Vision Statement

Using the Sanctuary Model, Gannondale works toward becoming a strong, resilient, tolerant, caring, knowledge-seeking, cohesive and nonviolent community where everyone strives to:

eliminate all threats to safety including physical, aggression, demeaning language, threatening glares, apathy, avoidance and any other behavior that permits people to impose their will on each other and abuse power.
trust each other to do the right thing, and to support residents in making progress in their own recovery within the context of a truly safe and connected community.
create a work environment where staff wants to stay because each one is valued as a community member and supported to develop their full potential.
decrease the use of coercive measures, decrease critical incidents, staff injuries, and resident injuries, and actively works on a healing environment that creates resident and staff satisfaction.
be knowledgeable to fully recognize the ever present possibility of violence.
constantly protects its social immune system against the spread of violence in any form – physical, psychological, social or moral.
communicate openly, direct and honest.
create the trust in each other that they will find out information that they need to make good decisions.
foster in staff curiosity about human behavior and to not assume that everyone is motivated in the same way.
listen deeply and have confidence that we are heard by others.
be willing to give the other person the “benefit of the doubt”, when we feel that our trust is betrayed and where we first of all try to find out what happened, rather than leap to the worst conclusions.
use gained knowledge and seek out new knowledge (social learning).
recognize the importance of democratic decision-making and shared responsibility in problem-solving and conflict resolution.
minimize abuse of power and enables the organization as a whole to deal more competently with the challenges of complexity in the world around us.
include anyone affected by a decision in the decision-making process and as a result staff can feel free to dissent, to raise troubling concerns, and to support consensus agreements even when they may not fully agree themselves with the decisions.
have safe and useful conflict as a means of learning and growing. Conflicts are seen as a resource and are generally well-managed with emotional intelligence and open communication.
recognize that “hurt people hurt people” and that therefore our attempt to create and sustain a just environment is vital to everyone’s safety and well-being.
encourage and support people in their individual striving but also expect each staff to maintain an active concern for the “common good” even when that may mean putting aside one’s own individual needs.
be sensitive to our vulnerability caused by loss, to honor individual and group losses, while using a vision of the future to prevent stagnation and to promote continued development.
have the opportunity to create corrective emotional, relational, and environmental experiences.

Vision Statement

Mission, Values, Commitments and Vision