At Expert Online Training, we are very proud of our faculty who consistently give back to the camping community and to our EOT community. We are thrilled to announce that many of our faculty are presenting at the American Camping Association National Conference in Nashville this week. Below we have posted their times and topics, be sure to catch a few! (Come swing by our booth at the Exhibitors Expo as well!)

Tuesday Sessions

4:00 pm to 5:15 pm
Chris Thurber – Homesickness Fails: Five Things People Do That Sabotage Adjustment 
Dr. Deborah Gilboa – Intergenerational Communication that Makes Camp Stronger
Michelle Cummings – Interactive Staff Training Activities

Wednesday Sessions

8:30 am to 9:45 am
Chris Thurber –   Intelligent FailureDr. Deborah Gilboa – The Why of Camp: Explaining Why You Do What You Do to Get More Campers, More Staff Support and More Money
Michelle Cummings –  Effective Debriefing Tools and Techniques  
Catherine Scheder – Believe it or Not: Bob, the Gang, the Sister Cousin and the Prison Pastor — Lessons Learned from Crisis in Camp

1:15 pm to 2:30 pm
Dr. Deborah Gilboa – Leadership Development at Camp: Putting People in Charge Who Aren’t Quite Ready

2:45 pm to 4:00 pm
Chris Thurber – The Phone Call

4:15 pm to 5:30 pm
Dr. Deborah Gilboa – Challenge Staff to Do Hard Things, and to Stop Damaging Behaviors
Kurt Podeszwa – Leadership Essentials: Communication Strategies  

8:00 pm to 9:00 pm Night Cap Session – 
Niambi Jaha-Echols – Teambuilding Activities to Promote Cross-Cultural Agility

Thursday Session

8:30 am to 9:45 am 
Chris Thurber and Dr.  Edward (Skip) Walton – Ben Appelbaum Medical Issues Forum — XVIII

10:30 am to 11:45 am
Scott Arizala – New Ways To Think About Old Ideas: Staff Training Strategies

1:00pm to 1:45 pm – Commerce Session
Evan Heltay and Josh Gadad – Initiating Staff Training Prior To Arrival

2:00 pm to 3:15 pm
Scott Arizala –  Can I Talk to You for a Minute? Difficult Management Conversations Update

Friday Sessions

8:00 am to 9:15 am
Catherine Scheder – Creating a Cushion of Safety for your Camp Waterfront
Scott Arizala – When The Learning Curve Is Almost Vertical: New Bosses, Camps, and Jobs

With that many of our superstar faculties’ sessions to choose from, you can’t go wrong. We hope all of our EOT subscribers and camp community have a great conference. Don’t forget to stop by our EOT both and say hello. We also are hosting the 11th Annual Night Off Party – click here for the facebook event. Join us for a night of live music in downtown Nashville on Wednesday. Happy Conferencing to all attendees! 

It’s getting dark earlier, the holiday season is rolling along and it’s less than 200 days until camp! A lot of us are already starting to feel the pressure to build awesome programs for this Summer and hire the best staff possible in a really tight job market. Remain calm! Don’t forget, you did it last Summer and it was the “Best Summer Ever!”, right? Well, it won’t happen magically and the stress is there so it’s important to make sure you get “into the groove” so you can optimize your time, be ready for the next 200 days or less and put yourself in the best possible state of mind to make this Summer even better than last.

Here are some simple ways to make sure you get and stay in the groove:

Take care of yourself! It’s important that despite our hectic work and personal lives that we find time for some self-care. Watch a movie, go out to a nice meal, do something that’s just for you or just sit somewhere with your beverage of choice and some good tunes. It’s pretty incredible what happens to our brains/creativity when we “still the waters” and turn off all the distractions.

Get Organized! Technology has made our work easier in many ways and it’s also made it incredibly difficult to find balance and set boundaries. I use a calendar app to set my day up into different categories including “Dave Time” everyday. This is time that I reserve just for me and use as a time to work on a project, run an important errand or take some time for myself. The app also allows other people to schedule time based on the parameters you set up. It’s also a really good exercise in sticking to a schedule and staying focused.

Be Open! It’s easy to hunker down at our desks, listen to a podcast, go to the occasional conference and just keep plugging away at the seemingly endless list. What’s not so easy is asking for and accepting advice, reaching out to potential mentors or finding a community that you can rely on for support. It’s all about making sure that you don’t get caught up in trying to do it all yourself. It’s important to recognize that the camp community is vast and willing to help so put yourself out there!

