Empowering dispatchers: Dr. Violet's grant assistance for better workplace wellness and career success
Dr. Violet is a former dispatcher who saw the need for dispatchers to have a better place to work, better wellness, and overall success in their dispatching career. We're going to get into what she's doing for them and her research into it. We'll also discuss her business, which assists agencies in obtaining grants to improve their existing buildings or future buildings.
First responders play a critical role in keeping our communities safe. However, the stress and trauma of the job can take a toll on their mental health. Peer support and mental health professionals play a critical role in supporting first responders and addressing the stigma and shame associated with seeking help.
If you're interested in peer support training, contact Jerry Lund at 435-476-6382 with The Complete First Responder Trainings or visit www.completefirstrespondertrainings.com. Let's work together to support our first responders and ensure they have the resources they need to maintain their mental health and well-being.
Hi everyone and welcome to this week's episode of the Enduring the Badge Podcasts. I'm host Jerry Dean Lund and I don't want you to miss an upcoming episode so please hit that subscribe button and why your phone's out, please do me a favor and give us a review on iTunes or Apple Podcasts. It says, hey this podcast has a great message and we should send it out to more people. So please take that 30 seconds to a minute to do that review and just maybe by doing that it will push this up into someone's podcast feed that really needs this message.
Everyone I'm super excited to announce that I teamed up with an incredible person and that person is Dr. Tia White. She is a public safety, wellness, and empowerment specialist. Together we have combined our knowledge and expertise to create a five day training course. Now about the training course you can attend different days without training course which everyone's fit you but day one would be peer support and how to structure that and get your team up and running and maybe some of the legalities about that. Days two, three, and four are going to be about advanced wellness and sleep and finances and family dynamics and diet and nutrition and retirement and mindfulness and meditation and how to be that complete first responder but we did not want to leave out the significant other in your life and that is going to be on day five. Feel free to bring that significant other with you and we are going to do a training that's going to empower the both of you to have a better relationship, a successful relationship, and one that is going to stand the test of time as a first responder. For additional information please go to the Instagram page called Complete First Responder for more details.
My very special guest today is Dr. Violet. She's a former dispatcher who saw the need for improvements to be made off on an offsite for dispatchers so they would have a better place to work, better wellness, and better overall success in their dispatching career. We're going to dive down into that subject about what she's doing for them and her research about it. We're also going to talk about she has a business that helps agencies right grants so they can make these improvements to their existing buildings or buildings in the future. Let's jump right into this episode with my very special guest.
How are you today?
I'm doing great. How about you?
I'm doing great as well. Violet can tell the audience a little bit about yourself.
Sure. I'm a former 911 dispatcher and during that time I ended up earning my grad school degree and decided I wanted to go in a different direction to actually help first responders with wellness on site and offsite. That's what I do now. I'm a grant writer for 911 and military.
That's awesome. How was it being a dispatcher?
It was incredibly hard and I absolutely love it.
That's what I thought.
Yeah, I really did. The only reason I stopped is because I couldn't do my doctorate degree and do that job at the same time because it was just to mentally taxing to do both. But I absolutely loved it. My favorite thing about the job is that I guess my superpower would be keeping people calm under pressure or getting them calm when they're really hyped up.
Yeah, dispatchers, we've had a few dispatchers on the podcast and it's I don't envy that dispatcher. I could never be a dispatcher for one, no look at every read my typing, what I was typing if I had a type that fast. And then yeah, just the skills that it takes is a totally different skill set than actually responding to the job, which is like, doesn't diminish or take away anything from either.
Yeah, yeah. And it's amazing how there are commonalities because we all experience the same event.
but the way that we experience it is very different.
Yeah, which is kind of crazy on its own too because one we see things differently, right? Because you're hearing things and I'm seeing and hearing things and smelling things differently. But just the one's perspective, right? One's perspective of the call.
Yes, and I think the most challenging part sometimes is that we're getting people at the very moment that they're the most upset or scared or whatever.
We're getting that full blast of emotion. But then as soon as the call is done, we got to take another one.
And I think that's what the general public is starting to realize about our job. But for many years, did not realize that it's just a very stuff it down, take the next call. And if you're on the radio, it's the same thing. You don't just have one person you're watching and everybody.
Yeah, yeah, like I said, incredible skills at that I would probably not be great at. But thank you for those who do and are awesome at it. And I think you're right. Like you, your opportunity, our calls last a little bit longer.
