And I so there's not really much too many announcements were adviser network right now, pretty much just keep your eye on your e-mail. We do try to keep those down, but should have one coming soon with a reminder about the March meeting as well as some surveys that might come out with that. We started our steering committee or subcommittee work. So there might be stuff coming from those groups soon too. But other than that, thank you guys so much for being here today. I'm going to hand the floor over to Beth. Awesome. Thank you so much, Moira, and thank you so much for catching up with me this morning. I'm so thrilled to see so many familiar faces on this call and shout out to our well-being ambassadors. I'm, I think we'll cover quite a bit today really thinking about your role in supporting students before, but before we get to that, thinking about ourselves and our own well-being a little bit. So I think I'll tap our well-being ambassadors on the call afterwards so we can continue to keep sustainability in the conversation today. All right, So hardest part of all, all presentations is getting your screen to work right there. Let me see if we can get a thumbs up. Everyone sees my slides. Amazing. And just so you all kinda get to know me a little bit. I'm super informal. And so I am going to talk as if we're really connecting human to human. My goal for the presentation today is to give you five minutes back at the end, if not more, but really lead you thinking about ways that you can take care of yourself. But then also parlay that into student success as well. So my name is Beth Bengal for those I haven't had the pleasure of meeting at. I've been with the University of Delaware for about six years, almost. Director, a wonderful team of health professionals, nutritionists, dieticians, exercise physiologists, health coaches, amazing team here really to set up to support you all as employees at the university. So let's see here. Maybe. Alright, so our mission, clean and simple is your well-being. So while we are spending a lot of time helping you think through your work day in and maximize efficiency and all of that great stuff. Ultimately, our goal truly is just to make you feel your best and make sure that you know about the resources that are here to help you. We do service employees and where a clickable we will bring in our faculty and staff and our students and our spouses as well. But our primary framework really is meant to service our University of Delaware employees. Just a little shout out to our Spring program. Our team has been working incredibly hard to support the need that we know we have here on campus today. In those areas really focusing on mental health support and response. So really just training our workforce to have the skills available to treat mental health crisis as they come to our desk. So for you all today on the call, lot of times that students, but it also may be colleague to colleague, and it also may be Manager to direct report. So we have a number of Mental Health First Aid trainings that I'll talk a little bit about today, but we're doing a lot in that space. The second piece of our strategy is really helping our employees navigate the future of working at UT. And we have heard it called various things. So you may hear it being referred to as hybrid work, remote work, flexible work, flex schedule, all of those things that we can find on the working at UT website. But a big chunk of our strategy this semester is helping teams to be effective in this space. How they can continue to stay connected, again as humans, but also digitally connected and also managing their workload. Because we know workload is really increasing. Staffs or down. Resources are limited right now. So really trying to help our team manage this piece as best as we can. And then lastly, belonging. So we know that connection is the number one predictor of happiness. And that is proven in science over and over and over. And I think it's relatable to what we're going to be talking about in regards to students today as well. Because we know that two out of three college students specifically are notating, that they're lonely. And I know it's, it's easy for us to always want to put that under the guise or the lens of the pandemic. But this was actually prior to the pandemic statistics. Mental health was on the rise prior to the pandemic and it just has been exacerbated. The, the physical human connection is just so limited right now. For us as, as employees, but also for our students. So getting some connection and sense of belonging back to the University of Delaware climate and campus is going to be really important when we think about how this all kind of into place together. Alright, annual health survey. So we did just released a survey that went out to about 3 thousand of our employees. And these were the top themes that we saw in and probably pretty relevant to what you all are working with in your day today. So really thinking about systematic pieces. So how do we communicate? How, what resources do we have available? On how our jobs being done, what technology is available to us? How do we connect with our students feeling a level of burnout and a lot of those places. Also just really, the workbook piece continues to be something that people type in and toggle in. And we also have that through some artificial intelligence telling us that with R or app that we have, that I'll talk a little bit about. But really looking at workplace design and that workload piece and how we can maximize and work in that space a little bit, I think will give us an opportunity to reduce our our burnout factor. And of course be transparent and resilient as an organization. Alright, so for me this is really important because I wanted to start that. I know that everybody showed up today really thinking, how do we support students? But my number one response to that is that until you support yourself, it's going to be very difficult to support your students. So first and foremost, really thinking about what is it that you need? You cannot pour from an empty cup. And I talk about this a lot because although there are a ton of resources available to us at UGA and also in our, in our