Hope these tips are helpful as we get down to crunch time and offer you some solace that you aren’t alone! Everyone is feeling the heat and if you work hard to get (and stay) in a groove, it will make camp that much sweeter when it finally arrives!

Want to continue the conversation? Email me at [email protected] or find me on Facebook and Instagram.

We know it’s been awhile and you’ve all been waiting anxiously for more of our awesome content from our unbelievably talented faculty and contributors. Well, we heard you and we are going to come through weekly with timely posts that we hope will educate, illuminate, entertain and sometimes, laugh a little!

In the spirit of the holiday season (Happy Hanukkah to those who celebrate!), here is an article from Dr. Chris Thurber that might give you some perspective to make it through your shopping lists with a little extra humor and goodwill. Enjoy!

Lead Me Not Into Temptation

I offered to watch my 8-year-old’s belongings tonight at Gate B8. From across the hall, he had seen the Chicago Museum of Natural History store in O’Hare.

We could both see the realistic looking stuffed animals, including arctic foxes, ring-tailed lemurs, and three-toed sloths. (Beanie Babies are so‘90’s and Webkins are so 2010, don’t you know?) In fact, the shelves were full of cool toys, from quartz crystals to books on Egyptology.

“You can go over there while I stay here with our stuff,” I said to Sava. “I can see you from here,” I added reassuringly.

He thought for a long moment. “Will you buy me something?” he asked, repeating the mantra of most elementary school children who have grown up in a commercialized culture.

“No,” I said reflexively. Then I offered my rationale: “You have enough stuffed animals already. Plus, Christmas is next week. Who knows what you’ll get?”

I blanched at how much I sounded like my own parents. Didn’t we all promise ourselves as teenagers that we wouldn’t become our parents? Now that I have, at least in part, I don’t know whether to be appalled or resigned.

I snapped out of my self-analysis and added my original, refreshing spin on parenting: “If you see something you really like, you could get it with your own money.”

This was a calculated statement, of course, since I know my children are far less likely to spend their own savings than mine. Funny thing.

“I better not go over there,” Sava said. “I’ll just be tempted.”

Man, I’d like to bottle that. In my clinical psychologist’s world, half the teenagers I see have gotten themselves into a jam ceding to temptation.

Choose your flavor of stress: academic, social, parental, athletic, physical, disciplinary. Some of it is caused by forces outside of adolescents’ control, but a good chunk results from giving in to short-term pleasure in the form of drugs, video games, hook-ups (online and off), and gossip.

Who knows whether Sava will be able to resist these tantalizing teen turn-ons. I’m not even sure how he does it now. But my hunch is that giving youngsters some measure of autonomy at a young age—which we do so well at camp—helps them better understand the consequences of their actions.

The word consequences has a negative connotation for many, but young people must also experience the many positive consequences of their actions. Especially important is enjoying the rewarding results of a long-term effort.

I often wonder whether Sava’s playing the violin—wherein it takes hours of practice over many days to learn a new piece—helps him delay gratification in other arenas. My guess is that cultivating forbearance does generalize, at any age.

The holy grail of parenting, of course, is providing appropriate supports and opportunities in life while somehow attaining the balance between freedom and restriction. It’s an ideal we all strive for but never quite reach. I guess that’s why it’s called youth development not youth accomplishment.

So here we are now on our flight from Chicago to Seattle, without a fox, lemur, or sloth. Chalk one up to impulse control. Maybe it’s a harbinger of mature self-regulation.

With some combination of luck and my continued effort, Sava won’t become anxious, get into academic trouble, develop an eating disorder, acquire an STD, or get kicked out of school. Resist those temptations, baby.

Now, if I could just get him off my iPad we could both get some sleep.

Dr. Christopher Thurber serves on the faculty of Phillips Exeter Academy, a coeducational boarding high school. He is also the father of two boys and author of the best-selling Summer Camp Handbook. In 2007, Chris co-founded ExpertOnlineTraining.com, with a vision to become the world leader in online education for youth development professionals. Additional resources for camps, schools and families can be found on CampSpirit.com. To book workshops or contact Chris directly, e-mail [email protected].

