Your Critical Window to Save Staff and Money

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Your team just went through a crisis: a workplace shooting, a natural disaster, a violent incident, or a suicide. Your crisis response team followed protocol. You did everything “right.”
And six months later… half your people are gone.
The rest are barely functioning.
And you have no idea why.
Here’s the uncomfortable truth: your crisis protocol was built for the emergency, not the recovery.
I’m Manya Chylinski. I survived the Boston Marathon bombing, gave a TED talk on invisible trauma, and helped advance federal legislation to expand post-disaster mental health support. In this video, I’ll show why standard crisis protocols fail your people—and how to fix it.
🎯 In This Video, You’ll Learn:
Why most crisis responses create a “hierarchy of suffering.”
How standard protocols prioritize the visible over the real, leaving most employees unsupported
Why do the first 72 hours after a crisis matter more than any therapy session
How medical triage logic fails for psychological trauma
The language shifts that determine who feels seen—and who leaves
How to build a layered, inclusive response that protects all employees
Why mental health must be part of your crisis team from day one
Key Takeaways:
Acknowledge the full blast radius of impact
Remove eligibility tests for support
Offer layered, practical, and confidential options
Integrate mental health into your crisis response from day one
Communicate in ways that build trust instead of creating shame
Most leaders focus on operations. But psychological recovery is different: severity often appears later, and the most affected are least likely to ask for help. Ignoring this costs trust, productivity, and your best people.
The first 72 hours after a crisis decide everything. If you want to know exactly what to say, what to offer, and how to structure your response to prevent long-term harm, watch the next video.