toolbox. Each individual person, probably at the end of the day, will require about five to seven of those. But what's key about that is that you need to know what those five to seven things are for you and you really have to get into the habit of practicing them. This doc is, is quite adorable and you've probably seen it across the university in some of our marketing material. But I have to put in all my presentations now because I used to look at it about three years ago and think, wow, it's so peaceful, but I know that it's, it's fever SLI paddling underneath to stay afloat, right? We know that about nature, we know that about animals. So I used to think, I got it all together even though it's super crazy right now, like through the, to the naked eye, I've got it all together. Now when I look at this ducks root being in this pandemic for two years, compound crisis around us, fractured democracy, all of these things. I look at that doc and I say, Can there be a better way? How about I avoid those harsh waters? How about I don't even swim in that pond at all and maybe I find one that's more peaceful for me. And when I say that, it's thinking about boundaries and things like that, what do I say yes to? What do I say no to? And still support the people and the things that are important to me and my every day. So with this slide is really just want to encourage you to sort of notate what you need each day. What are those five to seven things that you need each day? And really ensure that you're getting those time to focus on those things. All right, so just some background information about employee health and well-being. We really do design our philosophy around these six foundational areas. So every time we're out, creating programs, are doing engagement events, talking with our teams and our managers. We really are looking at these six foundations. And again, just really notating one is not more important than the, the whole. We really need to have interplay between these areas up for our well-being to really be maximized. And we can never really solve just for one without thinking about the others as well. All right, So speaking of burnout, really understanding that many of our employees are are pretty close to this right now. You may be one of those employees. And if you're not here, like you may also be in a state of emotional exhaustion. So wanted to really quickly just go through some Sina signs and symptoms of burnout. So general, just fatigue, headaches, nausea, a lack of sleep, relief, that physical body feeling, depletion, emotional. So when you think about things like if something comes across your desk and you can't really get it off your mind. What that's called is rumination. So if you find yourself really stuck in that emotion of, of whatever that situation may be, that as a sign of emotional burnout. If you are typically or someone you work with is typically glass half-full. Very positive really sees things in the positive light, but they're all of a sudden showing up pretty cynical, really disconnected. That's a sign of emotional burnout for our managers on the call. Or even colleague to colleague. If there's mistakes that happen that are not like the person and usually something that they would be on in and having done correctly. Again, a sign of burnout. And when I talk to our managers across campus, I really try to emphasize this because traditionally what managers will roll into with some type of performance appraisal performance review here. But I really try to get them to slow down and we'll back that layer of that onion to say, okay, is it really a performance issue or is this employee experiencing burnout? And then mental health, whether you specifically deal with mental health illness? We all pretty much do. I think two out of three of us are. And if you are not, I'm, I'm very happy for you, but you probably know someone who is really recognizing these things for yourself as well. And then getting the appropriate resources to you. So you can start to think about things whether you use our EAP program, the clinical therapists, really just identifying what you need in the mental health space. All right, So talked about this quite a bit, but really want to emphasize here, we talked about the signs and symptoms. We talked about the foundations. But what I want to talk about is using your personal time off and that goes back to that fill your cup. You have to fill up that energy reserve. Especially if it's being test day in and day out with students mental health concerns. So before you can really service them in the most effective way, you really have to take time for yourself to replenish and refresh. Everyone has a lot of personal time right now. We carried over from the last fiscal year and likely we will do the same. So I always encourage our employees to look to three to three weeks out. Just block these offer yourself because typically when you then go to try to take a day off, it's hard to do because your calendar is already filled up. If you end up working on that date, great. You have the day to yourself to really get what you need to get done. But looking at your calendar sort of preventively and blocking some time out for yourself just to refresh has never really been more important. And then the other big thing is get really comfortable vocalizing and communicating your needs. This is also something that you'll work on with your students, like having them really articulate what it is they're struggling with when they sit with you via Zoom via in your office, having them share what is it that they need? They may not know, and that's when we'll get into some of the other resources later in the presentation. But when we think about things like trauma informed care or trauma informed culture, a big simplistic part of that is getting your students some efficacy around vocalizing what it is that they need. And I would encourage you as employees here to also start doing that. So you have practice, whether it be with your manager, whether it be with a trusted colleague, really just vocalizing that piece. So I'm not going to spend a whole lot of time here, but I did just want to bring your attention to the future of working at UUG. So on are working