Proper Eating Disorder Assessment
The actual eating disorder assessment is the first and one of the most important, steps in a treatment plan. An eating disorder assessment should be made on a number of different levels. Some of the assessment should entail direct questioning about how the person feels about food, how the person feels about eating, and how the person feels about their body and how their body is changing. These feelings are a very important base for an eating disorder assessment.
In addition, more indirect questions should be answered, and even in a fun way. You can ask the person coming in for assessment to complete a questionnaire, even in a fun way, which contains a number of questions asking for a fun response. For example, a bunch of words (or pictures) are shown, and the idea is that you have to say the first thing that comes to mind. For example, if you show a picture of a tropical beach, some people will say (beautiful) and some will say (gross).
Ask for all of these associations in rapid succession and ask that the person give, honestly, the first word that comes to mind. When you are through, either the same day, or another day, you can give the person back their answers and walk through them together. If you learn that someone doesn't like beaches because they have an intense fear of being seen in a bathing suit, you've got something to work with.
The idea behind this eating disorder assessment is not that you take their answers and psychoanalyze them, but that they take their own answers and open up a dialogue with them. While this is happening, you are not only building a constructive start, you are also getting a more complete eating disorder assessment and can thus better understand what this person is living with. As you develop a better relationship, questions should become more direct. Questions should assess attitudes about eating disorders, attitudes about food, and attitudes about body image. As you go deeper and deeper into the assessment of the eating disorder, counseling will naturally start to happen throughout the process.
When a new employee reports to their first day on the job, the feeling is quite similar to those first day of the school year jitters we all had as kids. And while it's a challenge for the employee to familiarize him or herself quickly with the office, the job responsibilities, new co-workers and more, it's just as important and stressful for their managers. Making a new hire feel comfortable and a part of the team from day one is imperative to make the employee a successful and productive member of your business.
Jon Picoult, founder and principle of Watermark Consulting, a Connecticut-based consultancy that helps businesses inspire their employees by making them brand advocates. This process, defined by human resources experts as onboarding, is a crucial element in both individual and organizational development and establishes a foundation for future success. So what exactly is employee onboarding, why should you focus on it early, and how exactly do you assess it throughout the first 90 days,
In this guide, we'll explore all those questions to get your next new hire on track. How to Make An Employee's First 90 Days Successful: What is Onboarding, You might associate onboarding with human resources jargon for an employee's first 90 days. But onboarding, the technical terminology for an employee's familiarization with a new organization, is defined differently by nearly everyone you talk to. Its advocates describe it as a comprehensive approach to bringing on new hires that goes beyond simple orientation.
Onboarding plans are intended to make new employees familiar with the overall goals of a company and support them as they embark on early projects all in an effort to achieve the perception of success and productivity quickly. The ultimate payoff is to reduce turnover and encourage workers to stay with an organization for a longer tenure.
Michael Watkins, a professor at the International Institute for Management Development (IMD) in Lausanne, Switzerland and author of The First 90 Days: Critical Success Strategies for New Leaders at All Levels. According to Ron Thomas, an HR strategy consultant and blogger at StrategyFocusedHR who developed a highly successful talent management strategy while at Martha Stewart Living and IBM, employee retention and success is the ultimate goal.
