Episode 77 - Brian Farragher: The Sanctuary Model: Changing the Culture of Care - It Begins with Me (part 1 of 2)

Monday, August 08, 2011, 1:07:38 PM

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Brian Farragher, executive vice president and chief operating officer of the Andrus Children's Center, discusses the impact of trauma and repetitive stress on staff and organizations and the quality of service they provide. Mr. Farragher presents the Sanctuary Model as an antidote to trauma and describes the process and outcomes of the organization-wide transformation to reflect Sanctuary Model principles at Andrus.

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Average Rating: 5stars  wonderful, Thursday, October 16, 2014

By Marie L :

Really appreciate this. He describes what Trauma-Informed Care is, in describing the Sanctuary Model. He shared what it took for them to get there, and stay there. The idea that rather than looking at individual therapists when results in treatment outcomes is not what is expected, but rather to look at the organizational as a whole, and see what changes need to be considered there - is wonderful to hear. Confirming the fact that so many agencies tend to be risk-aversive which is stifling to change - and that change inherently comes with it, some degree of risk. I am grateful to hear his words as they are very re-affirming. Thanks.

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Average Rating: 5stars  sanctuary model, Monday, January 30, 2012

By Danielle :

This is an interesting podcast that discusses the implementation of the Sanctuary model at the Andrus Children's Center by Brian Farragher, the executive vice president and chief operating officer of the Andrus Children's Center. Brian Farragher is the co-founded of the Sanctuary model, along with Dr. Sandra Bloom the founder of the model. Based on this podcast, the Sanctuary model is a trauma informed model that focuses on stressor and issues between leaders, staff, children and families within an organization. The model focuses on training for the staff to assist them with issues and mistakes made within the organization. This model attempts to address everyone issues within the organization from a trauma informed prospective. The Sanctuary model creates honesty within the organization and enables clients to be empowered and promotes client and staff satisfaction.

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Average Rating: 4stars  interventions review, Monday, January 30, 2012

By EricaM :

Sanctuary Model is an amazing trauma informed model that I think every human service agency should adopted. Last week I had the opportunity to attend Erie County Department of Social Services (ECDSS) Dialogue meeting that was hosted by Neighborhood Legal Service. This meeting is for social workers, case mangers and ECDSS supervisors. The dialogue meeting gives the community and social workers the opportunity to negotiate bringing up issues that individuals have when they need services from social services. I feel like Rath really needs to adopt the sanctuary model because it is not welcoming to anyone. The Rath building has a bad reputations of not being welcoming and treating clients poorly.

When the community advocate gave a story of her bad experiences that she has had when she came to the Rath building with a client. The direct floor supervisor was in denial about what the worker was saying. She made it seem like everyone of her employees were perfect and she was mistaking. The director of ECDSS also was very offensive to the allegations. This is damaging to the workers and clients because the agency is not promoting growth and change as it is stated in the podcast.

More people have been placed on some type of welfare program since the war and low employment rates. This means that more people are using the service of ECDSS. ECDSS needs to take the trauma informed perspective and implements the sanctuary model so that any stressful situations in the clients live came be somewhat alleviated by linking them up with the right funding and services immediately instead of giving them the run around.

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Average Rating: 4stars  review, Monday, January 30, 2012

By Courtney M. :

I am impressed that this model looks at the whole picture including the client, staff and organization. The idea that it is not the client who needs to change but the organization when the necessary results are not occurring is very important. This process is one that is unending as there is always room for growth and improvement. I like the example of the client and how not focusing on all of the negative labels that came with him lead to a positive discovery of his great ability and willingness to help. By altering his “script” he was able to move to a much more productive use of his skills rather than acting aggressively. The ability for an organization to create an atmosphere of hope and with opportunities is essential to growth not only for the client, but for the entire organization.

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