Computer Coding: A Necessary Skill of Today

The first thing that comes to mind when one hears of computer coding is that it’s the stuff that’s reserved for the geeks, or in some cases, the smartest of minds. Well, that might be true a decade ago, but thanks to the many developments over the years, learning how to code has become easier and more convenient for everyone.

Computer coding finally made it into the mainstream. Everyone can learn it as long as you have enough patience, focus, and diligence. In fact, coding isn’t anymore treated as a hobby but has now become a critical career skill. Becoming a computer coder or programmer has even become one of the highest paying and most in-demand jobs out there.

Knowing all this might make you wonder if coding is something you might consider. If you’re curious about the matter, then we suggest you read on. We’ve got all the stuff you need to learn why coding is the next big thing of the modern generation.

• Digital Age

Let’s face it. We’re living in the digital age where almost all things are controlled by technology. Computers are now everywhere, and almost every activity is done with the aid of devices. Well, it turns out that all these devices wouldn’t exist without computer coding.

It’s these codes that enable these devices to follow human commands. Learning coding opens you to a whole bunch of opportunity and scope that’ll surely benefit you in the long run.

• Financial Bliss

Most, if not everyone, wants a financially blissful life. Financial success is what all people want. Yes, there are a lot of careers that’ll make the journey to a million bucks easier, and one of those is by being a computer coder.

According to a study, the average annual salary that a programmer earns is $80,000, which by all means, is high pay. Learning coding also means that you can go solo and start a business. You don’t need to have a day job and work ‘round the clock confined in an office.

Apply your coding skills to your business, create an app, sell it, or perhaps develop software that’ll make your business processes more efficient. The sky’s the limit when you learn how to code. Being a freelance coder is also a good idea because there are now a growing number of clients who are willing to pay a premium for app developers.

• Critical Thinking

Computer coding isn’t learned overnight. You need time to perfect the craft because it’s all about solving problems through trial and error. In short, this trains your brain to function at its best. This helps you to do better in other areas of your work or your personal life.

Through time, you’ll develop a mindset that is focused on approaching problems one step at a time while processing large chunks of information without getting stressed too much. Learning how to code isn’t just learning a computer language as it’s also about developing a productive and efficient mindset that is geared towards solving even the most complex of problems.

In simpler words, coding makes you smarter.

• Career Flexibility

Learning the ins and outs of computer coding makes you a more flexible professional. This is very important, especially that we’re living in a rapidly-shifting economy that’s controlled by technology.

“Coding is becoming increasingly important as a life skill, and should be taught in the early parts of schooling. In fact, coding is now just as important as math and science.” According to the CEO of Codakid, David Dodge.

And it doesn’t matter if you’re a programmer or not, because even if it’s not part of your job, you’re still most likely to interact and work with a coder. Learning to code makes you a more valuable team-player.

• Final Verdict

With all this being said, you can clearly see how important it is for you to learn to code. You might want to learn it for fun, as a hobby, or perhaps to progress in your career. Whatever the reason is, rest assured that mastering this skill is the way-to-go if career fulfillment, financial bliss, and improved overall productivity are what you’re after.

Just make sure that you’re ready to go out of your comfort zone, be passionate with what you’re doing, and most of all, be prepared for a brighter future ahead. Indeed, learning coding is the future.

If you want to talk to Holly about this topic, email her at [email protected].

And, if you have any ideas for the Blog or anything else Expert Online Training related, email Professor Dave at ProfessorDave.camp.

I was lucky enough to go out on a school night this week and see a truly outstanding performance by an unbelievable performer, Maceo Parker. If you don’t know who he is, find some of his music (there is a link at the bottom of this post) or just think P-Funk, James Brown, Ray Charles and other legends. At 75, this man didn’t disappoint and had the audience raptured from the second he got onstage.

What does this have to do with camp? Well, besides being a saxophone virtuoso who can also sing, dance and play the flute (really well!), Maceo exhibited all the characteristics of leadership that we should all aspire to as leaders at camp. You may want to share these important lessons with your Leadership/Supervisors as well.

