Child Study Center Grand Rounds 09.14.2021

Transcript

• 00:00Well, good afternoon everyone
• 00:02and on behalf of Doctor Andres
• 00:04Martin and Doctor Crystal Finch,
• 00:07my Co chairs of the Grand runs committee
• 00:09and the entire Grand Rounds Committee.
• 00:11I'd like to welcome you to the start
• 00:14of our new grand rounds series.
• 00:16It is such a pleasure to see so many
• 00:18of you here in person at the cone.
• 00:24And also wonderful to see so many
• 00:26people on zoom virtually so obviously
• 00:29this is our first hybrid event,
• 00:31so please bear with us if we have any
• 00:33teething problems or technical difficulties,
• 00:36and I'd like to start by thanking
• 00:38Rosemary and Mark and Duncan and Kyle
• 00:41for really helping support us to bring
• 00:43this hybrid event and into reality.
• 00:46And so you know, as a ground round committee,
• 00:49we're really hoping that this new
• 00:51series will continue to be a forum that.
• 00:54Brings our entire community
• 00:56together to learn together.
• 00:58We've put together really a
• 01:00stellar program of speakers where
• 01:02we'll expose you to new ideas,
• 01:03new perspectives, cutting edge
• 01:06research and clinical innovations.
• 01:08And as I said,
• 01:09I hope you'll be able to join us
• 01:12regularly for this grand series.
• 01:13I'll just point out that next week will
• 01:16have doctor Jonathan Posner from Duke
• 01:18University who will talk to us about
• 01:20the effects of maternal depression
• 01:22and pregnancy and the treatment.
• 01:24Maternal depression in pregnancy
• 01:26with antidepressants on trajectories
• 01:28of child development,
• 01:29and I do hope that you'll be able to
• 01:31join us for that presentation now.
• 01:34I joined Yale from University in
• 01:36Canada and on days like today where
• 01:38we look forward with excitement,
• 01:40we also take a moment to pause and
• 01:43reflect on the past and to reflect on
• 01:46a history that is often overlooked
• 01:48and that is the history of the land
• 01:52on which we stand the land on which.
• 01:54The university is built upon and we
• 01:57do so through a land acknowledgement
• 01:59which is a sign of respect and
• 02:02inclusion to our indigenous and Native
• 02:05American colleagues, friends and peers.
• 02:07And Yale does actually have its
• 02:10own land acknowledgement,
• 02:12which I'd like to share with you now.
• 02:15So Yale University acknowledges
• 02:17that indigenous peoples and nations,
• 02:19including Mohegan man,
• 02:21tortured peak, Watt, eastern Pequots,
• 02:23Schaghticoke, Golden Hill, pygas,
• 02:25it, nehantic,
• 02:27Quinnipiac and other Algonquian speaking
• 02:29peoples have stewarded through generations.
• 02:32The lands and waterways of what is now
• 02:35known as the state of Connecticut.
• 02:38We honor these unrespected these
• 02:41enduring and deep relationship
• 02:42that exists between these peoples.
• 02:45And nations and this land.
• 02:47And I encourage any of you that are
• 02:49interested to learn more about land
• 02:51acknowledgements to visit the Yale
• 02:53Native American Cultural Center.
• 02:54And I believe Linda will share a link
• 02:57either during her presentation or
• 02:58shortly after, so without any further ado,
• 03:01I'd like you to join me in welcoming
• 03:04our chair Doctor Linda Maze.
• 03:06To kick off this season of Grand Ryans.
• 03:13Thank you very much, Karen,
• 03:14and it's so great to see everyone
• 03:17in this room as well as on zoom.
• 03:20So I actually want to begin
• 03:21though with a question.
• 03:22This is our first hybrid event.
• 03:24Are you comfortable with my
• 03:26speaking without my mask?
• 03:29Alright, thank you.
• 03:33Oh, that's great. That's wonderful.
• 03:39Touch this. Just touch it
• 03:41down a bit. OK, great.
• 03:46So this is our opening meeting.
• 03:48And we have a tradition here in the center
• 03:51of actually having two opening meetings.
• 03:53The first one in September,
• 03:55which I'm going to reflect on what
• 03:57we do at this opening meeting and the
• 04:00one in January where we talk more
• 04:02about the state of the department.
• 04:04September brings us to a time
• 04:06where we've come through a lot.
• 04:08I'll talk about that in a minute.
• 04:10And I want to always try and
• 04:12September to be a bit reflective
• 04:14and looking forward to what?
• 04:15So head of us.
• 04:17So I think why do we do opening meetings?
• 04:20The first is we come back from
• 04:23our summer rhythms.
• 04:24This is the rhythm of the academic world.
• 04:28Things gear back up in September.
• 04:31We come back to welcome and we come
• 04:34back to look ahead to a new year.
• 04:37Now here in the CHILD Study Center over
• 04:39the last few years we've had a bit of a
• 04:41new tradition or a bit of a tradition,
• 04:43and that is that we actually have a
• 04:45theme for each of our opening meetings.
• 04:48And we began this,
• 04:49if you can count back five years ago
• 04:51we began with an Australian word spine
• 04:53bash about spending time, ideally.
• 04:56Then vacations, then sojourns,
• 04:59then a summer frame of mind,
• 05:01then rejuvenation.
• 05:04But this September and looking back.
• 05:07That actually all seems a bit off key.
• 05:11And a bit out of tune.
• 05:14So what I want to suggest is.
• 05:17Here we are that we have come
• 05:19off a summer like no other.
• 05:24With elbow bumping wearing masks,
• 05:28we sit in this room wearing masks.
• 05:30We have many colleagues on zoom
• 05:32for all together in different ways.
• 05:35We have the delta variant.
• 05:37We began this summer with hope because
• 05:40of the vaccine that was tempered
• 05:42then by caution and uncertainty,
• 05:44and still remains tempered
• 05:47by caution and uncertainty.
• 05:49These have been since March the 12th,
• 05:54552 days.
• 05:55Like no other that we have experienced.
• 05:59We have as a Community come together in
• 06:03a way and gone through something that is
• 06:06historic that we will tell our children,
• 06:08our grandchildren,
• 06:09our nieces and or nephews about
• 06:12and they will write that history.
• 06:15And those days are still not ended.
• 06:18We are still a stressed, tired,
• 06:21afraid community and society.
• 06:24And I want to call that out.
• 06:27And to acknowledge that.
• 06:29And what we are still living through
• 06:31are the challenges of uncertainty.
• 06:33We seek certainty,
• 06:34but we are faced now more
• 06:37regularly with uncertainty.
• 06:39What will happen to the delta
• 06:40variant whilst the new variant?
• 06:42How many people are vaccinated?
• 06:44Should we wear mask or not?
• 06:45Should we ask permission or not?
• 06:47Should we wear faith?
• 06:48We should we wear eye coverings?
• 06:50All of the uncertainty and then
• 06:53just frankly tremendous fatigue?
• 06:55Now I know you may be feeling
• 06:58that this is starting to go down.
• 07:00But I really want to call it out
• 07:03because I think it is incredibly
• 07:05important that we share this
• 07:07together in these 552 days.
• 07:10So the reason that then our theme for
• 07:13this year is matters of the heart.
• 07:16Is captured in some ways by this
• 07:19quote from Titus Andronicus.
• 07:21But my heart suspects more than
• 07:24my eyes can see.
