Continue your child’s math and reading skills this summer with Horse Powered Learning. 100%  EAGALA certified practitioners develop a fun and powerful experiential method using horses. No riding experience. All learning occurs from the ground. 

Horse-powered learning helps motivate students to read, improves their overall attitude toward learning, and increases self-confidence in the ability to learn. Call us to learn more and read on for information behind horse-powered learning.

HORSE POWERED LEARNING 

“Horse powered learning combines research-based education strategies with EAGALA model activities”

What is Horse Powered Learning?

Horse-powered learning is a new teaching tool that takes what we know about effective teaching instruction and combines it with EAGALA Model Equine Assisted Learning or EAL, making learning skills visible and physical for students. With EAGALA Model Equine Assisted Learning (EAL), students see and experience learning with their entire mind and body by creating metaphors for the skills involved in learning. The creator of horse-powered reading, Dr. Michele Pickel, has taken experiential learning, brain-based education, and research-based reading strategies and combined them with EAGALA model EAL activities to create a unique method of reading instruction appropriate for K-12 students. Since the development of horse-powered reading, other educators have expanded the program to include math and other subjects as well.

During a horse-powered learning session, horses may become the reading material or book students need to connect with. Without finding and making some connection with the text, it is easy to drift away from or lose interest in a book. By experiencing how it feels when a book or text is too hard or too easy, students learn to choose a “just right” book.  Seeing what tools are used to connect with the book (horse) and how that connection is made, allows facilitators and teachers to use clean questioning to help students discover learning.

Why Horses?

Horses can influence people in very powerful ways. Accomplishing a task with the horse, in spite of fears, creates confidence and provides wonderful metaphors for dealing with other challenging situations like those faced by struggling readers at school.

Example of how horses help teach?

In a Horse Powered reading session, reading problems may be made visible by labeling obstacles that get in the way of understanding. Clients create a “Reading River” (obstacle course) that must be navigated with their chosen reading material (horse).  Often while reading, readers don’t even know when they have drifted away and no longer understand what the text is talking about. However, in the Reading River it becomes obvious! When an obstacle is met, the reader is forced to stop or move out of the river with their text. “Fix-up strategies” must be explored and used in order to get back in the flow of reading. Facilitators can then ask, “What just happened?” and “How might that look when you are reading?” Perhaps the reader was forced to move out of the river and circle back for a ‘running start’ to get over an obstacle, much like you might need a running start to re-read a paragraph to get the meaning.  Maybe the obstacle forced them to take a different route, such as looking at another chapter to figure out what is going on in this paragraph; or to get help by asking another person; or to use another tool such as a dictionary.

 

SSTAR Camp is a program designed to help youth develop tools and strategies needed to make healthy, smart choices. 

SSTAR is an acronym for Social Skills Training and Relaxation. Give your child an experience that will help them the rest of their life. 

Well developed social skills are key to helping a child grow personally and form healthy relationships. 

Children are guided through experiential activities with HOPE Ranch horses that help them learn about:

Group Cohesion
Self Image
Empowerment
Personal Safety
Relationship
Bullying
Trust
Peer Pressure
Mindfulness

Consider a summer camp for your child that will be fun, enlightening and set them on a path to success.

SSTAR CAMP 2018 DATES

Session#1: Ages 13-16, July 9-12th, 1-4pm – Cost $350
Session #2: Ages 9-12. July 16-July 19th, 1-4pm – Cost $350

To enroll or learn more call: 507-281-3033

Author: Kit Muellner, LICSW, EAGALA Certified and CEO of H.O.P.E. Ranch

Every organization has some form of dysfunction. It’s true anywhere and it’s true right here in Rochester, MN. Employees know it. Managers often know it, and almost always, people outside your organization know it. In fact, sometimes it’s easiest to spot from the outside.

Degrees of Workplace Dysfunction and the Consequences

The dysfunction might be minor, moderate, or even severe. Should you do something about it? Can you do something about it? The answer to both questions is YES. Dysfunction, if left untreated tends to grow and any amount of dysfunction, even if it’s minor, at the very least affects workplace efficiencies and the bottom line. A workplace with moderate to severe dysfunction is headed for serious problems. We’ve seen it in our own backyards. It typically begins with a high degree of turn over, but then escalates. When left untreated, high levels of dysfunction spiral out of control and can even take down entire organizations. It makes headlines and can often trigger lawsuits.   

