Restoring Sanctuary b Sandra L Bloom

For me, this was the most informative book I’ve read in years, just the opposite of the library’s September book club choice of “Station Eleven”.  I learned so much from this one book – it reminded me of, “An Unnecessary Woman”, in that this book will cause me to read half a dozen others.  When you’re an old dog, it’s a pleasure to find that you can still learn a new trick.  This book taught me a lot of new tricks.  Just me, mind you; these “Sanctuary” people have been around for decades. I guess it’s the whole ACEs focus that has shined the light on this area of primary and secondary trauma; specifically care-giver secondary trauma.

I self-identify as a “community organizer”.  I found this Sanctuary strategy/philosophy useful for any organization.  It’s written for people in Human Services organizations, but I found I could easily substitute the words “Grand Jury” for “Human Services” organization.  It’s probably good stuff even for the Friends of the Library.

The compelling message is subtle and nuanced: on the surface it seems like platitudes that most organizations think they accept, and follow, but when you understand the seven value-statements that must be adhered to, it represents a dramatic cultural change in the organization, which will take time and training and learning to adopt.

The Platitudes:

“Ever new developmental experience means learning something new and giving up something old.”

“Members need to feel that they are part of something bigger than themselves.”

”We must learn to listen to other people, integrate ideas and concepts, negotiate and compromise, and learn to recognize that there is no single absolute truth in a situation, but only the shared process of seeking the truth.”

“All members need to feel that their opinions matter and that their participation in decision making, monitoring and evaluating progress is important and useful.”

 

The Seven Commitments:

Commitment to Growth and Change

As organizations we must find ways to manage the anxiety associated with change while allowing, encouraging, and propelling change.

Commitment to Democracy

The leveling of hierarchy is a critical component to creating and sustaining an environment that allows an organization to share common goals and methods for reaching those goals.

Commitment to Nonviolence

Organizations must be physically, psychologically, socially, and morally safe; requiring a dedication to creating nonviolent environments.

Commitment to Emotional Intelligence

Establish the critical goal of constantly working together to make that which is unconscious conscious and to manage emotions that threaten to overwhelm our capacity to think while integrating emotional information into our decision making. 

Commitment to Social Learning

Reduce the odds of making mistakes by drawing on the knowledge, experience, and wisdom of a diverse group of other people.

Commitment to Open Communication

Everyone must learn how to promote dialog over discussion, and find shared meaning, to achieve complex reasoning & problem solving.

Commitment to Social Responsibility

Organizations should further the common good in the interest of both individual and collective justice.