• 07:26And oftentimes,
• 07:26when you think about matters of the heart,
• 07:28you're thinking about romance and
• 07:30romance novels and things like that,
• 07:32but I'm actually suggesting that there
• 07:35are three areas for matters of the heart.
• 07:38That are very relevant to this
• 07:41September to those 552 days.
• 07:45The first is that it often refers
• 07:47to deep emotional experiences that
• 07:49have often been in relationships
• 07:52and could that not be more apt
• 07:55about this pandemic?
• 07:56But it also speaks to healing and gratitude.
• 08:00And it speaks to community service,
• 08:02leadership and values.
• 08:03So I'm going to touch on those three.
• 08:07And we've been together.
• 08:10But before I begin that,
• 08:11I also want to acknowledge that a lot
• 08:13of times when we came together in September,
• 08:15we would share more light with things
• 08:18about what we did in the summer
• 08:20where we went on our vacations,
• 08:22all the various things,
• 08:23what we experienced, who we saw.
• 08:26But again,
• 08:27this has been a summer like no other,
• 08:29and speaking more personally,
• 08:31for me,
• 08:32a number of you may know that actually
• 08:35I lost my mother earlier in this summer.
• 08:38And I don't tell you that or bring that
• 08:41up to actually turn it back to me.
• 08:44But simply to say that that experience
• 08:47has heightened my awareness for
• 08:49what has been.
• 08:51What is really a theme of all
• 08:53of this pandemic
• 08:55for us? Of our collective loss.
• 08:58And to suggest that we as a community
• 09:01are experiencing a collective grief.
• 09:04That we have lost a great deal.
• 09:07We've lost our grounding routines are or
• 09:09even the fact of coming into this room.
• 09:11You all applauded for the fact
• 09:13that we are in this room.
• 09:14Together we came back to
• 09:17our grounding routines.
• 09:18Our organized activities social
• 09:21contact with friends, families,
• 09:23even those rites of passage
• 09:25that are so key for us.
• 09:28I don't know how many of you lost
• 09:31family members or friends or lost.
• 09:33Just contact with them if not
• 09:35lost them to the to the pandemic.
• 09:38But we've had also changes and
• 09:40and goals or delays in your goals,
• 09:43even predictability, and most fundamentally,
• 09:46the assumption that the world
• 09:49is a safe place.
• 09:51Our heart has seen on one level much more
• 09:55than our eyes and our ears have taken in.
• 09:59And if we are listening to our heart,
• 10:02we know that we are all
• 10:05experiencing this together.
• 10:06And what does it look like to be
• 10:09experiencing as a community brief?
• 10:12Well, it looks like a number of things.
• 10:15It looks like a feeling of
• 10:17not being in control.
• 10:18Anybody had that feeling over the last year?
• 10:21It looks like a feeling of
• 10:24being distracted and tired.
• 10:26Of anxious,
• 10:27irritable,
• 10:28and fragmented as a group of feeling
• 10:32powerless and also even thinking about
• 10:35others but not thinking about others
• 10:37necessarily always in a caring way.
• 10:39But those people that aren't
• 10:41wearing their masks.
• 10:42Those people that aren't vaccinated.
• 10:44The othering of our world around us.
• 10:47And that is not only I would say a
• 10:50measure of our grief as a community.
• 10:53But it's also ironically a measure
• 10:56of what it means to be in this
• 10:59virtual world for a very long time.
• 11:01Do you remember with longing?
• 11:04When we sat in this room and
• 11:07we didn't worry about who had
• 11:08masks and who didn't have close,
• 11:09we were how we actually were really,
• 11:11really happy when people were
• 11:13standing up in the back and crowding
• 11:15and falling over each other.
• 11:16We did not worry a bit about that.
• 11:19And I would dare say when you
• 11:21came in today and started sealing
• 11:23of those of you in the room,
• 11:25seeing more people, you started thinking.
• 11:27Well, let's see.
• 11:28I believe they said no more than 20.
• 11:30No more than 10.
• 11:31How many you're supposed to be in the room?
• 11:33Our sensitivities have changed.
• 11:34We've gone from squares.
• 11:36We've gone from full to squares.
• 11:39And there actually is some really
• 11:42interesting data about the impact
• 11:44of this virtual world now of
• 11:46552 days of it on our being.
• 11:50And on as we work as a community.
• 11:53The first comes at two of these are two
• 11:55papers and I give you the references.
• 11:57Both are published in Nature.
• 11:59One talks about the impact of the
• 12:02pandemic is a natural experiment.
• 12:04Heaven knows we didn't design it.
• 12:07A natural experiment and comparing
• 12:09it to prolonged spaceflight.
• 12:12And also.
• 12:14For a long spaceflight and also to technology
• 12:18and the impact of technology transfers.
• 12:21The other article is actually
• 12:23really very interesting.
• 12:25Because it also looks at the effect
• 12:27of the pandemic on specific social
• 12:29behaviors and how groups work
• 12:31together as well as individuals.
• 12:33And looks at how prolonged virtual
• 12:36working has had an impact on things
• 12:40such as an understanding thread.
• 12:43How we respond.
• 12:45Actually to various prejudice
• 12:47and discrimination,
• 12:48in particular how we actually think 0
• 12:52sum thinking or our ability to cooperate,
• 12:56or even to make decisions from a moral frame.
• 12:59I can give you these references,
• 13:01but all this is to say is that there
• 13:04now is an emerging literature that we,
• 13:06as social scientists and its clinicians,
• 13:08should be aware about the effect of
• 13:11prolonged amounts of time in a virtual world.
• 13:15However. We've also learned a lot.
• 13:19In our virtual world,
• 13:20we've learned how to do things
• 13:21in different ways.
• 13:22We've learned some very positive things,
• 13:26and we've learned that, for example,
• 13:28the pandemic may actually hasten
• 13:30certain things about well being,
• 13:32and we're working in a virtual setting.
• 13:35It may actually in some ways
• 13:37influence performance in good ways,
• 13:39as well as a decrease in.
• 13:42So all of this we need to
• 13:44be extraordinarily aware of.
• 13:46Yet at the same time,
• 13:47I'm also very aware that everybody.
• 13:50To 1 degree or another are
• 13:53worried about returning.
• 13:55And what does return mean?
• 13:57It doesn't mean coming back to normal.
• 13:59What does return mean?
• 14:02The lovely flower.
• 14:04They just don't get those on zoom.
• 14:08So return,
• 14:08we've had a number of things that people are
• 14:11worried about the being exposed to kovid.
• 14:13We're all sitting in this
• 14:15room or sitting with masks.
• 14:16They're worried about losing flexibility,
• 14:19which means the ability to take care
• 14:21of your children or your loved ones at
• 14:23the same time you're balancing your work.
• 14:26They're worried about the time of
• 14:28commuting now and many other things
• 14:31that are very much on people's minds.
• 14:34And so as we think about that,
• 14:37and as we think about the worries
• 14:39that we've had about coming back,
• 14:41I'm also extraordinarily grateful.
• 14:44To the fact that we actually
• 14:46can come back together.
• 14:48And that we can come back together
• 14:50to talk about the joy and the dread
• 14:53and how we can work together as a
• 14:55community and that people have been
• 14:57very willing to share their stories.
• 14:59And very willing to start talking
• 15:02openly about how do we do this?
• 15:05So another part of matters of the heart.