Recognizing the Band

Maceo is obviously the featured performer and has the pedigree that makes him an absolute rock star. His charisma, energy and talent could easily turn him into a leader who garners all the attention and accolades. However, he was incredibly giving and modest when it came to his band. He gave them each the time to shine as individuals and encouraged them throughout the show to play their best. He mentioned their names over and over and stepped off the stage repeatedly to give them the full spotlight. That doesn’t mean he wasn’t conducting the action, he just valued the individual, unique talents of each member of his team and made sure they were given time to shine.

The Show Must Go On

About an hour through the first set, Maceo paused to let us know he was going to try to hit a high note and his cold might get in the way. Now, up until this point there was absolutely no indication that he was feeling ill and everyone in the room would agree he was giving 100% of his mind, body and soul through his performance. As leaders at camp, no matter how tired, frustrated, sick or overwhelmed we are, it is imperative to put of all that aside and hit the “stage” with high energy, positive attitudes and our best selves.

Spread the Love

One of the highlights of this show was Maceo and the band’s exuberance and absolute joy being in front of a small audience in a venue much more modest than they were probably used to after years of success. The theme of the night was an overwhelming declaration of love: for the audience, the musicians on stage, the crew who helped run the show and, most importantly, love for the world. If we could all bring just a fraction of this unwavering positive attitude driven by Maceo’s grateful nature, our camps would be that much better.

Maceo Parker exemplifies the best in leadership and is a shining example of the power of bringing your best, most authentic self at all times. You set the tone at all times and need to hold yourself accountable to ensure all your stakeholders feel confident in you as a the band leader.

Dave “Professor Dave” Malter is a faculty member with Expert Online Training and a camp enthusiast who works with youth development organizations across the country on staff training, employee engagement and leadership. If you are interested in talking more about developing your team or other staff training issues, please head over to www.professordave.camp and sign-up up for a FREE 30-minute Phone/Skype consultation.

To get a taste of Maceo Parker and his exceptional leadership, check out this video: https://youtu.be/3_0alsFnxwI.

After a busy Summer spent happily disconnected, a close friend suggested I watch Hard Knocks which follows an NFL team throughout training camp. I am constantly evaluating how what I’m watching/reading applies to the importance of company culture and employee engagement and he success of organizations. One of the coaches pointed to a saying on the wall in the training facility which reads, “The road to success is always under construction” as he made the point that all of the players in the room were essential “workers” as they build a successful team.

As you consider your own road to success, there are 3 major obstacles that you have to avoid and which make building a successful and thriving organization a priority no matter your size or scope. The 3 reasons you should be focused on building a team that stays together are:

1.      Cost of Hiring…Studies have shown that the cost of replacing a full-time employee is 6-9 months of their salary. This means that if you have someone making 40k a year, the cost to hire their replacement is between 20-30k between recruiting and training expenses. For employees that are making $10/hr who leave your organization, it still costs over 3k to fill that position.

2.      Number of Job Changes…More bad news when it comes to the cost of hiring. Companies aren’t doing a good job keeping employees. In the United States, employees spend an average of only 4.4 years at their job. It seems like incurring the expense of recruiting and training staff isn’t necessarily paying off.

3.      Disengaged Employees…There is an increasing amount of research showing that only 30 percent of employees in this country are fully engaged with their company and the work they are doing. This is a number that’s been steadily declining over the past several years and the results are directly related to the statistics above.

So…what do we do about it? How can we make our organizations high functioning, profitable and desirable. Here are 7 foundational elements that will begin to tackle the important task of building a successful, lasting team:

Mission

Let’s be honest for a minute…most of your employees care very little about the mission you are communicating to your customer. Your employees are focused more inward and want to have something to strive towards that directly affects their feelings of engagement. I’ve been advising clients to develop missions that are directly focused on your employees. That “Employee Mission” is still related to your overall organizational mission and galvanizes each team member to take ownership of a common goal.

Culture

For a couple of years, I’ve been advocating for the development of a Culture of Giving which is basically providing opportunities for employees to recognize each other. Studies by Disney and other large, successful organizations show that developing a flourishing peer-to-peer recognition program is the Number One key to a successful team across all industries.

Knowledge

It’s time to let the secrets out! Instead of worrying about someone taking your job because they know too much, share the knowledge so they feel trusted and can make better decisions while taking more initiative. Instead of viewing curiosity as a threat, get everyone on the same page so the work gets done more efficiently and with a greater sense of purpose.

