of past success when they get that interview.
 

2) Values

Talk with your clients about their values. You can use something like the Values Cardsort from Knowdell. When was the last time they did an inventory on their values? Chances are that it has been long time or….never! Taking an inventory of these will help them engage with what they want and need in career and life. We are different people at every age and stage of our life so connecting with these systems allows the client to see if there is a congruence between the company, the corporate culture, and if they would be a suitable fit.


3) Fit

Talk to your client about company fit. In many cases, you can tell a lot about a company in how they onboard their employees. How was the application process? How was the introductory email, the call from the hiring manager - the recruiter, how was the phone screen, and how did the in-person interview(s) feel? If the company is unorganized on the front end or if they are rude, it is most likely not any better after they get hired. I know it can be tempting to get a job quick especially if your client needs money; however, if they are looking for optimal fit and happiness, turning down a potentially toxic work environment is the right call. Taking a job and quitting quickly never reads well on a resume.

Age discrimination is likely to almost always occur as long as future employers harbor false beliefs about the abilities of this segment of the workforce. As a result, helping your clients protect themselves, giving them resources about their rights, and helping them to connect to their strengths and values will ensure that they are interviewing the future-potential company just as much as they are being evaluated. According to another AARP study, contrary to many stereotypes, workers aged 50 and above are the most engaged members of the workforce. They also have lower instances of turnover and greater levels of experience. For therapists, guiding clients around issues pertaining to negative self-beliefs and establishing clarity around value systems is in many ways, more important than the nuts and bolts of job search.


Guest post written by Brad Graham, M.Ed., LPC

Guest post written by Brad Graham, M.Ed., LPC

Brad Graham, M.Ed., LPC is a Licensed Professional Counselor who works with individuals of all ages and stages in the midst of career-transition. In his Boulder, CO practice, Collaborative Careers™, he combines the use of counseling interventions with career-related assessments to help bring clarity, direction, and action within his clients. He takes a process-oriented, holistic approach and honors his clients for taking ownership over their lives and their relationship to the world of work. Brad can be found on the weekends running the trail systems, cycling the roads, or fly-fishing in Colorado's beautiful rivers. More can be found on his website collaborativecareers.com about his work.