But your opportunity to get so many like rough calls or tough calls within a matter of minutes is pretty incredible. It's pretty high.
Yeah, it really is. You almost wish for the silly calls in between sometimes. So you can just laugh a little bit or get a reprieve from the adrenaline.
Yeah. Those dispatchers that are like dispatching for like multiple agencies and to place and fire at the same time, it has just a lot to handle. How did you handle all that one time?
Well, I had two different views of it. When I was in Florida, I was the only person in box. So that's insane because you're talking to your officers, but you're also handling walk-ins, and non-emergency and emergency. And it's a, you're just one person you can only do so much. So you just really got to stuff down how you're feeling in that moment. And then I've worked in Pennsylvania for a huge call center and we had 73 jurisdictions that we we're responsible for and it's like, that's a lot too. And you missed that dynamic of actually getting to know your officers because they're just out there somewhere.
So in either case, you sometimes have a danger of becoming kind of robotic because you're just trying to get through your day and make sure everybody's okay. But then there's nobody checking on you.
Right. And those different call centers. And how did you handle that? You're said you're stuffing it down and like that? Right. We know that's not good.
Well, I mean, when you're the only one in the chair and they're still are a lot of dispatch centers like that in this country, you can't take a break. Your lunch is there. So you're not even seeing different walls a lot of the time. But it's just part of the job. And in the bigger agencies, it's just kind of like there's this culture of suck it up buttercup and they shouldn't be that way.
Right. Right. When, how would you do with them, I guess, eventually when you did have time to like decompress this stuff like that, what did you do?
Um, I just kind of, you know, walked the hallways and, you know, just calm down as much as I couldn't till I got home. And it's hard too because especially if you're working night shift, the minute you get home, your objective is not to process your day, your objective is to hurry up and fall asleep. Right. And that in and of itself takes a toll on your psychological well being, you know, anytime any of us is missed a night sleep, you know how you feel the next day. You know, imagine imagine that's just your your job all the time. And a lot of us know how that feels.
Right. Yeah, that's it. You bring up a good point. That would be really rough to like try to come home and sleep after some pretty hard days and hmm. What did you have? Did you come up with a plan or a way to like, hey, this is how I'm going to come home, do things and go to sleep and like run my day.
For me, I tried to eat as well as I could because that's, you know, the danger of being at a job where you have to sit and one spot all the time you're constantly or take out, right? Yeah. So I would try to do it through food and I would try to, you know, do yoga, whatever I could to make sure that I did one thing when I came home that had to do with just something I needed.
Yeah, when you're sitting at a desk like that, like your mobility kind of goes away.
Yeah, yeah, and you can't do anything about it, really. It's your job. Now, some centers have standing treadmills.
I could never master that. That would be tough type and like walk, boy, that's a little bit of the ask it a lot for me.
Yeah, yeah, I don't want my heart rate going up on a treadmill while I'm taking one of those calls, right? But when I was doing my dissertation, the study that I was doing brought to light a lot of really good ideas, because I just asked the dispatcher, well, what do you want? Like, what would help you out? They came up with these phenomenal ideas for things that you could change even on site. It's not going to solve your problem and work you through the trauma long term, but, you know, what, when you have all that adrenaline running through your body, it's got to go somewhere. Yeah. Yeah. Yeah. So you need somewhere to put it right away at least to get through the rest of your shift or the rest of your week. So, you know, some of the things that they suggested most often were, you know, why don't call centers automatically have an onsite gym? Why don't they automatically have a walking path outside if we can't weed?
That we skip a walking path, because that does wonders for your mental health and your physical health. Another thing that was frequently requested was, well, we're not really ever supposed to say the keyword, but a quiet room.
Right. So just a place that's not where the microwave is and everybody's getting their coffee, just like nobody's talking in that place and it's darker and you just calm down after something that caused you to really be amped up for a while.
Yeah. What are the effects of constantly being in that elevated adrenaline state, everybody?
Yeah. Migraines muscle tension, you know, you are more, you have a higher risk of things like heart attack and high blood pressure and things like that. And there's no pulling over, grabbing some coffee, there's no putting yourself on maybe a quieter call. There's nothing like that.
Yeah. Yeah. I could see just mundane and call center for an extended period of time, especially if the lighting is not great or it doesn't really kind of like reflect maybe the time of day that is outside.