• 15:08Is expressing gratitude.
• 15:11And indeed,
• 15:12there is also a literature about
• 15:15expressing gratitude and its impact
• 15:18on healing a pretty big literature.
• 15:21Of how regular, intentional noticing,
• 15:25expressing thanking what people your
• 15:28colleagues, all of us for how we are.
• 15:30What we are doing.
• 15:32How we are working together.
• 15:33Has a positive effect on health.
• 15:37Captured perhaps in this quote,
• 15:39but very old quote,
• 15:40that gratitude is not only
• 15:41the greatest of virtues,
• 15:43but the parent of all others.
• 15:45But you can see that from a
• 15:47Pediatrics most recently or recently,
• 15:49expressions of gratitude impacting
• 15:51medical team performance.
• 15:53A potential role for mu opioids in
• 15:56the positive effects of gratitude.
• 15:58A number of these references to give to you
• 16:01that are really about the positive effect.
• 16:04Of being grateful.
• 16:06We've come through 552 days,
• 16:09but being grateful for all that
• 16:11we can do and have done together.
• 16:13And so, let me just express some
• 16:16of my gratitude to call out.
• 16:18I'm very grateful that so many of you
• 16:21have engaged in our virtual world,
• 16:23and I've been willing across that
• 16:26virtual and strange world of many
• 16:28squares on a screen to contribute.
• 16:30I'm grateful for our smooth
• 16:32transition to Tele health,
• 16:33where in less than two weeks we
• 16:35got the majority of our patients in
• 16:37March onto a Tele health platform.
• 16:41That we've been able, not without trial,
• 16:44not without challenge.
• 16:46To balance your families and personal
• 16:49needs in this very stressful environment.
• 16:52And for everyone's extraordinarily
• 16:54hard work to keep families engaged,
• 16:57whether it's on a research or
• 16:59clinical or whatever basis.
• 17:01There are a number of you I
• 17:02suspect in this room,
• 17:03but I know virtually that joined
• 17:07the CHILD Study Center last year
• 17:08at the time of the pandemic,
• 17:10and you have actually literally not been
• 17:13in person with the people that you work with.
• 17:16That takes tremendous patience to actually
• 17:19join a place and live in your apartment,
• 17:22but yet you're a member of
• 17:24the Child Study Center.
• 17:25I'm very grateful that you've
• 17:27had the patience for that.
• 17:29And the patients that shown as our
• 17:32communications have not always been thorough,
• 17:34and they've not always been
• 17:35just right on key.
• 17:37But that you've been willing
• 17:38to ask questions,
• 17:39and you've been willing to say
• 17:41what else could you tell us?
• 17:42And really, trying to push us to do better.
• 17:45And finally the and not really,
• 17:47finally, but just on this slide.
• 17:50The willingness to try different ways of
• 17:52coming together and to share your stories,
• 17:55however, however painful.
• 17:56Or however whatever you think about
• 17:59them to share them in the spirit of
• 18:02are actually trying to do better.
• 18:07But this is also been a
• 18:11time of enormous change.
• 18:13Enormous change.
• 18:16In October of 2019.
• 18:18How far away does that seem?
• 18:21We moved into our new building at 350 George.
• 18:25We had no idea what was coming on March 12th.
• 18:30We moved into this new building.
• 18:32We brought various practices
• 18:34within the center together.
• 18:36We started learning how to work as one
• 18:39integrated practice and going through
• 18:40the bumps and the ups and downs of
• 18:43that and adjusting to our new space.
• 18:45And then March 12th happened.
• 18:48But we've been going through
• 18:49a lot of other change.
• 18:51We've been going through a
• 18:53tremendous upheaval in a good or
• 18:55people a long overdue upheaval
• 18:57in matters of social justice.
• 18:59We're also going through the
• 19:01unseen tolls of the pandemic,
• 19:02which I will talk about in a little bit more,
• 19:04but the rise in behavioral health
• 19:06needs not only a chipmunk children,
• 19:08but among adults.
• 19:10And we're coming together we're seeing
• 19:13a change in how people work together.
• 19:16Slow overdue,
• 19:18but a tremendous change in our culture.
• 19:23And as we think about the change,
• 19:25now that is before us in 2021 to 2022.
• 19:28I want to suggest that we need another
• 19:32metaphor for change or not metaphor we
• 19:36need actually another frame for change.
• 19:39Change that to date has been changed
• 19:41that we come up with an idea.
• 19:43We move it forward and then we
• 19:44can be various constituents.
• 19:46We move it forward and we try to
• 19:48make it happen. It's transactional.
• 19:52What do you want to get to watch your goal?
• 19:55How are you going to make the change?
• 19:57What are the steps forward?
• 19:58It's very transactional.
• 20:01What I want to suggest is what we are in,
• 20:03not just as apartment,
• 20:05not just as a school but as a
• 20:08society is a model of social change.
• 20:11And social change has a different emphasis.
• 20:15Social change is this.
• 20:17It changes in human interactions
• 20:20and relationships that transform
• 20:22culture and social institutions.
• 20:25That is what we are in the middle of.
• 20:29And if you want a historical,
• 20:31relatively recent but historical.
• 20:34A event of social change.
• 20:37Think of the civil rights movement.
• 20:39Incomplete.
• 20:40Not in anywhere finished,
• 20:43but actually certainly changed the
• 20:47way institutions work together.
• 20:49It's explicitly driven when you think
• 20:52about a social change frame by shared values.
• 20:55Values about collaboration,
• 20:57mutual support,
• 20:59gratitude that we talked about.
• 21:02And it begins with how thinking
• 21:04about social change movements,
• 21:06social change processes begin with thinking
• 21:09about how we actually work together.
• 21:12How do we listen?
• 21:14How do we contribute and how do we critique?
• 21:17In retrospect,
• 21:18in October 2019 there were
• 21:20elements of social change when
• 21:22we moved into that new building.
• 21:24We were just so focused on the
• 21:26concrete elements of getting
• 21:27us into that new building,
• 21:29but it was driving different
• 21:31ways of working together.
• 21:33And heaven knows this
• 21:35pandemic has both set us back,
• 21:38but also put it more conscious.
• 21:40Other ways that we miss
• 21:42and working together in the
• 21:43ways that we can.
• 21:45So social change model is really,
• 21:47I think, app for all the change
• 21:49that's going on for this department
• 21:52and all the things that we will
• 21:54need and are trying to move forward.
• 21:57An other piece though
• 21:59that I want to talk about.
• 22:01Is within great social change times.
• 22:05There are different approaches to
• 22:08leadership that may be required.
• 22:10And I want to speak once again
• 22:12just a bit personally,
• 22:13and to say that as I've thought about it,
• 22:17and as I thought about my role in this
• 22:20department and my role as your chair,
• 22:22I come to think about particularly
• 22:25now and this time.
• 22:27And in this time of collective grief,
• 22:29gratitude coming together.
• 22:31That we need to rethink how
• 22:34we lead all of us really.
• 22:37So in a traditional way of
• 22:40leadership around change.
• 22:42It's this. Triangle pointing up.
• 22:46And if it's,
• 22:46this is better over here on this graphic
• 22:49that the teams serve the leaders.
• 22:51That the teams answer to the leaders.
• 22:54What I'm suggesting,
• 22:55and this time in this post,
• 22:58COVID world,
• 22:59whatever that world will look like.