Mentor

Provide your young employees (or anyone who needs it) with someone in the organization who will provide them with the tools to succeed and grow. And, make it a real piece of your employee training/benefit program by developing a curriculum, goals and scheduled follow-ups/reporting.

Shared Goals

Do you know what your employees goals are both in their professional and personal lives? Are there ways you can actively support those goals while advancing the needs of your organization? Find ways to help your employees develop and reach their own goals while encouraging them to also help others do the same.

Risk

If you provide employees the tools including the elements above, they should feel free to take measured risks in decision making or innovative thinking. You should instill a culture that encourages employees to take initiative without fear of ridicule or job insecurity.

Opportunity

If you are dealing with that “4 year career” employee more then you should or are struggling to build a cohesive unit, chances are opportunity is a big reason. Most people who switch jobs or feel disengaged express that they feel stuck in their position. They don’t even know what they can do next and have real fear that they are stuck for the foreseeable future. It’s incredibly important to have an open discussion about what your progression plan is for each employee and how they can get there!

If you are interested in talking more about developing your team or other staff training issues, please head over to professordave.camp and sign-up up for a FREE 30-minute Phone/Skype consultation.

Here are some resources I reference above:

https://www.zanebenefits.com/blog/bid/312123/Employee-Retention-The-Real-Cost-of-Losing-an-Employee

https://www.fastcompany.com/1802731/four-year-career

As we begin the off-season work of looking at the totality of our Summer programs, it’s imperative to objectively critique our Behavior Management plans including Bullying Prevention and Awareness. If you are lucky enough to interact with other youth development professionals throughout the year at conferences or other meet-ups, you may have access to some resources focused on this topic. Many of us are not that lucky and depend on information we come across, our own experiences or a keen sense of confidence that we are handling these situations well. Regardless to your access to information/training, unfortunately, bullying has become a more complex issue that requires an increased sense of awareness and self-reflection to make sure you are truly prepared to handle these delicate and potentially dangerous situations. Below you will find 3 Best Practices in thinking about your Bullying Prevention and Awareness policies and procedures now:

FIND AN EXPERT

Here at Expert Online Training, we are lucky to have several faculty who work tirelessly on helping young people and their caretakers cope with Bullying issues, both preventative and corrective. While these are wonderful resources to use with your staff, it would also make sense to find an expert you trust to help you first understand this ever-changing issue and then begin to develop a plan for your specific organization. Engaging with someone who has dedicated their life’s work to mitigating the problems associated with Bullying will help eliminate misconceptions and possible omissions in your policy.

ENGAGE WITH YOUR COMMUNITY

There are two pieces to this best practice that work together to develop a sense of safety and care in your community. First, contact your local university or school district and ask if there is a professional who they use to speak to parents, teachers and students. I would even say you should ask to see this person live and determine if their message on Bullying matches with the type of culture you hope to create. Once you find someone who you feel comfortable bringing to your organization, engage with that person about the plausibility of coming speak to your families. The next piece is to invite your parents and campers to come to camp (or a central location) and hear from this professional who will tailor a message specific to your stakeholders. This will be an excellent learning opportunity for your community and deliver an important message about your intolerance for this type of behavior and  it’s place as a priority for you.

OPEN THE LINES OF COMMUNICATION

Partnering with parents is one of the most important pieces of running a successful youth development program. Oftentimes, as professionals, under our breaths we wish parents weren’t “so involved” and would just let us do our jobs. I propose that when it comes to Bullying, we need to reverse course and open the lines of communication. Let parents know that this is an issue you are taking seriously by providing community learning opportunities like I described above or other resources that keep parents informed about the work you’re doing to keep their children safe. You should also ask parents to share with you any concerns they have throughout the year about any interactions between campers. By involving your most important ally, parents, you will begin an ongoing,productive conversation that will clarify your stance on Bullying Prevention and Tolerance.

The best practices mentioned above are just the start of developing a comprehensive plan to handle bullying in our organization. This work is important and takes the dedication to view it as a continuous work in progress. If you find the right resources and are open to learning from experts, parents and even campers, you will find success manifested by a welcoming, caring community.

Dave “Professor Dave” Malter is a long time camper who is now a grown-up camp enthusiast. He is an educator, consultant and trainer who works with camps on many issues pertinent to camp culture, staff development, leadership and safety.