I mean in the lighting that would totally disturb me, but also make you depressed.
Yeah. Yeah. I know in a way it keeps you calmer, but in a way I always thought auspicious is gloomy and because there's usually not always, but many call centers don't even have windows. So it's like being in a submarine, I guess.
Right. Which I also think would be very interesting too. Like, yeah, how do you get all that movability and stuff like that?
Your time is free in the day and month and everything would be distorted. But imagine, though, on your break, you do have the ability to work out or even before you go home and how much good that would do your loved ones when you get home. If you're already a bit decompressed, you know, you you worked it out of your system of it.
Makes all the difference.
Yeah. I just I talk a lot about on this podcast, the transition between home and work and work and home. Like how do you get that transition and it's extremely challenging. I think it can be extremely challenging and really can kind of set the tone for your whole family.
Absolutely. And another interesting thing that was suggested over and over again was that why don't we have daycare for for first responders for night shift? Why can't it be like something that a county or a city puts into their budget? And you know, it might not be on your side, but it might be close by and you know, you can take your kid there. So you've got family time on your breaks if it's day shift and you're not worried about them if it's night shift.
Yeah, that would be incredibly challenging, especially if you're a single parent and you don't have family around and it's really, really tough to always rely on family to do everything. It's not just tough for them to do it. It's really tough for you to ask, right?
And expect them to do it. So that sounds like a pretty inexpensive reasonable ass really.
In the long run, it would be really inexpensive because you wouldn't have as much turnover.
That's a turnover in the dispatch world. This guy being credibly high.
Oh, absolutely because I think one of the top reasons, and from what people's responses were disagreed is that there's kind of this expectation that you're just going to give up your personal time. Like if they don't have anybody to fill the shift, you're staying. If you're home on your day off, you're going to get called to come in and if you have a vacation schedule and you know, too many people quit recently, you're not going. And one of the dispatchers said, you know, that makes me feel like my family is supposed to be second in my life. And that's where the disconnect is. They want to feel like they're appreciated and their that their life off the clock is valued as well.
I want to talk to you about you. I want to know, do you feel like you're not getting the best out of yourself that you're struggling in your close and personal relationships? You have that anxious and overwhelming feeling because your home life and your work-life balance is out of sorts. Do you feel like maybe you're working on your mental health and it's just not going anywhere? Not getting the results you really want. I thought that myself before. And I want to help you with that because I don't want you to be stuck in that feeling. I know how that feels to. So I haven't offered for you. You can reach out to me for a free 15 minute discovery call. No obligations. We just jump on this phone chat for about 15 minutes and we try to figure out how to get you back on track and get the life you deserve. You can do that by reaching out to me on my Instagram or on my Facebook page and for the Instagram handle, it's Jerry Fire and Fuel or in during the batch podcast or you just go straight to the website and Enduring the Badge Podcast and there's a little coaching tab there and you can book a call there.
Yeah, I couldn't imagine just living in a world where I get some of this, right? But I mean, I just couldn't imagine because they do give up so much of their time and expected to give up so much time. Like the impact of both their to them and their family is incredible, which at some point is going to take such a toll, right? That you're going to have to leave.
Yeah, exactly. Yeah, and family tries to understand, but it means think about it on there and they're watching the rest of the world have birthdays and go to weddings and celebrate Christmas and theirs always looks different.
So he's like the day after or they go alone and you can understand that side of the coin too.
Right, right? I mean, because it's costly to turn over just faster because I think dispatchers is like a highly skilled job, and for someone brand new kind of making the way into the dispatch world, it takes time, reps, right? And to get into that and then some people don't make it and some people fall in love with it and continue to do it. But what's the cost to the administration for losing all these dispatchers?
It's got to be a lot because you just paid somebody as an employee for eight to 12 weeks and now they're not here and you have to start all over again. So why not make training better in the first place, right?
But once you're there, you know, why not put more things on site? Put that money into it so that later on you still have the same people and they're still doing a quality job and they, you know, people will do a better job when they feel like they're valued at their workplace.
Yeah, right in any workplace.
Yeah. Yeah. And especially when we're trying to save people lives, right?
Right. Right. And what were some of the skills that you saw it like when you were dispatched or that you're like, we need to like train and hone these skills?
I think just teamwork is a big one because you would be surprised how many people just have this bubble of okay as long as my job's going okay. I'm good. And nobody in the room is looking around or listening to go, oh, they're in the weeds. I should help. And so that's just as important of a skill as knowing how to answer the phone or dispatch.