• 23:01That we are in a time now of
• 23:04servant leadership.
• 23:05Where leaders serve their teams.
• 23:08Where the goal is to
• 23:10actually bring us together,
• 23:12the goal is to actually help us come together
• 23:15in the most productive and creative ways.
• 23:18And that actually the characteristics that
• 23:21I would suggest are most important now.
• 23:24That all of us really should
• 23:27embrace our of stewardship.
• 23:28Commitment to the growth of
• 23:31people and to building community.
• 23:33To bring us back.
• 23:35Bring us back in whatever way
• 23:38that looks like.
• 23:39And it's.
• 23:42I think it's not that one
• 23:44stays in one style or another,
• 23:46or one approach or another,
• 23:47but for a period of tremendous social change,
• 23:50we need to be thinking in these ways.
• 23:55Now I want to just call out one thing though.
• 23:59That I know that those are words.
• 24:02And there may not be words that
• 24:03I've always said is explicitly,
• 24:05but I know there are words.
• 24:07And that right now we're also at
• 24:09a time which is characteristic
• 24:10of social change,
• 24:12where action is as a action really
• 24:16drives today. As in the quote.
• 24:20Culture change takes time.
• 24:22It does take time.
• 24:24But I would also suggest it is
• 24:26a time for change.
• 24:28And you have my commitment
• 24:29for change on the areas.
• 24:31Now that I'm about to talk about.
• 24:33It is a really important time
• 24:35for us to change but and,
• 24:37but I'm also aware that
• 24:39all the words won't matter.
• 24:42They may be beautiful,
• 24:43they may not,
• 24:44but unless we put action behind them.
• 24:48So less transition with that frame.
• 24:52And with that talk of community and that
• 24:54talk of coming together and social change,
• 24:56let's just transition to what we
• 24:58used to do in this room on early
• 25:01September by asking everyone who had
• 25:04been you or it's just new in the
• 25:07child Study Center to stand up and
• 25:09then we had this coming together.
• 25:10Nobody thought about COVID or
• 25:12mask and hugged each other and
• 25:14shook hands and did all of that.
• 25:16Let me just do it for a moment with
• 25:18pictures and welcome our cat fellows.
• 25:21So we have our new headmen track fellows
• 25:23we have are sold at South Track Fellows.
• 25:26We have our integrated
• 25:28residence really great.
• 25:29Nine new people coming together for us.
• 25:34I want to welcome as well.
• 25:37Our psychology fellows.
• 25:39Who come from a whole
• 25:42diverse areas and places.
• 25:44For example armarillo which I'm hoping I
• 25:47pronounced correctly coming from Colombia.
• 25:50Emily coming from the
• 25:52University of Tennessee.
• 25:53Anna coming from Sony and Albany
• 25:56and and Sarah coming from Yeshiva.
• 26:00I'm not going to be able to do
• 26:02it from memory for everyone,
• 26:03but just to give you a sense of
• 26:05where people are coming from.
• 26:07And our social work colleagues
• 26:08were delighted.
• 26:09Now that we have a two year
• 26:11social work fellowship,
• 26:11our social work colleagues with Emma
• 26:14coming from Catholic University and
• 26:15Dakota from the University of Pennsylvania.
• 26:21We have our research training program
• 26:23fellows and on this slide we want.
• 26:26This will foreshadow a theme
• 26:29throughout about mentorship,
• 26:30but Tara with Kieran as her
• 26:33mentor Francesca was Helen's.
• 26:35Her inventor and Taylor with Dylan jeez.
• 26:39Mentorship, intergenerational and then
• 26:41we have just a remarkably bumper crop.
• 26:46A masters fellows here
• 26:48from our Yale UCL program.
• 26:50Really the biggest class we
• 26:52have ever had internationally.
• 26:54The majority of them are
• 26:56actually in New Haven now,
• 26:58but that's just an amazing number.
• 27:01We've also welcomed a number of Members
• 27:03and new members to our staff work
• 27:05working across different programs.
• 27:07As you can see.
• 27:09And we have welcomed another
• 27:12incredibly large number.
• 27:14Or postgrad associates and new postdocs.
• 27:18And I'm very delighted to see,
• 27:20although can't see in person yet,
• 27:21but very delighted to see a couple
• 27:24of new post grants who were here as
• 27:27summer interns not too long ago.
• 27:29So coming back and coming back
• 27:31to the center and new roles and
• 27:33new professional development.
• 27:37I want to turn to looking
• 27:40ahead to the new year.
• 27:43And I want to turn to two areas.
• 27:45One is that we are apart.
• 27:49We are a part of a larger system.
• 27:51We are part of the School of Medicine,
• 27:53the School of Medicine is
• 27:54a part of the university.
• 27:55There's also across the street.
• 27:57This very large health system.
• 27:58We're apart of multiple systems.
• 28:01And I want to become more intentional
• 28:04over these times to talk to
• 28:06you about news from different
• 28:08areas that truly impacts us.
• 28:11The other part,
• 28:12the other reason is to bring
• 28:14some news from the school is to
• 28:16also talk about opportunities.
• 28:17It offers us.
• 28:19And the second point is that I
• 28:21should have said earlier about action
• 28:23in words that we are a part of a
• 28:26larger system and sometimes it seems
• 28:28like our actions go at tortoise,
• 28:30shell speed or tortoise speed and we
• 28:32are working our way through these systems.
• 28:35So I want to get more intentional
• 28:37about talking about systems.
• 28:39But let me turn to news from
• 28:41the medical school.
• 28:43And just tell you about
• 28:443 new four new offices,
• 28:46well,
• 28:47three new offices and one office
• 28:50that's greatly expanded.
• 28:52And the reason is not to be bureaucratic
• 28:55and not to talk about offices.
• 28:57The reason is actually to say that
• 28:59there's a tremendous theme here
• 29:01going on in the medical school about
• 29:04fostering professional development.
• 29:06About career development.
• 29:08About mentorship.
• 29:09About creating an inclusive climate
• 29:12about helping everyone find their
• 29:14voice and find their talent.
• 29:17And there are some very concrete
• 29:19opportunities as well here to tell you about.
• 29:21But that's the theme and the
• 29:24reason to highlight these.
• 29:26So the first is the office of Physician
• 29:28scientists and scientists development.
• 29:30So open for MD's and pH D's on
• 29:34directed by Doctor Keith Choate
• 29:36from dermatology and the goal of
• 29:38this office is really to try to
• 29:40bring people early on in their
• 29:43career development and mentor them,
• 29:45mentor them into a full career that
• 29:48that has collaborations across the school.
• 29:51There are a number of opportunities,
• 29:53such as funding for early physician and
• 29:56scientist development awards to help.
• 29:58There's a professional society,
• 30:00and the thing that I'm actually
• 30:02very excited about that I think we
• 30:04should take tremendous advantage off
• 30:06contributing some of our own grants to it.
• 30:08It's a grants library that serves
• 30:11as a template for writing grants.
• 30:14Once again, though,
• 30:15the goal and the mock study sections
• 30:17as people learn how to review.
• 30:19Again,
• 30:19though,
• 30:19the reason to bring it up is
• 30:22there's a with Dean Brown's arrival.
• 30:24There is actually a real focus on
• 30:27bringing central mentoring resources.
• 30:31The second is quite relevant to RT
• 30:3332 is that there is new now a new
• 30:36office of Team Science and a new
• 30:38director of Team Science of Khaki Mashburn.
