Many organizational leaders today are eagerly talking about learning goal setting for building resilience in themselves and their employees. According to Seijts and Latham (2012), goals establish a safety zone for creating new, promising ideas for taking positive action. My FABULOUS Transformation Framework for Fostering Resilience helps leaders take positive action to achieve their learning goal of increasing employee wellbeing. My framework puts a leader’s strengths into practice and helps them set their learning goals, which improves their organizational wellness leadership skills.

When leaders share this goal methodology with their staff, employee wellbeing is enhanced. They may be facing several challenges (e.g., lowered productivity, retention) that are impacting the company. Having FABULOUS goals is a critical step in mitigating the impact of job burnout, compassion fatigue, and vicarious trauma on employee wellbeing.

The FABULOUS goal methodology is a plan that builds personal resilience in leaders by focusing on their healthy habits and outcome behaviors. A business goal is a leadership tool that focuses on a final desired state for each employee. As you share your goals and influence those who report to you, make sure that the goal aligns with your employees’ core values. Communicate your goal and be transparent about your own issues regarding work-life balance, wellbeing, and resilience.

FABULOUS Goal Setting in the Workplace

With that in mind, here are eight pillars of FABULOUS goal setting: Flexibility, Attitude, Boundaries, United, Laughter, Optimism, Understanding job satisfaction, and Self-compassion.

1. Flexibility: a realistic and attainable goal can trigger your brain’s reward system, which can bring about resilience. Brainstorm ways to reframe your thinking to achieve your goal to lessen burnout and build personal resilience.
2.  Attitude: explore a mindset of looking past your bias, fears, and self-sabotaging habits while maintaining a positive attitude enhances your ability to achieve your learning goal.
3.  Boundaries: keep healthy boundaries to achieve your learning goal.
4.  United: overcoming compassion fatigue and vicarious trauma together.
5.  Laughter: incorporate a sense of humor into your ongoing practices from learning goal setting to accountability.
6.  Optimism: remain hopeful and have confidence in your ability to achieve your goal.
7.  Understanding job satisfaction: recognize how your goals help you to be fulfilled at work.
8.  Self-compassion: if you get frustrated with task complexity, obstacles, and mistakes, be kind to yourself. You are not the only leader who struggles with achieving a goal.

According to Callander (2020), a business goal is a desired final state that accomplishes business ambitions. Whether the learning goal is building resilience at work or increasing employee wellbeing, stay goal driven as you gather information, gain knowledge, and acquire the skills to pass along to your employees. Moreover, anticipate problems and possible detrimental effects when setting goals (Oettingen, Wittchen, & Gollwitzer, 2013).

 

Goal setting is a process of planning and action to manage any problems related to burnout and building resilience that come up. So, keep in mind these points:

• Write down the number of ideas I need to acquire or develop to accomplish the task effectively (Locke & Latham, 2002).
• Have a high commitment to my learning goal for it to be effective in increasing my performance (Latham & Seijts, 2016).
• While I plan my goal, I may get negative feedback and become frustrated as I search for task relevant information (Seijts et al., 2013).

Focus on actions that help your staff

By incorporating the FABULOUS Framework for Wellness into your goal setting, you create a new process that removes barriers to achieving work-life balance and employee wellbeing. The goal of mitigating burnout begins with a constructive action step: focusing on a FABULOUS action plan to achieve career resilience.

References

Callander, J.S. (2020) Business Goal Setting (BGS) bridging strategy and organisational behaviour; as part of strategy development, what elements of business goal setting contribute to employee intellectual buy-in? A multiple case-based study. University of Southampton, Doctoral Thesis.

Swann, C., Rosenbaum, S.,  Lawrence, A., Vella, S.A., McEwan, D. & Ekkekakis, P. (2021) Updating goal-setting theory in physical activity promotion: a critical conceptual review, Health Psychology Review, 15:1, 34-50, DOI: 10. 1080/17437199.2019.1706616.

Oettingen, G., Wittchen, M., & Gollwitzer, P. (2013). Regulating goal pursuit through mental contrasting with implementation intentions. In E. A. Locke, & G. P. Latham (Eds.), New developments in goal setting and task performance (pp. 523–548). NY: Routledge.

Seijts, G. H., Latham, G. P., & Woodwark, M. (2013). Learning goals: A qualitative and quantitative review. In E. A. Locke, & G. P. Latham (Eds.), New developments in goal setting and task performance (pp. 195–212).  NY: Routledge.