at UT webpage. There's a whole page designed to just navigating flexible work design, hybrid work design, remote work design. And there's a lot of LinkedIn learning resources as well. If you are not aware, every employee as well as student has access to LinkedIn Learning. We have this license for three years and the content on these pages are tremendous. The Center for Teaching and Learning who we partner with quite closely. They have a whole section built out dz. Students stress in response. So LinkedIn learning would be a great recommendation if that's something that they're coming to talk to you about. Array. So still speaking to the employee of the University of Delaware, we talked about time off, really caring for your mental health. You find yourself wanting to be up skilled in this place. My office is hosting monthly Mental Health First Aid training sessions. They're full-day training, but they're super impactful, super powerful. When you have a student coming to you. Challenged and even beyond challenged in crisis. And we know that that's going to happen as well. What this training will do is really give you the words to have available to keep the situation com, to keep the situation trustworthy and get that student to the place that they need. It also allows you to be trained in and showing up for your colleagues and members of your team as well. So we have one this month, we have one next one month that still has some openings in it. And then we will continue to have that Mental Health First Aid training on a monthly basis. Employee Assistance Program. I hope you all know about this by now. But if you don't, this is a tremendous resource in the emotional well-being space. So this is not just for you as an employee, but it's also for your family members. So for example, if you have a child who's struggling with behavioral health concerns, if you have a child where you need to get them into a daycare or change a daycare if you have an outer parent that unique care around, you can call calm psych and they will help broker this and get you that information very quickly. So you don't have to spend the time calling all of these different places. So it's a wonderful service, highly underutilized. I wish it was utilized more. I've used it a few times for my children to help me get them into some therapies. So if you haven't had a chance to really explore that resource, please do build some time and to do that, so you become more familiar with that. And then lastly, are on-demand section of our website and you del.edu slash well-being. And I will send all of this afterwards. So don't feel like you have to feverish SLI, write all of this down. But there's a ton of professional development on there and also some really great, just traditional well-being. So nutrition or nutrition corner is act four and things from how to learn new skills, how to meal plan. You know, you can read articles and blogs about different things in that space. We also have a very robust physical fitness area. A lot of physical fitness opportunities both in-person and remote, which will continue on as well. So if you haven't had a chance, I would really encourage you to go and move around that website and always feel free to reach out to one of us if you have further questions. All right. If you haven't signed up for our well-being weekly, please do. That's how you're going to always get first-hand knowledge of, of new events that we're having or partnerships that were taking place in, um, and again, I'll send that link and in the follow-up e-mail. Your health. So we just a little bit of background of our department. We report through the College of Health Sciences. And so we partner very closely with all the UD health clinics. And ones that would be most relevant for us to think about today is the health coaching clinic. So the health coaching clinic is open to employees, but it's also open to students. So we're thinking things like non crisis resources and we're going to go through a couple of them in the second part of this presentation. This is a fantastic resource if you have a student come to you who's really struggling with weight management exercise, you know, some of these like traditional physical health pieces that's really catching them on, on being effective in some of the other emotional well-being spaces. The health coach is an amazing resource for them. They really will shoulder that piece with them and get them access to the care that they need. Whether it be the counseling center, whether it be the nurse manage primary care center, whether it be student health. There's a tremendous amount of puzzle pieces that go into our care model here at the University of Delaware. That health could think of them almost as a concierge of sorts. They will help that student really continue to build the stepping stones in their journey of well-being. But, but broker those relationships to where they need to go. And I know that clinicians in that clinic, they're just fabulous when it comes to students and employees. Ra, so before I get into this piece, I'm just going to come off the side. Does anyone have any questions for me that I that I or come off microphone? Did I spur any thoughts around individual well-being? Hi, Beth, My name's Trisha. Thank you so much for this presentation. It's something I think a lot about and work on for myself. And I also try to help teach students to a class that I teach on. The one thing that really resonated with is with the taking time off. Yeah, Hi already like him December made a spreadsheet to try to figure out how to use the time that's going to expire at the end of this year since it was carried over. I have a lot like I think a lot it will do. And I really tried to take some time off in January, and I just felt like I felt so overwhelmed with what I had to get done. And it was everybody was like just take the time to take the time. I felt stuck in that. If I took the time, my workload didn't stop. Like I have to get it done at some point. Yeah. And I tried to get to the point where what really must get done and what can I let go? And it was still overwhelming to like, if I don't get this done, students are going to be impacted. Numbers are for recruiting is