It doesn't come naturally to everybody.
Right. Yeah. And that's a skill that can be hard to train somebody.
Yeah. But I think more team building is really important especially for people who sit in the dark for 12 hours in a place without windows, you know, because there's always going to be people in any job that are the potsters that the job miserable for everybody. Yeah, you know, you got to cut that out. You know, the job, the job's hard enough. So I think we need to put more money into team building too and more training into it. Like asking people, well, how would you help this person if AB or C was going on?
Right. Right. What are like some of the other things that dispatchers came up with that things that they would buy and beneficial to their job?
They really wanted to see management sitting in under the headset, not just once and you did it, but regularly.
Just to see, you know, the changes and the types of calls that are coming in or to remind themselves of how hard it is because management can either look like people who have been out of the field for years and they're out of touch or it could look like somebody who has a totally different job, like if, you know, they're, uh, some type of a first responder officer and they kind of think they know what you do, but they really don't. So maybe it helps them understand, oh, this is why I didn't get as much in fell on the calls I wanted because this person's really difficult that happens a lot.
Right. Right. Right. Easier said than done sometimes.
Yeah. And nobody, nobody wants to do that. You know, nobody wants to come into dispatch and go, gosh, this is my day to listen in on the phones, but you know what, it helps a lot.
Yeah. I mean, that would be challenging. I guess simple size right for for dispatches, but as management, right, I got to give up some time so I can go in and see how the job is being done or maybe see how things have changed since I've left because let's be honest, I mean if we go look at the statistics for the last few years and I know like some local statistics, certain natures of call volumes have increased quite a bit.
Oh, gosh, yeah. I mean, for for for every branch, the whole act of shooters, things very stressful, right?
But you know, even just the social media, like the public declarations that somebody is suicidal and you have nothing to go on because you don't know where they are and their friends call you and say do something, you don't know what to do.
And that's one of the most frustrating things that the dispatchers came up with as far as it's not like a particular type of call so much is a barrier to getting somebody help, whether it be somebody who's uncooperative or a language barrier or somebody who's flat out has no idea where they are, you feel like you cannot be that person that saves their life.
That would take a huge mental toll.
Did they did dispatchers want to see more peer counseling or peer support and things like that?
Yeah, because even though most centers, not necessarily the one person centers, but most centers in our country have some type of peer support available. It's not quality. So it may be somebody that got put into the position because they were popular or because they've been there a long time and that does not make them a good peer counselor. So training for peer counselors should really involve a lot more, this is psychological what's going on here. This is very important and as a listening skill and that's what's lacking over and over people complained about that. Yes, we have a peer counselor, but I wouldn't go to that. That really struck me.
Yeah. I just recently been doing a lot of peer support, teaching and counseling depends on where you're at the country teaching. And you have to have multiple people in that role because not everybody feels comfortable going to that one. And as a peer supporter, I've got to have the training and have that consistent training keep up on things. And our thing here in Utah is support and power and connect. That's the big thing you can do as a peer supporter.
Mm-hmm. Absolutely. And I think we need more off-site clinicians that understand the distinct branches of first responders. That's something that's starting to increase, but I think the danger is that they sort of put us all together and there are very specific needs that each of us has in addition to just in general training for trauma.
Right. And I think there's a lot of first responder, counselors, and things that are coming out into the first responder world. But maybe it that I mean there needs to be more some from the dispatch area that can specialize in that. And maybe teach to some of their concerns and points.
Because my understanding of the dispatcher job is, you know, is I'm going to be on the periphery, small, right, only in act with them in certain ways. I sit down in the dispatch center. I haven't for years. So, and I just know it's gotten like incredibly more busier down there. So, I mean, I'm sure their needs are quite a bit different than mine.
Yeah, absolutely. So, whatever type of whether it's therapy or maybe just group activities or whatever should always, always pertain to what's specific to that branch, you know, because it's pretty useful for them in the long run and it's going to click with them. It's not going to be something that they go. Here we go again and talk about wellness. Well, that's just such a broad term. And so, as burnout, things like that. Right? We don't want to hear that anymore. We heard that a million times. Right.
Right. Like I say, quite often is we're in we've known a lot of information for many years about, you know, these things. But now it's time to like shift from knowing to doing like that has got to be the cultural shift in the first responder world is like we have to make that just as much as the priority as as most of our admissions and stuff like that and things that we do in the first responder world. Because the value of employees and keeping them is huge.
