10 Older Adults 281facilitated by bereavement coordinators, rapidly becoming venting sessions.
This was unfortunate. Although the intent was to support the work, instead
disengaged clinicians dominated the format with complaints. As an admin-
istrator, it became necessary to reevaluate the format. Movement was slow
and began with utilizing the bereavement portion of the IDG to encourage
clinicians to engage with expressions of grief. As we move forward we will
continue to consult grief theory to develop meaningful programs. Currently,
we are developing renewal sessions which will be offered to all staff (front-
line clinicians, office staff, and management). The renewal sessions are being
designed to allow grief expression, supportive intervention by trained staff,
and will be offered frequently and at times that allow members of various
teams to participate. The renewal sessions will offer music therapy, art ther-
apy, yoga, meditation, poetry expression, mindful movement, scripture, and
guided imagery. We anticipate initial participation will be slow, but we intend
to go forward. The office is undergoing renovation and I am advocating for an
identified space for renewal sessions.Final ThoughtsEnd of life care involves multiple challenges for clinicians. The work is
hard, personal, and intimate. As an administrator, I am aware that I need
to be available to staff as they encounter their work. One simple practice is
always working with an open office door. Clinicians have learned that they
can walk in at any time and get my full attention. Dame Cecily Saunders,
the founder of hospice care, understood that clinicians exposed to helping
relationships with the dying and their loved ones can be exposed to dis-
tress in providing compassionate care (Bertman, 2011). As an administra-
tor, it is my responsibility to assist clinicians through the process and allow
their best work to emerge. I have found the best opportunity to do that is
by enlisting the collective knowledge found in the literature on grief and
bereavement. Incorporating meaning-making (Neimeyer, 2001) and recog-
nizing that end of life workers experience disenfranchised grief (Doka, 2002)
provide the best avenue to engage staff. It is complicated when associated
with a large health system that does not always recognize end of life care as
unique in the continuum of care. As a social worker, I “meet the client—the
staff—where they are,” exploring the opportunities, and providing support
to keep the work going. It remains both an honor and a privilege to work
with them, and the parallel process is that they feel the same way about
their clients.End of Life as a Military Veteran: Wesley’s Story
Patricia A. FindleyPatricia A. Findley received her DrPH from the University of Illinois at Chicago
with a focus on health policy, and her MSW from Loyola University in Chicago with
a special emphasis on gerontology. She is a licensed clinical social worker (LCSW)