going to be impacted. Like I really tried to get it down to what's the minimum I have to do to be able to take time off. And I just yeah, I couldn't I found I couldn't take the time off and not worry while I was off. Yeah. Hello first. First Trisha, how brave of you to even just share that? Because how many of us are in that position every day I see heads nodding. And the thing is that at the end of the day, what that is that you're describing is exactly what I share that rumination. What am I going to do? Who's going to pick up the slack? What's going to fall off? And I promise you that day off, that U-shape in January will have no effect on recruitment, on numbers, on student service like it just it just won't. And then if you don't take that time off rate. So let's, let's think of opposite scenario. If you don't take that time off when you go to approach those tasks in a, in a, you're essentially stuck in this emotion, right? And when you approach those tasks, you will either get it done, but it will take to three times the amount of time to do it or you will get it done and it will be correct, you know, any mean the service won't be whole. So just really thinking about in order to show up for our students. And that's why we are on this call today. We have to show up for ourselves or we are not delivering that excellence to them. Though, I think it's great. I would really encourage you to work with your team to figure out what that looks like and who's covering why and how can you efficiently maximize what needs to be done? One thing that I talk to units across, all it, all across campus is really we have gotten into the habit of honoring busy. And it's, you know, everyone then role models busy. But quite frankly not everything here is a priority. And so really understanding a, what is a priority and what can be pushed back. And having some autonomy to say, yeah, I had this meeting on that day, but it's not a priority. I can move it out two weeks ago and giving yourself that time. And we know things here. Sometimes you get to that meeting. You don't have all the pieces together to even affectively have that meeting. So really looking at the scope of your work to understand what is truly a priority and what can be pushed back. And then being patient with yourself to take that time off is what I would say to that. Also, who founds? I've often found at taking half days is also a wonderful solution because that way I'm still checking in. But I'm very good at not actually going to say amphibian up there. I'm going to be done it, I have to hit the boundary. Because that way I've checked in the requirements, as you say, are the important things are done and then I can guilt free, have the rest of the afternoon off. But you do have to set that boundary. And I've been I've been saying for years that time off is way more important for me, for my mental health and my ability to stay good at this job for now, almost 30 years. And I attribute that you're using every single one of my vacation days, every year. But I've been in this field, this I'm a public health trained practitioner and I've been in the field for 17 years. And I will tell you the biggest thorn in my side is when people lose their time off. It's like it's you. And that's why I actually really appreciated the policy at UG because they enforced you to take the time off or you would lose it. And unfortunately, I don't think the time off is going to, it will roll over again. And so you, you really have to try to start chipping away at it for your mental health, you really do. Alright, so I could talk about this for hours, but I know we're here today for a specific reason and, you know, I'm always available one-on-one afterwards to talk further as well. Alright, so let me get back to the presentation here. All right, so, okay, where are we at here? So, alright, so what I want to move into now is the student pieces knowing that that was sort of the call to action today. So trauma informed culture and sooner belonging at UG. And just I want to give a little bit of context and data here. Trauma informed culture. So there is a very specific medical model that looks at Trauma Informed Care. And I talk some variations of that today. But essentially what I want to share here is that for the medical professionals, it's for the clinicians. But we can take what they know and embedded into our roles. So as advisors, we are not clinicians, we are not medical trained facilitators. But what we can do is take what we know works in a trauma informed culture and embed that into our job. So as a student comes to you, things that I would encourage you to get more efficacy around is just empowering the students. Though, if a student comes to you and they're struggling, and just to be clear, we're not talking about crisis management right now. We will talk about that a little bit, but we're just talking about your generalize. Students struggle right now, stress, not sleeping, eating horrible these things. So when we think about trauma informed culture things we're thinking that we want to embed in that conversation is just empowerment. So self-efficacy, empowerment, having that student really leverage their strengths and be a part of their own treatment. So this is your traditional, you can lead a horse to water, but you can't make them drink. But if you teach them how to drink, they will do it for, they will be hydrated for life, right? So this empowerment piece is really important and making sure that student is taking ownership of their care choices. We now again, there are tremendous amount of resources at the University of Delaware, more than I could even go through today. But what's important for us in our roles as we're supporting students is just understanding what they are. So understanding what's happening at Warner Hall, understanding what's happening at Sean's house, understanding what's happening at UDL and all of these things and what crisis lines are available. This is where I would say would be your most impact because then you, that's within your zone of control, really getting them to understand what's available to them. Hopefully, there's an element of collaboration in trauma informed care. So hopefully student gets to