Spotting Dysfunction in Your Organization

Dysfunction can come from mid-level and high-level managers or from the general workforce. It takes many forms:

1. Bullying and tyranny
2. Gossip
3. High level of sick days
4. “Telling” on others
5. Cliquing up
6. Contempt for coworkers
7. Contempt for managers or subordinates
8. Withholding information
9. Bigotry, sexism, and racism
10. Email warfare
11. Failing to confront
12. Paralysis by over analyzing
13. Paranoia

Another way to identify if your workplace is dysfunctional is to ask yourself this: Is your workplace a happy environment or is everyone a bit miserable? If you tend to wear rose colored glasses then you might want to put out a simple one-question anonymous survey to your employees. Ask them on a scale of 1-10 what level of dysfunction exist in your workplace. You’ll get the real answer that way. If the results are bad, don’t beat yourself up. Dysfunctional workplaces are not uncommon.

According to the 2017 Employee Engagement and Retention Statistics Report:

• Only 16% of employees say they felt “connected and engaged” by employers
• 75% of the causes of employee turnover are preventable
• 34% of employees say they plan to leave their current role in the next 12 months
• 16% of employees are actively seeking a new job
• 46% of employees would accept another job if the opportunity arose
• It can cost 33% of an employee’s salary to replace him/her
• 71% of workers said they are looking to change employers
• 59% of employees would leave their profession if they could

The statistics are a bit startling and often a big surprise to upper management, owners or the board of directors. This is because of communication, or to be more exact, lack of communication. Employees hold their true feelings close to the vest out of fear. Nothing will change until healing takes place and tools are provided to the dysfunctional team that open communication and educate staff and management.  

When couples can no longer communicate, they often seek counseling. Dysfunctional workplaces can do this, too. In fact, it’s quite common and we do this frequently at HOPE Ranch.

I’m passionate about improving the lives of people in the workplace locally. In fact, HOPE Ranch provides team building, corporate development, and staff retreats to organizations in the Greater Rochester Area, Greater Minnesota, and Northern Iowa. Just as psychotherapy facilitates individual growth and healing, corporate retreats and development facilitate identification of issues in your team/organization, and development and implementation of real, effective solutions. No two treatments plans are alike because organizations are as unique as individuals. We customize plans depending on your circumstances. We see real breakthroughs happen in a safe and helpful environment. If you’re having an issue with your team or suspect dysfunction in your midst, reach out. We’ve helped many others and we can help you.

Learn More:

http://hoperanchteam.com/corporate-retreats/

Kit Muellner is the Owner & Founder of H.O.P.E. Ranch. She is a Licensed Independent Clinical Social Worker and is an EAGALA Certified Psychotherapist and Horse Specialist. Kit is well known as a stand out in her field, specializing in work with children, adults, and families. Before starting H.O.P.E. Ranch in 1999, Kit worked with facilities such as Olmsted County, Omnia Family Services, Gerard Treatment Facilities, Mendota Mental Health Institute and Mayo Clinic.

Author: Kit Muellner, LICSW, EAGALA Certified and CEO of H.O.P.E. Ranch

Bullying isn’t just about schoolkids or athletes. It’s rampant in many workplaces, no matter the industry.  It is said that workplace bullying has become a national epidemic.

In fact, the Workplace Bullying Institute, which has been around for 20 years, conducts studies on the topic and works to combat this debilitating problem. Whether you are an employee or the employer, these facts will serve as a wake-up call.

What is Workplace Bullying?

Bullying in the workplace may occur in many forms and can come from a co-worker, a boss or even a subordinate. Some forms of workplace bullying may be:

1. 1. Swearing and intimidation
   2. Teasing; especially when it takes a personal nature; comments about the target’s work, behaviors, and even family members.
   3. Snide and mean comments
   4. Taking credit for your work, even subliminally
   5. Attempts to make you look incompetent
   6. Constant criticism
   7. The creation of impossible expectations and changing expectations or directions in the final moment.

Statistics on Bullying In the Workplace

Does it really happen? Yes. According to the Workplace Bullying Institute, it happens in all industries and
there are groups more often targeted than others.

Here are the findings:

• 19% of Americans are bullied, another 19% witness it
• 61% of Americans are aware of abusive conduct in the workplace
• 60 million Americans are affected by it
• 70% of perpetrators are men; 60% of targets are women
• Hispanics are the most frequently bullied race
• 61% of bullies are bosses, the majority (63%) operate alone
• 40% of bullied targets are believed to suffer adverse health effects
• 29% of targets remain silent about their experiences
• 71% of employer reactions are harmful to targets
• 60% of coworker reactions are harmful to targets
• To stop it, 65% of targets lose their original jobs
• 77% of Americans support enacting a new law
  

Workers: What to Do if You Are Bullied at Work

Recognize that it’s not your fault. Take an assessment of your mental and physical health. Being bullied at work can weigh heavily on you and your health. Consider taking time off to clear your head. Very importantly, don’t allow yourself to replay the acts of bullying over and over in your mind. Put a name to what’s happening to you so you can legitimize it; bullying, abuse, harassment, etc.