Seijts, G. H., & Latham, G. P. (2012). Knowing when to set learning versus performance goals. Organizational Dynamics, 1(41), 1–6. doi: 10.1016/j.orgdyn.2011.12.001.

Fostering self-compassion in a vicarious trauma-informed workplace

To create a supportive work environment that recognizes the impact of vicarious trauma and promotes self-compassion, organizations should adopt practices aligned with core values and prioritize employee well-being in the workplace. These initiatives encourage trauma-informed self-care strategies, improving morale, enhancing employee satisfaction, boosting productivity, lowering healthcare costs, and increasing job satisfaction. Such practices also lead to reduced absenteeism and better employee retention.

Self-Compassion in the workplace

Employees dealing with vicarious trauma can greatly benefit from practicing self-compassion, offering themselves the same kindness, empathy, and understanding that they would extend to a friend in distress (Neff & Davidson, 2016). This practice helps alleviate emotions like depression, anxiety, isolation, and shame (Braehler & Neff, 2020). It empowers individuals to care for themselves during times of personal difficulty, setbacks, or failures (Warren et al., 2016). By embracing this approach, individuals can learn from challenges and maintain a positive outlook toward themselves despite imperfections (Kemper et al., 2019). It also supports managing self-critical thoughts (Gilbert, 2014) and fosters healthier responses to stressful situations, such as failure and feelings of inadequacy (Nazari et al., 2024).

Key elements of self-compassion

According to Kristin Neff (2023), self-compassion is built upon six fundamental elements that enable individuals to navigate suffering caused by personal challenges or shortcomings:

1. Self-kindness: Showing tolerance towards one’s own feelings without self-criticism.
2. Common humanity: Understanding that difficulties and mistakes are a shared part of the human experience.
3. Mindfulness: Facing painful emotions directly, instead of avoiding them or becoming overwhelmed.
4. Reduced self-judgment: Minimizing harsh self-criticism and fostering a more compassionate view of oneself.
5. Connection to others: Recognizing that everyone faces similar struggles, reducing feelings of isolation.
6. Balanced perspective: Maintaining emotional balance and avoiding excessive focus on negative experiences.

These core elements help individuals manage the emotional impact of vicarious trauma in a healthier and more balanced way.

Advantages of practicing self-compassion

Research has shown that self-compassion is a strong predictor of psychological well-being (Gilbert & Irons, 2005; Leary et al., 2007). Some of the notable benefits include:

1. Improved Mental and Cognitive Health: Self-compassion boosts cognitive function and mental well-being (Zessin et al., 2015).
2. Positive Body Image and Eating Habits: It is linked to healthier eating behaviors and fewer concerns about body image (Turk & Waller, 2020).
3. Better Physical Health: People who practice self-compassion often report lower stress levels and engage in more health-promoting behaviors (Homan & Sirois, 2017). Studies suggest it can reduce inflammation and improve immune function (Bellosta-Batalla et al., 2018; Phillips & Hine, 2021).
4. Reduced Burnout in Healthcare: Self-compassion has a significant impact on lowering burnout rates in healthcare professionals, outweighing factors like social or demographic differences (Nazari et al., 2024). Healthcare workers who practice self-compassion tend to experience less burnout (Vaillancourt & Wasylkiw, 2020).
5. Protection Against Compassion Fatigue and Emotional Labor: Self-compassion helps prevent compassion fatigue and emotional exhaustion (Chu, 2024).
6. Preservation of Self-Image: It safeguards self-esteem during challenging situations (Choi et al., 2014).

Overall, self-compassion promotes resilience and well-being across mental, physical, and professional domains. It also plays a key role in helping individuals recover from moral distress—when one witnesses or participates in actions that conflict with their values (Rubel & Palamara, 2023).

Research shows the benefits

Research consistently shows that practicing self-compassion brings numerous benefits to overall well-being. Individuals who are self-compassionate often experience lower levels of stress, anxiety, and depression, as they are better equipped to manage these negative emotions. This approach also fosters greater emotional resilience, enabling people to handle challenges more effectively. Additionally, self-compassion enhances one’s ability to connect positively with others, leading to stronger, more empathetic relationships. It also increases motivation for self-growth, encouraging individuals to learn from their experiences. Ultimately, those who practice self-compassion report higher life satisfaction and face fewer issues with compassion fatigue and mental health challenges like depression and anxiety. (Galiana et al., 2022; Brown et al., 2021; Cleare et al., 2019; Ferrari et al., 2019; MacBeth & Gumley, 2012; McArthur et al., 2-17; Shattell & Johnson, 2018; Macbeth & Gumley, 2012; Terry & Leary, 2011; Allen et al., 2010).

