What are effective strategies for engaging loved ones in the peer support process?

Peer support is never more critical than when working with first responder and veteran suicide. It is instrumental in breaking down the stigma associated with seeking mental health support, fostering an environment where seeking help is not just accepted but encouraged. These supporters are not just fellow officers or comrades-in-arms. peer supporters are key in normalizing conversations around mental health challenges. They lead by example, showing that it's not just okay to ask for help, but it's a sign of strength and self-awareness. By sharing their own journeys towards resilience and recovery, they inspire others to adopt healthy coping mechanisms and build stronger connections within their communities.

Most firefighters do not like or want anything to do with Peer Support/CISM activities. Especially the 'old school' folks. I always nudged, encouraged their participation, by asking them to please be there for the newer members, who may need to hear from them. Then it is not about their 'weakness,' - it is about their 'strengths.' They generally benefitted from participation. Misery generally likes company.

Spot on- while some view Peer Support as focused on staff, we need to remember that spouses, partners, children and extended family can all benefit from outreach and support when needed. Having the pleasure to serve as a member of a fantastic Peer Support Program I bore witness to the benefits of working with the whole family from early on.

After their visit to the peer support group session, you can also encourage your loved ones to share their thoughts, feelings, and concerns about YOUR peer support involvement. Listen actively and address their questions or concerns with empathy and understanding.

Perhaps before the invitation can be made, approval for spouses to participate should be obtained from the employer, and colleagues. There are likely to be liability and employee relations issues arising and these should be addressed to enable their participation prior to the invitation. iIn principle the concept should be supported where possible. Too often agency leaders/managers are quick to say “No”, when they could be asking “how can we make this work?”

Confidence that PSP activity will be protected is a huge factor in building trust and participation. Develop sound policy guidance in regards to mandatory disclosures and ensure that it’s made clear- follow up with PSP members on regular updates to ensure everyone understands and respects the confidentiality guidelines as well as mandatory disclosures in coordination with the PSP lead. There are lots of resources that cover this important area- do avail yourself of these resources

Environment can be one preference when seeking to engage the reluctant in talking. A hotwash can be formal, with a scheduled time for meeting in the vehicle bay or an office. It can also be presented as just getting together, such as Thursday lunch at Five Guys or breakfast at the favorite diner. The goal is to get them comfortable and talking.

It's easy to get focused on your job and then try not to bring it home with you. Because you feel like you should not trouble your loved ones with the dark sides of your job. You need to realize you bring it home whether you want to or not. Better to share your true feelings up front after a particularly bad run. Inclusion is way better than seclusion in this case. Letting your loved ones and peers know where your head is helps them to understand what you have been through.