To learn more about Professor Dave head to his website (www.professordave.camp) or send him an email @ [email protected].

As the summer glow fades and we begin to think about next summer, the talk inevitably turns to how camps will manage camper behavior next summer. The world is certainly changing rapidly with increased access to technology, agonizing social pressures and the race-for-success at school. The one constant is that camp is a place to put all of this aside and enter a world of supervised risk-taking, freedom and self-discovery. While we want to encourage young people to feel “freer” at camp, there is still a need to ensure their safety and positive relationship building by training our staff how to manage behavior.

Here are 5 Best Practices to incorporate as you begin to plan how to approach training your staff on this critically important aspect of camp.

MANAGE, NOT CHANGE

Dr. Matt Pulewitz (http://www.drmattpsych.com/), a clinical psychologist and good friend who works with many camps, consistently delivers the message to staff that they can only aim to manage behavior and NOT change behavior. Our job as youth development professionals is to make sure young people live within the rules we have in place for the length of time we are responsible for them. For example, we can encourage and guide our campers to make their beds every morning even if they don’t do this at home. We can’t expect that when they get home making their beds every day continues (if they do, you’ll have lots of very happy parents).

MISSION

As you begin to discuss the values that are associated with the behavior you hope to see at camp (no bullying, sharing, etiquette in the dining hall, etc.), you must make sure that they match the Mission of your camp. These are not independent and will help you explain your behavior management plan to your parents. If parents understand that your behavior management plan is rooted in your camp philosophy, their level of trust and will only grow.

BEHAVIOR PLANS

I’ve gotten a lot of questions lately about behavior plans and how to work these into your Behavior Management plan. I am huge proponent that behavior plans should be reactions to specific camper actions that don’t meet your camp’s philosophy and/or tolerance and NOT threats to the general camp population. These plans should be individualized and parents should be your partners in creating these documents and reinforcing any further consequences.

NATURAL CONSEQUENCES

The biggest mistake frontline staff make when trying to manage groups is giving consequences that don’t help mitigate the behavior. Too often, we hear counselors take away “flashlight time” at night because a camper doesn’t do their job in the bunk during clean-up in the morning. It’s imperative that we teach and continue to reinforce to staff the appropriate way to dole out consequences that are meaningful and timely.

HELICOPTER COUNSELORS

Much like helicopter parents, we often encounter helicopter counselors who feel so much pressure that they don’t allow campers to take the calculated risks we encourage at camp. Staff need to be reminded that it’s ok to let some behavior go as long as it doesn’t jeopardize safety (or go against the mission). Not every “issue” is a big deal and everyone will have a better experience if counselors let campers just be kids.

To learn more about Professor Dave head to his website (www.professordave.camp) or send him an email @ [email protected].

• 213 Things Adults Should Know About 13 Reasons Why by Dr. Chris Thurber (PDF)
• Assessing Suicidality (PDF)

If you suspect that an individual is considering suicide, contact:
National Suicide Prevention Lifeline 1-800-273-TALK (8255).

The effects of suicide are not limited to those who die. Suicide is a serious public health problem that has shattered the lives of millions of individuals, families, and communities nationwide. We can all act to reduce its toll.

Everyone has a role in preventing suicide. Suicide is not inevitable. Evidence shows that providing support services, talking about suicide, reducing access to means of self-harm, and following up with loved ones are just some of the actions we can take to help others.

Facts

• Suicide is the 10th leading cause of death among Americans.
• More than 44,000 people died by suicide in 2015.
• More than 1.4 million people reported making a suicide attempt in the past year.
• Almost 10 million adults reported thinking about suicide in the past year.
• Most people who engage in suicidal behavior never seek mental health services.
• Suicide is a serious global public health problem. More than 800,000 people worldwide die from suicide every year.