• 30:41I have a very small personal
• 30:43story about khaki.
• 30:44You may have noticed my mask
• 30:47wherever it went to.
• 30:48Ah.
• 30:49The purple mask khaki actually
• 30:51happens to be a graduate of Sewanee,
• 30:54the University of the South,
• 30:56went by by way of Vanderbilt.
• 30:58She was an English major and then learn
• 31:00to actually do large grants so career
• 31:03transitions can be a variety of things.
• 31:06But most importantly,
• 31:07as we start to think about multi site
• 31:10multi collaborative opportunities,
• 31:11this is an office now available to help us.
• 31:15And I looked to a number of people
• 31:17that might be interested in this.
• 31:19This is really important for us.
• 31:22There's also now a new office for postdocs.
• 31:26And the whole again idea is to build
• 31:29mentorship and mentoring skills to help
• 31:32with grants, leadership development.
• 31:34All of these kinds of things that you're
• 31:36going to see bumbling more and more.
• 31:38We as a department will do are doing a lot,
• 31:41which I'm going to get to.
• 31:42But this is happening at
• 31:44the level of the school.
• 31:46And then finally in Dean Latimer's office
• 31:49that Tara knows a great deal about.
• 31:52There's a number of initiatives,
• 31:53but I want to call your attention to
• 31:56to actually, specially on inclusion.
• 31:59About creating workshops and
• 32:01trainings on promoting an inclusive
• 32:04climate and promoting sponsorship.
• 32:07Now I'm going to come back at the
• 32:10end to this idea of sponsorship.
• 32:12For sponsorship and mentorship are different,
• 32:16they overlap, but they're different.
• 32:19And the effort of sponsorship
• 32:21becomes responsibility of all of us
• 32:24to try and think of opportunities
• 32:26to that we can offer our colleagues
• 32:28and I'll come back to it in a bit.
• 32:31But these are just I will make
• 32:33these slides available to you,
• 32:34but these are just to call
• 32:36your attention that.
• 32:37We are a department and a school.
• 32:41And a school that is growing its
• 32:43resources for helping everyone
• 32:45develop and reach their potential.
• 32:48So to be aware of that.
• 32:52So now back to us.
• 32:55What are the challenges before
• 32:57our department? And you know,
• 32:59I don't usually talk in terms of challenges.
• 33:02I usually try to reframe it as opportunities.
• 33:05But I want to actually be really,
• 33:07really direct, but the thieves are the
• 33:10challenges I think for 2021 to 2022.
• 33:15The first is to improve and
• 33:17strengthen our culture to work
• 33:19seriously on our culture and climate.
• 33:21We this system, this is not idle.
• 33:24This has to be an imperative.
• 33:27Our post COVID world what is that
• 33:29world in there going to look like?
• 33:32We got a little tiny microscopic
• 33:35taste of it right here.
• 33:37All of us sitting in a room with
• 33:39mask and people in virtual as well.
• 33:41Let's get a little more granular.
• 33:43What's it going to look like?
• 33:46The behavioral health surge that
• 33:48I alluded to earlier is impacting
• 33:50a tremendous number of children.
• 33:52How are we going to meet it?
• 33:54What are we going to do?
• 33:56And it is upon us, and it is not going away.
• 34:00And then growing and diversifying
• 34:03our community.
• 34:04Those I think are are challenges
• 34:06for this upcoming year and embedded
• 34:08within those of course are many
• 34:10many practical details.
• 34:11But let me let me outline them.
• 34:14So the first is around attending to
• 34:16our culture and I'm very grateful to
• 34:19Terra and to all the people that have
• 34:21come together to help Tara for all
• 34:23the work that she is bringing forward
• 34:25and that we are already starting.
• 34:27But it is starting.
• 34:29It is a long journey and it is a journey
• 34:32that we need to just continue and be
• 34:35vigilant for and work very hard together.
• 34:38But to develop an agenda around recruiting
• 34:41and retaining a diverse faculty and staff.
• 34:44What we might think about
• 34:46is our talent pipeline.
• 34:47And to be much more intentional about that.
• 34:50With those of you who have
• 34:52stepped forward to join Terra,
• 34:53to think of yourselves as DI ambassadors.
• 34:57That throughout our community,
• 35:00and began to engage not
• 35:03only in conversations,
• 35:04but generating ideas of how we can do better.
• 35:08And you've heard,
• 35:09probably in various settings
• 35:10and various communications,
• 35:11and we can't communicate enough about
• 35:14facilitating we're having outside
• 35:16consultants Yasmeen to come to train
• 35:18us and restorative justice tools for
• 35:21how we create a safe and respectful
• 35:23culture and how we facilitate that.
• 35:25That's intensive work.
• 35:27And then we will,
• 35:28with the state education Resource Center,
• 35:31also begin our anti racism training.
• 35:34But these are, I think,
• 35:35are pressing concerns.
• 35:38In this improving working on our culture.
• 35:43The first is we must address
• 35:45the equity issues this year for
• 35:48our Masters level faculty.
• 35:50Those of you in that space
• 35:53as masters level faculty.
• 35:55Help then in meetings,
• 35:56heard the conversations about the
• 35:58various things that we must do,
• 35:59but we must do it.
• 36:01And again,
• 36:01remember that we're part of
• 36:03this larger system,
• 36:04but we need to keep pressing
• 36:06on the gates and doing it.
• 36:07Around salary around opportunities for
• 36:11professional and academic advancement.
• 36:13We need to think about the
• 36:15impact of the tremendous clinical
• 36:16demands on our clinical faculty.
• 36:18I am very aware.
• 36:19That many of you working in the
• 36:22clinical setting are feeling burned out.
• 36:24And that we have a challenge on
• 36:27morale because it just seems like
• 36:29the children just keep coming.
• 36:31They do actually just keep coming
• 36:34and that we actually and that
• 36:36we don't perhaps acknowledge
• 36:38how your hard work enough.
• 36:39But also that oftentimes we
• 36:41find ourselves in the trap.
• 36:42So thinking about productivity and
• 36:44and talking about that without
• 36:46always regularly acknowledging how
• 36:48are we standing together to meet
• 36:50these children and how do we pay
• 36:53attention to those demands and the
• 36:54impact on all of you seeing them.
• 36:58I feel very strongly about ensuring
• 37:01inclusion and a sense of belonging
• 37:03across roles and experience.
• 37:05If one person in this department has the
• 37:09experience of not feeling as if they belong.
• 37:12That's that is obviously not right.
• 37:15That is not where we should be.
• 37:17And we need to understand it.
• 37:19We need to correct it.
• 37:21We need to find every way we
• 37:23can and will make mistakes.
• 37:25It won't always be perfect,
• 37:27but to have this as a priority.
• 37:30And to ensure equal access to opportunities
• 37:32in the center and what that actually means.
• 37:34Quite frankly,
• 37:35it's posting every opportunity
• 37:37we need to get better about that,
• 37:40posting every possibility that we
• 37:42have so that people have equal
• 37:44opportunity to take advantage of that.
• 37:47And we haven't always done this
• 37:49well on that as we should,
• 37:50but we need to do that going forward.
• 37:55Our post COVID world the
• 37:57challenges of our post COVID world.
• 37:59The first one we're doing right now.
• 38:03Is learning how to work in a hybrid model.