Mm-hmm. Absolutely. And if you're mental health sucks and you're wellness sucks, then how are you treating the customer? Absolutely. Yeah. So, the goal here is, you know, treat people so they feel valued so they'll stay. And so they'll do an effective job. Yeah. I mean, it's just human decency.
Right. Right. Right. Some of the big corporations really haven't figured out, you know, places like Google and Adobe and things like that. They have learned how to kind of take care of their employees. And I wish some of that stuff would start trickling down to the first responder world because it's needed.
I think part of the problem is that government entities and save volunteer fire departments, they, the higher-ups will say, well, we don't have money for that. And I get that, there's only so much money to go so far with, but like, I think that was like my proof. This is what I want to do for a living because, you know, the money's out there. There are there are ways to get money to do these things on site and off site. It's just a matter of willingness on the part of the agency to seek that help.
And they can seek that help from you.
Yeah. Yeah. And, you know, grants, grant monies there for these things. More and more grants are for wellness. Right. It's like the buzz word right now. So get on it. Get some things on your site for your people.
Right. But how can you help people get grants and get this money that's out there?
Well, they can contact me through 911grantwriting.com and I will help them however they need. You know, if they want to try to write the grants themselves, but they just want me to look it over. I do that. You know, if they need a sliding scale because their budgets this big, I do that because I have a big heart. But I just want to see it happen.
Right. Right. What kind of things do you do? Like what kind of grants have you written?
Well, sometimes it's federal state county gives out money and sometimes it's private foundations. So if somebody says to me, okay, I read your article about getting a quiet room. I don't know how to do that. Well, then I start doing my research and I find who's willing to give for wellness for first responders and sometimes it's very specific. Sometimes people only want to give say an exercise room. I'll find it. So it's just a matter of me digging in there and hearing what they need and finding the ones that match.
So you spend a lot of time going to college and everything like that and doing the research on how to get these grants were formulated.
Yeah. And then telling the story of why it's so important.
Yeah, I think that would be very time consuming to research all of the different areas of where you'd try to find grants.
It really is and that's why that's another reason why a lot of departments don't do it because they're like a caution, another grant. But that's why having somebody onboard to help you is so important because you can consider all day and wish that things were better. But until you get in there and do it, it's going to stay sane.
Yeah, definitely. And I think more and more departments, I think are turning towards people like Violet to get that grant writing done because they want to be successful and Violet knows how to do that. Where I maybe in the fire first responders role that's not my jam, right? And then I know that. So I've got to reach out to people like you.
Yeah, exactly. Everybody's a piece of the puzzle.
Right. Sure. What's your favorite grant to write for?
You know, I'm really into the on-site changes because I feel like I would love to see if we had more departments have these things from the very beginning. Gosh, it would just save everybody from carrying it around all the time and, you know, gosh, imagine the effects on your loved ones and the whole trickle down. But I'm really big into the idea right now of this on-site child care thing. I think it would be awesome this. We could see this be a regular thing.
Yeah, do you see like gaining traction? And I could see far as like people that work in dispatch or stuff would be for it. But like what about the government and the grants and stuff like that, are they?
I think it's going to take a while, but I think, you know, the more people add the kit and ask for it, that's how these things go with grants. The more people ask for a particular thing, the more the people with the money say, oh, that's where the need is. So I just, it's one of those things we just got to get going.
Yeah. Do you grant right for people all over the country?
Yeah. And I do content articles too. If they say they have a website with a blog, but they hate writing. Well, a lot of times I'll help them to write things so people know what they're trying to do and the good they're doing and maybe they are moved to donate to them.
Yeah, that's pretty awesome. That's a great way to do that. You have such a unique skill set.
Well, you know, I think it transfers that because I'm used to looking for the information that I need. And I love looking for the information.
So, you know, and a lot of times too, it's not just departments, but it's organizations that were started by family members that want to do something to help, but they start this, you know, it'll be like, you know, police wives this and that. And it's great. But then they're like, no, what do I do?
So that's fun for me too, to help people from the ground up.
Do you help those like foundations? Like, let's say I want to start my own foundation and I want to raise money for wellness or mental health or daycare, daycare for dispatchers. Would you be able to help me like start that, you know, what I should do with that?