where they meet and they start being under the care of a counseling center, clinician, or a therapist, whatever it may be. But they're coming back to you, right. And there's a level of comfort there that, that you may be speaking that on the academic realm. But that this piece, this well-being pieces part of the puzzle. You can't have one without the other. It's just life. And so building that collaboration with your student will really maximize the outcome of their care. I kinda put in here this care team, like almost envisioning the student to have a care team and you being a part of that care team. So you have the adviser, you have the healthcare staff, families, organizational treatment plans. All of this is, is a care team and potentially I'd love to see advisors really working to understand that piece as well. And then trustworthiness. So building trust between you and the students goes a really long way when you're building that trauma informed culture, AKA culture of caring, really understanding, you don't need to know the nitty gritty details of their plan. They just need to know that they can trust you should hit escalate. Should that go to a crisis, that trust their advisor role, I think could really be maximized. So that's kinda just wanted to put the context around that. And then I just wanted to talk about zone of control because I think we all sort of fall into this a lot where we want to solve problems. But some things are just not to, in our bandwidth to solve, especially when it comes to mental health concern. So right now as I shared earlier, two-thirds of college students are reported being lonely. Okay. And then the, the study that was recently done in the fall of 2001 through the Student Health Advisory Council. Looked at sort of what are your biggest concerns on campus. And almost 90 percent of them wrote COVID-19. Okay. So what does that mean? Does it mean mental health? Doesn't mean loneliness. Does it mean kit could cut, complete my task? What does COVID-19 mean? So then they ask the second set of questions and said out of, out of COVID 19, what about COVID-19 is struggling and 95% of them reported stress and mental health. Okay, so now we're again pulling back that layer. So when you have a student coming to you, that essentially maybe what they're dealing with and we don't have the zone of control to really give them the care that they need. As advisers. What we do have is the knowledge of the resources, aren't you do what to happen if, you know? God forbid, a student comes to you in crisis. What do you do that? And we'll talk about that a little bit. That also builds the trust if they sit with you and you can immediately talk to them about what's available to them that will build that trust, that helps to build the trauma informed culture. And then lastly, I know this seems super simplistic, but sleep and connection for college students is like one of the very first things that they're not investing in. We know that college students are getting close to four to five hours of sleep daily. And then we know that they're super isolated right now. So something that I would encourage you all to do, it's just become familiar with different activities that are happening on campus or even just the websites where you can point your To so they can become involved. Involved. Something that I'm doing with employees is just go out to a coffee shop rate. We have gotten so used to being in this pandemic mindset that, that we are, are super disconnected and it's not even necessarily like a friendship thing or a family thing, it's just human connection. Go to a coffee shop, have a conversation with a stranger. It vitalize is you are wired to connect and so we don't need to have these, these asked around deep long friendships just have a human interaction. And I think when we think about zone of control in our roles, this is something super simplistic that you can always have in your back pocket to check in on them about array. And check the time. Okay, We're good on time. So Campus Coalition for well-being and mental health. So I have the pleasure of coach hearing the Campus Coalition for well-being and mental health. I co-chair that with Adam can't Lee, dean of students. And it's a, it's a, it's a group full of faculty, staff, students and really looking at how do we create opportunities for people place, so place being Muji and plan to ensure that health is always front and center when decisions are being made. So that flyer in the top right, if your screen is a shared like its mouth, so it's a frozen on the trauma informed student. And I'm sorry about that, everybody. Can you see it now? Yes, it does not link in the presentation mode. Let me say, is it now? Yeah, it's still in. All right, let's do this. Let's do this. I'm going to present it. And then I'm going to share my screen. Do you see it out? Yes. And is an advancing yes array. Let me just quickly, where did I leave you all array. So again, I will send all of these slides with statistics to them. This is sort of what we were just talking about, the zone of control. And then here's kinda where we were with the Campus Coalition for well-being and mental health. So again, just being super clear here, right now we are not talking anything crisis, mental health crisis. We are talking about students that are coming in struggling with general health concerns. So there's the Wellbeing Center at Warner hall, which houses all of our student well-being units. Counseling Center, Student Health is goes in and out of there. Our well-being unit is in and out of their student wellness and health promotion. So when we think about things like Counseling Center, that's where you would go if a student was in need if they're in crisis, right? So if a student is in crisis meeting that they're talking about hurting themselves or someone else. And it's it's during the the regular workday. You can walk that student directly to the counseling center and they will triage them. You may also, based on the conversation and using your judgment, could call the counseling center and get them in. If it may not necessarily be a crisis. The Campus Coalition for well-being mental health is really looking at things like policies at the