Once you have done this it’s time to get down to business.

Document the abuse. Not with emotion but with just the facts; time, date, perpetrator, description of abuse.

Expose the bully. Bullying doesn’t get better on its own and if it continues, you are 77.7% likely to lose your job anyway, typically due to either health problems or simply choosing to leave on your own. You actually have little to lose by exposing the bully.

Here’s how: A) Present the case from a business standpoint. It is expensive and legally risky to have a bully in place, which is something a business should care about. They do not care about your emotions or how this makes you feel. (sorry, they just don’t.) Give the employer only one chance and if they stick up for the bully, it’s time to plan your exit strategy.

Employers: What to Do if An Employee Comes to You for Help

You saw the stats. Bullying in the workplace is a big problem and it can be costly. It can even become a HUGE legal issue. Bullying itself is hard to litigate but here’s where it becomes an issue; if the target is female, over a certain age, or any vulnerable group. If the bullying ever became violent, physically threatening or mentally threatening, or starts to fall into the sexual harassment arena.  As you can see, you as an employer can easily be the victim of a workplace bully and it’s going to hit you in the bottom line. It may ruin your business and you could even lose your business. Here are steps you can take:

1. If an employee comes to you, listen, and even, shut up. Take in what the employee is saying, without offering an explanation or saying things like, “That’s just the way he is” and don’t ever say anything that puts the blame on the target. 
2. The employee obviously wants to stay in their job so remember that. They simply want the problem solved. Remember the “shut up” advice in point #1. That’s because this is a hairy area and you are not likely equipped to deal with this, which is okay. Most people are not. Take action to correct this: Seek help, pull in counselors or consultants that are knowledgeable in this area. Send the perpetrators to training/counseling.
3. Use this as a learning experience. Now is the time to write policies and develop a process for ongoing education and awareness of workplace bullying.

I’m passionate about improving the lives of people in the workplace locally. In fact, HOPE Ranch provides team building, corporate development, and staff retreats to organizations in the Greater Rochester Area, and Greater Minnesota, and Northern Iowa. Just as psychotherapy facilitates individual growth and healing, corporate retreats and development facilitate identification of issues in your team/organization, and development and implementation of real, effective solutions. We see real breakthroughs happen in a safe and helpful environment. If you’re having an issue with your team or suspect you have a bully in your midst (even if you might be the bully) reach out. We’ve helped many others and we can help you.

Learn More:

http://hoperanchteam.com/corporate-retreats/

 

Kit Muellner is the Owner & Founder of H.O.P.E. Ranch. She is a Licensed Independent Clinical Social Worker and
is an EAGALA Certified Psychotherapist and Horse Specialist. Kit is well known as a stand out in her field,
specializing in work with children, adults, and families. Before starting H.O.P.E. Ranch in 1999, Kit worked with
facilities such as Olmsted County, Omnia Family Services, Gerard Treatment Facilities, Mendota Mental Health Institute and Mayo Clinic.

Rain or Shine, the Saturday, October 7th Rendezvous & Carnival is on! This is no problem for us at the Ranch. We have a great big arena that can hold the carnival games, silent auction, animals, crafts and more!

Get the kids out of the house and into the Arena for a fun day at H.O.P.E. Ranch!

Admission is free and there’s plenty of free parking. Hope to see you there!

Saturday, October 7th
10 am – 3 pm
At The H.O.P.E. Ranch

The 2017 H.O.P.E. Ranch Rendezvous and Carnival will take place Saturday, October 7th from 10 am – 3 pm.

This is a fun-filled day for kids and adults and we are looking for volunteers to help with the activities.

There are many ways to participate, either the day of or prepping for the event.

We need people to run the carnival games, silent auction, crafts area, face painting & more. Grab a buddy if you’d like. We take pairs of volunteers.

Click here to check out the possible jobs and/or to sign up!

This event has grown by leaps and bounds. We promise a fun time! The event is held at H.O.P.E Ranch and admission and parking is free. The best part is, this is a fundraiser. All proceeds go for client scholarships and animal care.

To volunteer: click this link.
Or call us at 507-281-3033.