• 38:05This is one kind of hybrid model.
• 38:08And I have to confess to you and
• 38:10to those of you on zoom that.
• 38:12That we are as human beings.
• 38:14We are such social people and that
• 38:17my brain right now is seeing people
• 38:19in three dimensions in front of me.
• 38:22And it's just getting an
• 38:24extraordinary dopamine surge.
• 38:26And yet at the same time I'm very aware
• 38:28of those of you on zoom who are in the
• 38:31squares and I don't want to ignore you.
• 38:33And I think Tom,
• 38:34it was in one of the faculty meetings
• 38:36where you lead a small group
• 38:39where I buried very strong theme
• 38:41was do not have people on zoom.
• 38:43Second class or not present.
• 38:47So if we're going to work hybrid like this,
• 38:49which I hope we do,
• 38:51we need to attend to that that you on
• 38:53zoom are as present as everyone here
• 38:56filled out in all of your three dimensions.
• 38:59And that's going to take work
• 39:01'cause we're going to go against
• 39:03the social brain if you will.
• 39:05We need to be thinking more about
• 39:07flexibility and work arrangements.
• 39:08What does it really mean?
• 39:10We use that word.
• 39:12Can I be flexible?
• 39:13And of course,
• 39:14being good people we would say of course,
• 39:17but what does that actually mean?
• 39:19How do we put in place?
• 39:21How do we work again within this
• 39:24larger system and yet allow people
• 39:26the flexibility to do childcare to do
• 39:28elder care to do whatever they need to do?
• 39:30And to still do their job as they have
• 39:34learned to do in these past 552 days?
• 39:38Diversifying our approaches to communication.
• 39:40We do a lot.
• 39:42We do a lot on email.
• 39:44We do alot electronically and I still,
• 39:47I think probably the lesson that
• 39:49I will continue to learn as you
• 39:51can never communicate enough and
• 39:53even if you think you've said it,
• 39:55you probably need to say it
• 39:57another 10 times minimally.
• 39:59And so we need to learn how to say
• 40:01this and diverse in different ways
• 40:03and need everybody's input work.
• 40:05What works for you.
• 40:07And then finally to continue to communicate
• 40:09about the diversity of work in the center.
• 40:12And so we've started something
• 40:13now at the faculty meetings.
• 40:15And if you read the faculty notes,
• 40:16you'll see some reason we just had one.
• 40:19Dennis gratefully started us off,
• 40:23where at every faculty meeting
• 40:24we will have 10 to 15 minutes of
• 40:27someone talking about their work.
• 40:29That was what was asked so that we could
• 40:32try to cross Cross Bridge across programs.
• 40:34So we get a better sense of
• 40:37the diversity of the center.
• 40:39And then we are hiring.
• 40:41Hopefully we have a search for a
• 40:44new communications officer and
• 40:45hopefully we'll have someone in
• 40:48place that will especially help
• 40:50about numbers three and four.
• 40:52But there are more post COVID challenges.
• 40:56In my times of meeting with so many
• 40:58of you around the faculty reviews,
• 41:01I learned about a number of odd projects
• 41:04where you're still very seriously catching
• 41:06up on recruitment needs across projects,
• 41:09and there's just a number of people that,
• 41:12while they've worked really,
• 41:13really hard in the pandemic to get people
• 41:16participating to get people coming,
• 41:18that's a major major issue.
• 41:20That we've lost ground in that way.
• 41:22And families, of course,
• 41:23have been reluctant to come as well.
• 41:26And so it raises the question.
• 41:27For example,
• 41:28should we actually start to think
• 41:31about centralizing recruiting processes
• 41:33across our studies so that we if
• 41:36we find ourselves maybe not find
• 41:38ourselves in this dilemma again,
• 41:40but that we're actually starting to work
• 41:43together and more collaborative ways.
• 41:45We need to resume recruitment and
• 41:47replacement for clinical staff.
• 41:49We've been on a hold for that and
• 41:52so we've had this perfect storm.
• 41:54This imperfect storm where behavioral
• 41:57health surge and staff being
• 42:00relatively constant or going down,
• 42:02and it doesn't actually take calculus to
• 42:05understand that that's a recipe for burnout,
• 42:08and so we truly need to re be resuming
• 42:11recruitment and replacement and working
• 42:13closely with our Yale Medicine colleagues.
• 42:16And then once again to continue to
• 42:18work towards more integration and
• 42:20sharing expertise across services.
• 42:22And I don't mean just clinically.
• 42:24I actually mean again our research.
• 42:26How do we? How do we bridge?
• 42:28I see that as a tremendous need in our
• 42:31post covid world because in our covid world.
• 42:36We've spent a lot of time at home.
• 42:39And a lot of time in virtual space
• 42:41and virtual space you just don't
• 42:43have that cup of coffee.
• 42:46You just don't have that opportunity
• 42:47to run into somebody in the hall,
• 42:49masked or not.
• 42:50And find out that they're going to meet
• 42:53the same person that you just met last week.
• 42:56Maybe,
• 42:56or that there are these kinds of
• 42:59serendipitous moments that we need to regain.
• 43:05We also need to work smarter.
• 43:09And I see this as really a priority.
• 43:11I know the title of the book is more humorous
• 43:15but but I see this as a real priority.
• 43:17That we use need to use our meeting
• 43:20times much more effectively.
• 43:22With setting clear goals,
• 43:23clear agendas and then follow up,
• 43:26follow up on items that come out of it.
• 43:29We started the process of
• 43:31reviewing our committee structures,
• 43:32but we need to finish that with
• 43:34clear charges for each group and
• 43:36sunset committees if they finished.
• 43:38And give people more opportunities
• 43:40to join and be a part of the world.
• 43:44It's such a.
• 43:46Interesting idea.
• 43:47Suppose that we should actually have
• 43:49job descriptions for what we do.
• 43:53And we go to someone and say,
• 43:54would you chair this committee?
• 43:56But we don't actually have a job description,
• 43:58let alone a charge for the committee.
• 44:00Or would you take on this this role?
• 44:02But we need to actually be much more
• 44:05intentional about creating that,
• 44:06and I won't go into School of
• 44:08Management speak at this point,
• 44:09but it actually will help
• 44:11us work Better Together.
• 44:13And it will actually help us work smarter.
• 44:16And then to align our different missions.
• 44:20A number of you have talked about the gap
• 44:22between our research and clinical work.
• 44:25Not gap in activity,
• 44:26but gap in who knows who's doing
• 44:29what and is it aligned and and and
• 44:32we need to be better about that.
• 44:34And then we've started the process
• 44:37of refreshing our strategic goals,
• 44:39but we need to finish that
• 44:41and especially focus.
• 44:42In those discussions,
• 44:43what has come out so far as
• 44:45people's continued interest in
• 44:47stress and adversity and policy.
• 44:49But we need to be very,
• 44:51very intentional about where
• 44:52is our basic science going
• 44:54in the department as well.
• 44:56But work smarter is the key.
• 45:01So let me spend just a little time on the
• 45:03pandemic and a behavioral health surge.
• 45:08Fortunately in history,
• 45:09there aren't a lot of pandemics.
• 45:12Otherwise, I think we would.
• 45:14Well, that would be a Darwinian moment.
• 45:17There aren't a lot of pandemics,
• 45:19but oftentimes what happens is different
• 45:23kinds of pandemics followed the initial one.