University of Delaware physical spaces. What I shared before people place and plan it and just ensuring that we're a health promoting campus. So a lot of this will go through that body of work. And I'll send the website afterwards because it would be one that I would just put on a favorite. Because again, if you have a student coming in and saying things like, you know, I'm just I'm I'm disconnected. Like I don't have fun anymore. You can go right to this webpage and see the current events that are happening on campus. It will also get you to anything you need at Warner Hall as well. Sean towel. So I know there's a lot of discussion about Sean towels and I work closely with renal land graph, who has a lot of accountability to this program. What I will share is that it is not a mental health crisis response place. So Sean taus is really an opportunity for students with trauma to build proactive well-being. Again, it's not in the place when they're in crisis. We want to get them in there when they're willing and have empowerment to start working on their well-being. It's a peer-to-peer model. So all of the peers in Sean tells also have lived trauma experience. And the student can be matched up with that peer specialists to really help them navigate whatever it is that they're going through in that mental health space. Again, they don't do clinical counseling in there. They are not psychiatrists. They truly are almost like the health coaching piece is that trauma informed. Person. So I do encourage our students to go and check it out because there's a lot of growth that can happen when you're sitting with someone who has lived experience the same as you. I always say your trauma, it's someone else's playbook. And that is essentially what Sean taus is, is, is peers really trying to work to build some momentum in efficacy and in our student's well-being plans and our well-being journeys. If you have more questions about Sean's house, please reach out. I know that that they're doing a lot of promoting, but they are a wonderful resource. And they worked with our counseling center. So that's the other thing that I want to share is that showed a student show up to Sean's house in crisis. What they will do is walk that student over to the counseling center. So our counseling centers very dovetail box step in with John's house, which I think is a beautiful thing when you think of transition of care. Are eight. Now I just want to talk really quickly about mental health crisis. Should you get a student come to you after hours of the Counseling Center? There are help lines available and our crisis line. What's important there is to know that if you should call nine, 11, it will be our UD police that show up. It's really important just to think about this in general and just use your judgment just with the general social identities and police. It's not always the best option for students. But if that is your only option and the student is saying that they are going to harm themselves or someone else. Suicide. This is your only option after hours is to call and get that person to help you there. But for the most part, the Counseling Center does have some after hours and so we should get those linked up to you. I did take with Adam can't leave this morning. And they dean of students, they have a whole flyer with all of this sort of broken down where I can when I see him next for actually, I could probably just connect you to him to get some of those flyers just that rate at your desk and all of this information at hand. And then last couple of things, just resources at UT Health, we talked about this, but there's a ton available both to employees and students. So if you haven't checked them out, I would encourage you to do so. As an employee, we have a license to purposeful. And many of you probably get this tip of the day, super simplistic micro steps that you can embed well-being into your day if you'd like to take it further. We have the app where you can go in and you can do some gratitude journaling. You can talk about sort of what are your intentions for the day. Based on your intentions, it starts to know who you are and how you're trying to develop. It will send you modules, thoughts, further education. So this is a wonderful resource. It's both application and desktop that is open to employees. And then lastly, just still leave us a little bit of time to talk the working at UT website. So employee health and well-being rolls up to this collaborative, the Office of Human Resources, the Office of Institutional Equity, athletics and recreation. If you want some of that, you know, engagement on campus, a number of us collaborate on this site. So I would just share if there's one that you favorite after our call today to have it be this one because we were trying to make it as simplistic as possible for you as employees to get all of this information in your hands and the easiest way. All right. So I know I covered a lot and I love to take questions or even if there's something that you'd like further or deeper follow-up on. Realizing that I work very closely with student well-being offices. I can get that back to you as well. No thoughts. Awesome. Well, thank you very much. We will certainly follow up with all of the content that was delivered today. I know we went through it very quickly. Just a couple other things to just know. They have recently hired a training specialist over in the Student Life division. So I know there is going to be a lot more traditional trainings available for students. And as they become available, I will certainly pass them out to Moira and I even shared with her, if you'd like to have my counterpart empty Cheese come on to talk about student resources specifically. We can always get that set up as well. Take care everyone. Let me know if you need anything. Thank you so much, Bob. This is wonderful. You got it.

Advisor Network- Employee Health and Wellbeing 2.24.2022

From Moira Curtis February 24, 2022

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Zoom Recording ID: 94441620120 UUID: Il0eZMmyRXe3iHuQV372mg== Meeting Time: 2022-02-24 03:32:11pm

Tags: advisor

Appears In: UD Advisor Network

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