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Interior 1, St. Jame\u27s, Fairmount
No full texthttps://ir.lib.uwo.ca/anglican_interiors/1330/thumbnail.jp
Interior 3, Christ Church, Markdale
No full texthttps://ir.lib.uwo.ca/anglican_interiors/1337/thumbnail.jp
Interior 1, Messaiah, Kincardine
No full texthttps://ir.lib.uwo.ca/anglican_interiors/1358/thumbnail.jp
Interior 1, St. Matthew\u27s Kingarf
No full texthttps://ir.lib.uwo.ca/anglican_interiors/1361/thumbnail.jp
View 1 of They Shall See His Face or McNab Memorial Window
No full textThe widow was redesigned from an earlier window, by a currently unknown firm. Wallis was commissioned by the St. Mark’s community to update the window to its current location. Wallis’ contribution includes the reformatting to the window and the larger religious inscription. Inscription: THEY / SHALL / SEE / HIS / FACE. To the Glory of God and in Memory o f/ FLORENCE C MCNAB / NOV 24, 1925. Lead Investigator: C. Cody Barteet ([email protected]). Photograph: Katie Oateshttps://ir.lib.uwo.ca/chriswallis_stainedglass_on_london_stmarks/1010/thumbnail.jp
Detail 1, Isaac and Rebecca from Isaac and Rebecca or D. and M. Bacon Memorial Window
No full textInscriptions read: Isaac / Rebecca. Lead Investigator: C. Cody Barteet ([email protected]). Photograph: Katie Oateshttps://ir.lib.uwo.ca/chriswallis_stainedglass_on_london_stmarks/1026/thumbnail.jp
Detail, Dove from Isaac and Rebecca or D. and M. Bacon Memorial Window
No full textLead Investigator: C. Cody Barteet ([email protected]). Photograph: Katie Oateshttps://ir.lib.uwo.ca/chriswallis_stainedglass_on_london_stmarks/1086/thumbnail.jp
Detail 2, Inscription from Blessed Art Thou Among Women or E. AND M. Garrett Memorial Window
No full textInscription: TO THE GLORY OF GOD IN LOVING MEMORY OF / EVELYN GARRETT DIED DEC. 12, 1948 / AND MARK GARRETT DIED JULY 6, 1951 / ERECTED BY THEIRS SONS. Lead Investigator: C. Cody Barteet ([email protected]). Photograph: Katie Oateshttps://ir.lib.uwo.ca/chriswallis_stainedglass_on_london_stmarks/1091/thumbnail.jp
Improving Clinician Wellbeing in Mental Health Care
Get PDFMental health issues among children and youth have steadily been on the rise in Canada. One of the ways that the Provincial Government of British Columbia addresses this issue is by employing mental health clinicians (MHCs) on various community mental health teams across the province. It is well established in the literature that community MHCs experience considerably high levels of occupational stress (OS) in their therapeutic roles (O’Connor et al., 2018). Chronic exposure to OS makes MHCs vulnerable to the compassion fatigue and burnout, which are considered occupational hazards (OHs) of mental health care (Bride et al., 2007; O’Connor et al., 2018). This organizational improvement plan (OIP) addresses the problem that MHCs at Strong Communities (SC), are insufficiently practicing stress-reducing behaviours, proportionate to the OS-levels that are typical in the field. This problem, and the vision for change, were explored through the lenses of critical theory and servant leadership. Organizational change readiness was assessed, and the Wellbeing Workout (WW) (Hughes et al., 2019) was chosen as the solution to the Problem of Practice. A change implementation plan was created to operationalize the WW as a team-based change initiative. This OIP is influenced by my position as an informal leader and a front-line MHC. I utilize Kouzes and Posner’s (2017) Five Practices of Exemplary Leadership, and manage change using Change Path Model (Deszca et al., 2020) and Prochaska and DiClemente’s (2005) Stages of Change model. The change initiative is evaluated using three Plan, Do, Study, Act cycles (Deming, 1994/2018). Although the primary goal of this change initiative will be to reduce OS and OHs for MHCs, the long-term ambition of the plan is for SC to be re-conceptualized as a vicarious trauma-informed organization
Equity and Inclusion for Leaders in the School District: Exploring Gender
Get PDFThere are increasing expectations that educational leaders attend to social justice. However, little attention is paid to their own experience of equity and inclusion, and there is an ongoing omission of gender from organizational discourse. This problem of practice identifies the lack of attention to the experience and implications of gender for leaders in a school district. The organizational improvement plan aims to prioritize gender on the organization’s agenda, bridge the gap between representation and equity and inclusion, and create a gender-inclusive leadership climate. Feminist frames for change establish the underlying change strategy and Lewin’s change model structures the change process, outlining the goals of each phase and the roles and responsibilities of senior leaders, school leaders, and human resources leaders. Transformative and inclusive leadership approaches and a model of climate for inclusion inform solutions and approach. Based on an evaluation of impact, readiness, success factors, and driving and restraining forces, gender-based analysis of human resource practices is selected for development of a change implementation plan. An intersectional, non-binary approach is incorporated, and psychological safety and meaningful participation are emphasized throughout the change process. The change plan is strengthened by corresponding communication, knowledge mobilization, and monitoring and evaluation plans that facilitate individual and social learning, reflection, and collective action