Yeah, like even from the website on that, like, how should it look, how you're going to get people's interests, how do you handle your social media? All those things are really important. Giving Tuesdays a big day and no remember that a lot of people miss when they're starting out. And it's a great way to get people to know who you are.
Yeah. There's a lot to that world. Like, there's a lot of foundations do want to give that I think that like you said they did just don't know how to give and maybe the long-term impact of giving.
Yeah. We've had one here in our state that was established and they just didn't really realize the need for how is going to be so big. And then they left when they left because they couldn't afford anymore. They left such just a major gap. Oh, two people.
Yeah, and that's hard too because you know, you have a heart of gold that do these great things that are needed things. But if you don't have a plan, it can fall apart.
Yeah. And not just a plan for like today, but you have to have a plan for the future needs.
What would you, what advice would you give to someone other looking for these grants? I mean, far as like, but they just, I know, reaching out to you would put up. It was me. I'd just say, let's reach out to Violet because it's not my, it's not my lane. So do that. But yeah. Maybe they have want to do a little research first and then say, oh, these are the things that we think we could do and could you help us with those?
Yeah. Usually, I think the best thing to do is like, really look at your team and see what their skill set is. Do you have somebody who's decent at writing? Do you have somebody who's decent at looking things up for you? Because not just like a Google search, it's, you know, specific software and things like that, but maybe somebody's graded that. See what you have already. And then see what you really would benefit from just hiring somebody to freelance for you. You don't have to have somebody on staff all the time, but you need to know what your needs aren't, how to get them done.
Yeah. I guess I just kind of, I don't want to answer this question, but I will like, what's the cost?
On my site, I have things broken down and just different costs for different services because everybody wants something different.
But I'm pretty, I'm pretty low end on the grant writing. People charge a lot, but I know, because of what I'm doing. But for example, like if I was writing an article for some of these blogs, it's like 99 bucks. And I've seen it out there for like 300, and I'm not doing that, you know. Some people pay me on retainer and they'll say, okay, I'd like to hire you for 10 hours a week to do whatever I need done. I'll do that too.
And yeah. And if somebody really can't afford it, even the prices on my website, during their first year with me, I will do a smaller price point for them, because I just believe in the mission that I'm doing.
Yeah. It's hard to have such, like, I know you have a heart of gold, but like, you still gotta live.
Right. I know. I know, but, but you know, the people that I assisted on a sliding scale the first year, they're still with me the second year because they trust me.
And then, and then they're paying me more. And, but I know they needed that first year to get over the hopped.
Right. And grantwriting if you're a successful at it, and you can start getting these grants year after year, man, you're actually, you're saving money, right? And that's spending money. I know, by that you're actually saving money.
Yeah. And that's what I have to help people understand is that you know, you're saving time, too, right? You're getting it quicker.
So, that's the goal, because what people don't realize is even if they win a grant, sometimes it takes six months to a year to get the money. Yeah. So, you gotta get on it.
Yeah. Right. And grants are coming out all different times of the year.
Violet work and people reach out to you to get your, you know, get help from you. I'm on LinkedIn and just my page by Violet Rymshaw. And I'm on 911 grantwriting.com. That's my website with my price list. And also, I stayed on there that I do sliding skills.
Sure. Are you on the other social media?
Yeah. I'm on Instagram, Facebook, and Twitter as well. And those are all under the same name.
Basically, it's, if you, if you put in 911 grant writing all as one word, you'll find me.
Awesome. Shaw, thank you so much for being on today. Please, I mean, reach out to Charlotte because I'm a Violet. Why do they say Charlotte? Sorry, I'm a Violet. Yeah. I don't know. But please reach out to Violet because, right? In the same time, you're going to save money. If you're going to get grants, you're probably working to get grants for. And she can help you do all that.
I'd be happy to.
Awesome. Thank you so much for being on the podcast today.
Oh, no, problem. It was a great talking with you.
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CEO/Grant Writer and Nonprofit Consultant
Dr. Violet is a former emergency dispatcher. Her educational background has given her unique insight into psychological wellness related to occupational identity. She conducted her PsyD research with emergency dispatchers to hear their ideas for wellness, both on and off the job. She also assisted in a research project involving therapeutic SCUBA diving for first responders with PTSD. These experiences inspired her to focus her career on grant writing and funding support for 911 wellness. She launched Innovative Writing to assist military, veteran, and first responder-focused nonprofits, as well as individual emergency departments.