• 45:27Or so we've had a physical health crisis with
• 45:31COVID and we're still in the middle of it.
• 45:33But that was followed very
• 45:35quickly by an economic crisis,
• 45:37which drove a lot of decisions.
• 45:39As you know about reopening businesses
• 45:41reopening this reopening that really
• 45:44driven not by public health always,
• 45:46but by the economic crisis.
• 45:49And the third wave you can think of now
• 45:52is that we are in a mental health crisis.
• 45:54The cumulative effect of this pandemic.
• 45:58The cumulative effect of grief and mourning.
• 46:01All of the things that
• 46:03we've been talking about.
• 46:05And the numbers are quite striking.
• 46:07But I want to return just briefly to grieve.
• 46:11And that is that.
• 46:12As you know, it's been over 600,000 people
• 46:16in this country who have died in COVID.
• 46:20And each person who dies from
• 46:23COVID has left behind two children.
• 46:264 grandchildren, on average,
• 46:29nearly nine family members.
• 46:31Just take those numbers alone.
• 46:34And you have a society in a
• 46:38collective grief and mourning.
• 46:40A society that has been upended.
• 46:43And we begin to see it in the news reports,
• 46:46and there's more in the New York Times,
• 46:49I think yesterday and we begin
• 46:51to see it all over the headlines.
• 46:54About waiting list.
• 46:56Emergency room services.
• 46:58Children's mental health services
• 47:00needing to be overhauled overburdened.
• 47:02All of these things.
• 47:04You start to see.
• 47:06And if you look locally for us.
• 47:09Here are our data.
• 47:13So in this goes through July 21,
• 47:17so interestingly, this dotted line are
• 47:20actually the total data outpatient.
• 47:22All of our outpatient services,
• 47:25and this dotted line right here is January,
• 47:27February 20. So notice something.
• 47:33January, February 20.
• 47:34We were started.
• 47:36We had this uptick.
• 47:39And then the pandemic hit.
• 47:42So we don't really know.
• 47:43Was this actually headed up
• 47:46or was it actually a blip?
• 47:48Don't know,
• 47:49but the pandemic hit so this is the pandemic.
• 47:52This is when we were on Tele
• 47:54health and nobody was coming in and
• 47:57nobody was making any referrals.
• 47:59And then here you are around June,
• 48:01July of 20.
• 48:02And you can see that it starts to go up.
• 48:07And now this is where we are.
• 48:10We're heading up. And this may be.
• 48:13I don't think we actually
• 48:15have taken a sudden dip.
• 48:16I think this is stock market
• 48:18fluctuation kind of graphics.
• 48:20So on average we are about 74% up in
• 48:24referrals and these are actually referrals
• 48:26where we've been able to contact the parents.
• 48:30If you just take all the calls that come in,
• 48:33this number will be higher.
• 48:35So we're about 74% up,
• 48:37but if you look at Youth 6 to 818 years,
• 48:41those numbers are higher but 100%
• 48:45not so tremendous actually increase.
• 48:48And I summarized it more on this slide.
• 48:52Were up 91% on those referrals less than
• 48:55six years up 106% in home services.
• 48:57Those of you working in home I don't really
• 49:00have to tell you that the demand is up.
• 49:03Uh, our overall up 74% are red borders,
• 49:07that is, children who stay in the Ed for more
• 49:11than 24 hours has dramatically increased.
• 49:14And if you compare.
• 49:16Let's see,
• 49:17I think it's from 19 fiscal year 19 to now.
• 49:22It's a 4000% increase in Ed border hours.
• 49:27And that's not the reason.
• 49:29Is this down enough beds to accommodate?
• 49:32So they have to stay in the
• 49:34Ed and they are sicker.
• 49:36And so they're sicker,
• 49:37so they can't go home and it's undress
• 49:40and Suman and Luke and so many other view
• 49:44and Lori working on the inpatient unit.
• 49:46Now the inpatient unit has been
• 49:48close to four or a long time,
• 49:52fluctuating but close to full.
• 49:54So we are truly in the middle of a crisis.
• 49:59And we need to ask the right questions.
• 50:02We could be asking the questions I've
• 50:04just more and more and more clinicians.
• 50:07Or are there other ways just
• 50:09like working smarter?
• 50:10Are there other things that we can do
• 50:13to impact the entry into the pipeline?
• 50:15That is the entry into the E,
• 50:17D?
• 50:17Are there other things we can do
• 50:19up front that change that?
• 50:22So I think some things are putting working
• 50:25very closely with pediatricians as
• 50:27Dorothy does with access mental health.
• 50:29Dorothy and her team to try and
• 50:32really impact the inflow in embedding
• 50:36in pediatric subspecialty areas.
• 50:39And then we also very much.
• 50:41Need to address this pipeline
• 50:43issue because there are a shortage
• 50:46of behavioral health providers.
• 50:48As Michelle knows,
• 50:49we if we were able now to post
• 50:52positions would take us six,
• 50:54often six to nine months, to find people.
• 50:57There is a tremendous shortage now.
• 51:00So we need to address the pipeline issue.
• 51:03And we must address payment models
• 51:05for behavioral health services,
• 51:07so we're in active negotiation right
• 51:09now with our colleagues in the health
• 51:12system about further supporting us as
• 51:14we deliver care for this children.
• 51:17But we are in the middle of this.
• 51:19We are in the middle of the third
• 51:20wave of the pandemic.
• 51:23So in the last slides,
• 51:25what I want to do is then also address
• 51:28growing and diversifying our community.
• 51:30And I give you these this profile
• 51:32just to give you a sense.
• 51:34First off of our size.
• 51:36That we are 520 people. Overall.
• 51:41And then here's the distribution of
• 51:44our gender and race distribution
• 51:46so you can see that we are.
• 51:49We are about 2/3 or more female.
• 51:52If you cut across.
• 51:53And while we have distribution
• 51:55as you see or no round race,
• 51:58we need to do much better.
• 52:00Much, much better,
• 52:01but this is our numbers as of now.
• 52:05The other point though,
• 52:05I want to make or several points.
• 52:07I want you to note.
• 52:09Is that we need to attend to the pipeline?
• 52:13'cause we have 10 assistant professors,
• 52:1512 and 12.
• 52:15And if you think of that as
• 52:17a developmental progression,
• 52:19we should actually really have more
• 52:21assistant professors because this
• 52:23is going to start this number,
• 52:25though I don't.
• 52:26I don't encourage anybody to retire,
• 52:28but this number will go down
• 52:31and you want this number.
• 52:32This pipeline to be robust.
• 52:36We need as I've said several times
• 52:38to diversify our recruiting pool.
• 52:40Our clinical track is growing as
• 52:42you can see we have 102 people in
• 52:44the clinical track with the majority
• 52:46among them as assistant professors.
• 52:49We need to think about how we put
• 52:51people on that associate research
• 52:53scientist track and how they progress.
• 52:55And we need to think very carefully
• 52:57about how we help people develop
• 52:59their careers.
• 53:00That's really how we diversify our faculty.
• 53:04We've been doing a number of things
• 53:06Darren David has been leading her
• 53:08leadership from the beginning course.
• 53:10We had peer coaching groups.
• 53:12We had the junior faculty department
• 53:14support for people, but we need to do more.
• 53:18And I want to come back then to Dean
• 53:22Lattimore's mentorship and sponsorship.