Conclusion

Creating a workplace that encourages self-compassion and recognizes the effects of vicarious trauma is essential for employee well-being. Implementing trauma-informed practices that support self-compassion can greatly benefit employees, leading to improved resilience, lower stress levels, and healthier work dynamics.

Promoting Self-Compassion and Suicide Prevention in a Vicarious Trauma-Informed Workplace

Suicide remains a critical global health concern, demanding accessible interventions to safeguard those working with those who are traumatized, grieving, or struggling with a crisis in their life. Exposure to vicarious trauma is a reality for police, firefighters, emergency personnel, mental health professionals, and social workers, potentially leading to symptoms mirroring those they assist.

First responders and helping professionals have the opportunity to develop internal resources that can help them manage suicidal thoughts. These professionals may have feelings of thwarted belongingness—where they feel disconnected and don’t belong—and perceived burdensomeness—feeling like a burden or liability—both of which are strongly linked to suicidality. The research underscores that low self-compassion exacerbates these factors, highlighting the potential for enhancing self-compassion to reduce the risk of suicide (Bianchini & Bodell, 2024).

Professionals can develop symptoms similar to those they help, such as anxiety, hopelessness, isolation, low self-esteem, and depressive symptoms, all of which are associated with suicidal thinking. However, individuals with high levels of anxiety and depression and who practice self-compassion are less likely to engage in suicidal behaviors (Kelliher-Rabon et al., 2018). Self-compassion mediates the link between negative affect and suicidal ideation (Hasking et al., 2019). A vicarious, trauma-informed workplace acknowledges these challenges and the need to support these professionals.

Can self-compassion be the difference between life and death?

Self-compassion involves directing kindness inwardly. It is a crucial aspect of addressing suicide risk among first responders and helping professionals. It can be nurtured through internal resources that empower them to navigate challenges with self-kindness and understanding. So, what are these internal resources? Alongside resilience, creativity, problem-solving skills, mindfulness, self-awareness, and a positive outlook, several other internal resources contribute to fostering self-compassion:

1. Coping Strategies: Techniques like relaxation, emotional regulation, and seeking social support can help manage difficult emotions.
2. Spirituality: beliefs and practices that foster self-acceptance during tough times.
3. Adaptability: Being open to change enhances perspective and supports self-compassion amidst challenges.
4. Sense of Purpose: Clarity in life’s meaning strengthens resilience and sustains self-compassion through setbacks.
5. Emotional Intelligence: Understanding and empathizing with difficult emotions aids in responding to challenges with self-compassion.
6. Appreciating Social Support: Strong relationships bolster feelings of connection and support.
7. Prioritizing Physical Health: Exercise, rest, and nutrition bolster mental well-being, facilitating self-compassionate responses to challenges.

Best Practices for Fostering a Self-Compassionate Workplace

Although there are various strategies to prevent suicide among professionals, agencies and organizations can implement these practices:

• Cultural Shifts: Foster a workplace culture that prioritizes wellness and emotional well-being.
• Leadership Responsibilities: Equip leaders with skills to model and support self-compassionate behaviors among supervisors and teams.
• Peer Trust: Cultivate trust and collaboration among team members to create a supportive environment.
• Holistic Approach: Embrace holistic self-care strategies encompassing mental, emotional, and physical well-being organization-wide.

Challenges in Vicarious Trauma Prevention Efforts

As a keynote speaker and trainer on compassion fatigue and vicarious trauma, I have learned much from the attendees of my programs. Here are the challenges that they bring up regarding their efforts to prevent vicarious trauma in the workplace:

• Insufficient prioritization of vicarious trauma-informed practices in workplace culture.
• Lack of clear guidelines on stress reduction strategies and protective factors.
• Limited financial resources are allocated for vicarious trauma-informed training and support.
• High turnover rates necessitate frequent vicarious trauma training.
• Employees’ inadequate self-care skills and uncertainty about where to seek help.
• The emotional strain is heightened by current events and societal issues.

In conclusion, creating a workplace that embraces self-compassion involves addressing challenges in vicarious trauma prevention and implementing comprehensive strategies that support employee well-being at every level of the organization.