Know the Risk Factors

Although suicide can affect anyone, the following populations are known to have an increased risk for suicidal behaviors:

• Individuals with mental and/or substance use disorders and individuals with medical conditions
• Individuals bereaved by others’ suicide
• Individuals in justice and child welfare settings
• Individuals who engage in nonsuicidal self-injury and those who have attempted suicide
• Individuals who are lesbian, gay, bisexual, or transgender (LGBT)
• Men in midlife and older men

Warning Signs of Suicidal Behaviors

You can play a role in preventing suicide by being aware of the warning signs of suicidal behaviors:

• Talking about wanting to die or kill themselves; feeling hopeless, trapped, or in unbearable pain; being a burden to others
• Looking for a way to kill oneself
• Increasing the use of alcohol or drugs
• Acting anxious, agitated, or reckless
• Sleeping too little or too much
• Withdrawing or feeling isolated
• Showing rage or talking about seeking revenge
• Displaying extreme mood swings

What You Can Do

If you believe someone is at risk of suicide:

• Ask them if they are thinking about killing themselves. (This will not put the idea into their heads, or make it more likely that they will attempt suicide.) Take seriously all suicide threats and all suicide attempts. A history of suicide attempts is one of the strongest risk factors.
• Keep Them Safe – Remove any objects that could be used in a suicide attempt; if possible do not leave the person alone.
• Be There – Listen without judgement and with compassion and empathy.
• Help Them Connect – Help them connect to a support system – family, friends, clergy, coaches, coworkers, therapists; or reach out to the National Suicide Prevention Lifeline
• Follow Up – Make contact in the days and weeks after a crisis. Check-in regularly.

Suicide Prevention Resources

National Suicide Prevention Lifeline
Provides 24/7, free and confidential support for people in distress, prevention and crisis resources for you or your loved ones, and best practices for professionals. Learn more.

HelpGuide
Feeling suicidal means that a person has more pain than they feel capable of coping with. Help is available. Don’t wait: Reach out. Learn more.

National Institute of Mental Health
Resources for you if you know someone in crisis. Learn more.

Suicide Prevention Resource Center
Resource center devoted to advancing the national strategy for suicide prevention. SPRC is funded by the U.S. Department of Health and Human Service’s Substance Abuse and Mental Health Services Administration (SAMHSA) under grant no. 1U79SM062297 and is located at Education Development Center, Inc. Learn more.

Crisis Text Line
Free 24/7 support for those in crisis. Text 741741 from anywhere in the USA to text with a trained crisis counselor. Learn more.

SOS
The Signs of Suicide Prevention Program (SOS) offers a 90-minute online course for non-mental-health professionals and unlicensed counselors. The course is called Plan, Prepare, Prevent: The SOS Signs of Suicide®. Learn More.

JED Foundation – Get Help Now
​JED’s Mental Health Resource Center provides essential information about common emotional health issues and shows teens and young adults how they can support one another, overcome challenges, and make a successful transition to adulthood. Learn more.

American Foundation for Suicide Prevention – Support
​Dedicated to saving lives and bringing hope to those affected by suicide, AFSP creates a culture that’s smart about mental health by engaging in the following core strategies: (1) Funding research, (2) Educating the public, (3) Advocating for public policies in mental health and suicide prevention, (4) Supporting survivors. Learn more.

The Trevor Project
Founded in 1998 by the creators of the Academy Award®-winning short film TREVOR, this project is a national organization providing crisis intervention and suicide prevention services to lesbian, gay, bisexual, transgender and questioning (LGBTQ) young people ages 13 to 24. Learn more.

Depression and Bipolar Support Alliance
Provides hope, help, support, and education to improve the lives of people who have mood disorders. Learn more.

Active Minds
A nonprofit organization that empowers students to speak openly about mental health in order to educate others and encourage others to seek help. Information, leadership opportunities, and advocacy training to the next generation. Learn more.

Anxiety and Depression Association of America – Find Help
A guide to the treatment of anxiety, depression, OCD, and PTSD; resources for support; and tips for helping friends and relatives. Learn more.

APA American Psychological Association – Help Center
An online consumer resource featuring information related to psychological issues affecting your daily physical and emotional well-being. Refer to our fact sheet series to learn how psychologists can help. Learn more.

ANAD – National Association of Anorexia Nervosa and Associated Disorders – Get help
Anorexia Nervosa and Associated Disorders resource page. Learn more.

Mental Health America – Finding Help
Mental Health America resource page. Learn more.

To Write Love on Her Arms
​A nonprofit movement dedicated to presenting hope and finding help for people struggling with depression, addiction, self-injury, and suicide. TWLOHA exists to encourage, inform, inspire, and also to invest directly into treatment and recovery. Find resources by state.

Didi Hirsch Mental Health Services – Suicide Prevention Center
Includes Spanish and Vietnamese assistance. Learn more.