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MY Provider Development

Welcome to MY Provider Development, your resource for professional development opportunities with MYgroup.

Event details:
– Title: Attachment, Sexuality, and Forgiveness: Brief Interventions for Short-Term Counseling
– When: Friday, October 23, 1pm until 4pm ET
– Where: Live virtual training via Teams
– Fee: General registration: $90 (MYgroup providers: contact Provider Relations for discount code)

Register using this link.

Facilitator: Karen Naegel, PhD, LMFT, CST, EFCT
Delivery Format: Live, interactive training
Training Level: Intermediate
Target Population: Licensed mental health professionals and other behavioral health clinicians who work with couples and relationship concerns, including marriage and family therapists, professional counselors, clinical social workers, psychologists, and other qualified mental health providers.

Program Description This three-hour continuing education program explores the intersection of attachment, romantic love, sexuality, relationship injury, and repair in couple relationships. Participants will examine how romantic relationships may transition through experiences of limerence, attachment, and commitment and how these processes can influence emotional and sexual connection over time. The program explores secure, anxious, and avoidant attachment patterns and how attachment strategies may manifest within emotional and sexual relationships. Particular attention will be given to limerence, including characteristics associated with unwanted limerence, factors that may maintain the limerent cycle, and a brief clinical intervention for reducing reinforcement and supporting values-consistent boundaries and behavior change . The second half of the training focuses on attachment injuries, betrayal, resentment, and relational repair. Participants will examine evidence-informed approaches to attachment repair and the science of forgiveness, including distinctions between forgiveness and reconciliation, effective apologies, accountability, rebuilding trust, and restoring emotional and sexual safety. Brief clinical interventions will demonstrate how therapists can facilitate an emotionally attuned apology following an attachment injury and help clients identify achievable next steps in the forgiveness and healing process. Clinical case applications will be incorporated throughout the program to help participants translate the concepts into clinical practice.

Three (3) NBCC-approved credit hours will be awarded to registered attendees who participate live for the full three-hour training. No credit will be given for partial attendance. Credit will not be granted for attendance after 15 minutes from the presentation start time.

Learning Objectives Upon completion of this program, participants will be able to:

1. Describe phases of romantic love , including limerence, attachment, and commitment, and identify how these phases may influence emotional and sexual connection in long-term couple relationships.
2. Identify how secure, anxious, and avoidant attachment patterns may influence emotional and sexual connection within couple relationships.
3. Identify and assess characteristics associated with limerence and apply a brief clinical intervention to help clients reduce unwanted limerence, support values-consistent boundaries, to identify achievable behavior change.
4. Define attachment injuries and explain how unresolved injuries and resentments may contribute to negative conflict cycles and disrupt trust, emotional security, and sexual safety within couple relationships.
5. Apply brief, evidence-informed interventions for attachment repair and forgiveness to help couples process relationship injuries and resentments, differentiate types of forgiveness, and facilitate effective apologies and relational repair.

Register using this link.

MYgroup has been approved by NBCC as an Approved Continuing Education Provider, ACEP No. 7885. Programs that do not qualify for NBCC credit are clearly identified.

MYgroup is solely responsible for all aspects of the programs.

Refund Policy: All sales are final. No refunds will be issued after registration is completed, regardless of attendance or circumstances. Please review all training details carefully prior to registering.

If you have questions, are interested in a group rate, or need any special accommodations, please contact our Provider Relations Manager, Norma Valentin, by calling our Provider Line 866.850.2175 or via email.

 

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Supervisor Orientation Test

Welcome to your Supervisor Orientation Test! There are a total of 12 questions and you need to get at least nine correct to receive a passing grade. You may refer back to the Supervisor Orientation training materials if you need a refresher.

Which statement most closely describes an EAP?

A supervisor is not allowed to dispense a disciplinary action while an employee is being seen by the EAP, even if performance problems are continuing.

EAPs can reduce the risk of lawsuits by helping troubled employees resolve personal problems before they face adverse actions such as termination that can lead to expensive legal challenges.

Many professionals in the workplace may consult with supervisors, but the profession founded on the basis of helping troubled employees and consulting with supervisors in managing and intervening with troubled employees is:

Your employee says she has marital problems after you confront her about coming in late and calling in sick. As a result, you recommend that she call the EAP. The attendance problems stop. However, two months later, attendance problems return. Your prior discussion and recommendation to use the EAP was a "supervisor referral"?

Some employees have personal problems, but no performance problems. How would you respond: Your employee tells you she is having financial problems. She says if things get worse, she might have to file for bankruptcy. She has no performance problems. What would you do?

Your employee has a problem with absenteeism. When confronted, he says he will seek help from the EAP. A month later the absences continue. At this point, there is no need to make a supervisor referral because the employee has already gone.

Which one of these interactions with a troubled employee would most likely be perceived as serious and motivate change?

If you refer an employee to the EAP, but do not consult with the EA professional and do not provide written information concerning performance problems, all of the following are likely to happen EXCEPT:

If the employee is referred to the EAP, but refuses to sign a release of information, the supervisor will have no way of knowing if the employee followed through with the referral.

Meeting with an employee after referral to the EAP, and planning specific dates and times for other follow-up meetings is a powerful way of helping an employee feel a constructive sense of urgency to follow-through with the EAPs recommendations and reduce the likelihood of a return to performance problems.

You are concerned with your employee's continued absenteeism and problematic behavior on the job. You decide to refer your employee to the EAP. Unfortunately the employee does not go after agreeing to do so. How should you respond?