• 53:25There's a lot more that we can do as
• 53:28sponsors for our colleagues all around.
• 53:31If you hear about an award,
• 53:33nominate them.
• 53:33We're trying to get a little bit
• 53:36more proactive about listing all the
• 53:38possible rewards and sending out nominations,
• 53:41and but nominate them.
• 53:42If you hear about opportunities
• 53:44for professional development,
• 53:46nominate them.
• 53:48But also if you have opportunities yourself
• 53:51to present a case or to present a poster,
• 53:55bring a younger colleague along
• 53:57or give them the chance to be the
• 54:00author and the presenter and others.
• 54:02Those are examples of sponsorship that
• 54:06we very much need to be very proactive about.
• 54:09And we're actively,
• 54:10and I hope this is another priority
• 54:13for this year,
• 54:14developing more very concrete
• 54:17mentoring plans for or more people.
• 54:21And we need to be much more
• 54:23proactive about it.
• 54:26I want though, to end by calling
• 54:28your attention to things.
• 54:31These are the values of the Yale
• 54:33School of Medicine and these came
• 54:35out of the Yale School of Medicine
• 54:37Leadership Committee that was about now,
• 54:40heaven knows three years ago
• 54:42and 2019 or 2 1/2 years ago.
• 54:46I was a part of that group.
• 54:48And these were initially values
• 54:50that were to guide leadership but
• 54:52had been adopted by the school.
• 54:54And if you'll notice,
• 54:55we've been talking about a
• 54:56lot of these values.
• 54:57We've been talking about
• 54:58diversity and inclusion,
• 54:59and engaged in productive community.
• 55:02But in the spirit of growing our faculty.
• 55:05Generativity is the value
• 55:07that is most key to that.
• 55:10How do we think about the department,
• 55:12the place, the?
• 55:13How do we think about what we want it to be?
• 55:16For the colleagues that will come after us?
• 55:19That is absolutely totally central.
• 55:23So let me just conclude with reminding us.
• 55:27But these are our challenges in a
• 55:30time of tremendous social change.
• 55:33Cultural change adjusting
• 55:34to our post COVID world.
• 55:37The tsunami of behavioral health needs and
• 55:41nurturing and diversifying our community.
• 55:44We are meeting these in this time of
• 55:47tremendous upheaval and social change.
• 55:50And going with a social change model.
• 55:54My last two slides were actually
• 55:56my next to last line.
• 55:57That I'm about to put up is a suggestion
• 56:00for how we might work together.
• 56:03And and other meetings,
• 56:04Dean Brown has put up what she has
• 56:07called her rules of engagement.
• 56:09That's not exactly on the frame,
• 56:11and a social change kind of model.
• 56:14But I have borrowed some of those
• 56:16ideas and I want to suggest in this in
• 56:19that next to last slide how we work
• 56:22together and this is my adapted list.
• 56:26That we engage with discussion
• 56:28and planning together.
• 56:30That we share problems,
• 56:32but we also think about solutions.
• 56:34No surprises if you're worried about
• 56:37something or something's happening.
• 56:38Let's talk or come to me, whatever.
• 56:40Let's talk.
• 56:43Talk more, email less.
• 56:46And I truly mean that.
• 56:48Let's talk even if we have to
• 56:50talk over zoom, let's talk.
• 56:52Uhm? Debate is healthy,
• 56:55but then once we come together,
• 56:57let's come together around our decisions.
• 57:00And then I hope from this talk that
• 57:02the last three will not be a surprise.
• 57:05To express gratitude often.
• 57:08We can talk about problems we
• 57:10can talk about challenges,
• 57:12but express gratitude often.
• 57:15To listen with an open mind.
• 57:17That's part of the diverse,
• 57:19inclusive belonging community we
• 57:21want to create and to be genuinely
• 57:24curious about perspectives.
• 57:26And to reach them for our best cells.
• 57:30So I want to return in the
• 57:33last minute to this.
• 57:36To return to matters of the heart.
• 57:38And as we talk about our best selves
• 57:42to encourage all of us for that.
• 57:44And to actually intentionally and
• 57:47clearly renew my commitment to you.
• 57:49For my stewardship on this department.
• 57:53My commitment to this community.
• 57:56And my commitment to see that
• 57:58we will thrive and flourish
• 57:59and we will come back together.
• 58:01We have had 552 tremendously turbulent days.
• 58:06Our hearts are weathered and worn,
• 58:09but they have borne it.
• 58:11And let's make those 552 days.
• 58:14Then worth it.
• 58:15Let's make what we did,
• 58:16worth it and come back together with
• 58:19this department in mind in the future.
• 58:22In mind,
• 58:23for a thriving and strong and
• 58:25excellent place that people
• 58:26will really want to work.
• 58:28And once they stay for their lifetime.
• 58:31So thank you so much.
• 58:39Now, I believe we're going to
• 58:40try questions on zoom although.
• 58:44And I'm going to unstop stop the share.
• 58:46You can stuff to share and we're going to try
• 58:49realize how many. How many
• 58:50phrases are now in our lexicons?
• 58:52Stop the share your muted.
• 58:58Yeah, trying to figure it out, yeah?
• 59:05Yes, so Larry will question their enemies.
• 59:08Assume that wants to raise their hand.
• 59:10We lemme ask you to raise your hand
• 59:13and we'll we'll call on you to
• 59:15say state your question. The first
• 59:20I mean, this makes us all
• 59:22proud to be an apartment video.
• 59:24That's just. It just feels like.
• 59:27Yeah, but you know it's really somewhere
• 59:30for us to go and something you said
• 59:33that I just really want to size and
• 59:35that is around the diversification.
• 59:36I feel like we've all needed to survive.
• 59:39Yes, it's not. It's
• 59:40not just for the benefit of university
• 59:44as a whole, but really individually write
• 59:46this apartment to survive and that you
• 59:48know when we were in the olden days,
• 59:51our little silos. Wasn't so great.
• 59:55Burnout existed, right?
• 59:59Seeing so many cases for researchers,
• 01:00:01you know going crazy.
• 01:00:03With their next grant funding,
• 01:00:06it doesn't work, and so I just want to
• 01:00:07say that we've given us the
• 01:00:10opportunity. Lots of people.
• 01:00:14And I just think that's great. That's really
• 01:00:16helpful. Thank you, Larry.
• 01:00:21Got anything on Zune?
• 01:00:26Encourage again the zoom people.
• 01:00:28Yeah if you want on questions we really
• 01:00:30are open on zoom and let me just see
• 01:00:33I think I see something in chat here.
• 01:00:36Those were earlier messaging OK.
• 01:00:41Did I hear something Ding?
• 01:00:44That's over there, OK?
• 01:00:51Yes, Jim.
• 01:00:56Thank you.
• 01:01:01Thank you John, thank you.
• 01:01:07We will post these slides and I
• 01:01:09think we and I'm very open for
• 01:01:12questions submitted by email.
• 01:01:13I'm open for any kind of dialogue, obviously.
• 01:01:19We have a shy zoom craft well
• 01:01:22right well? Through the.
• 01:01:27Well, I understand I actually
• 01:01:29understand those of you on zoom.
• 01:01:31I understand 'cause this is our first
• 01:01:33time to do it this way and we've got
• 01:01:35people here in person and I think it.
• 01:01:37We've got to learn how to do it.
• 01:01:43OK, well thank you so much, I appreciate it.