DistressRx™ Institutional Program Structure

A Comprehensive, Customizable Retention & Leadership Solution

Program Overview

DistressRx™ is a 12-month live institutional program designed to reduce burnout, strengthen leadership capacity, and improve physician retention—with year-long strength training program and replays plus cliff notes provided for each session.

The program integrates:

• Emotional regulation and leadership development (DistressRx™)

• Evidence-informed metabolic health nutrition strategy

• Progressive, time-efficient strength training to support resilience and longevity

All components are fully customizable to align with your institution’s priorities, culture, and strategic goals.

Core Program Components

1. 12-Week Live (Virtual) DistressRx™ Curriculum then monthly live sessions x 9 months.

• Live weekly sessions for the first 12-weeks, then live monthly sessions for the remaining 9-months (60 minutes each).

• Delivered virtually

• Curriculum can be adapted, expanded, or substituted based on institutional needs (e.g., DEI, leadership, patient communication, psychological safety)

Sample 12-Week Curriculum Framework

Lecture 1 – The Science of Stress Subtypes

Practice Gap:
Most healthcare professionals and leaders do not have a shared, evidence-based framework to categorize stress response styles. Without this, communication around coping behaviors is often vague, limiting targeted interventions and team alignment.

Objectives:

1. Define the six core stress subtypes and their distinguishing traits.

2. Explain the neuroscience underpinning stress coping styles.

3. Apply subtype identification results to inform personalized regulation strategies.

Lecture 2 – Deep Dive: Assertive, Isolation, Control Distress

Practice Gap:
While many professionals recognize their own stress reactions, they often cannot distinguish between different subtype patterns such as Assertive, Isolation, and Control distress. This lack of precision reduces the effectiveness of burnout prevention and regulation strategies.

Objectives:

1. Differentiate between Assertive, Isolation, and Control distress subtypes in terms of traits and behavioral patterns.

2. Analyze burnout risk factors unique to each subtype.

3. Design subtype-specific regulation strategies for clinical and workplace contexts.

Lecture 3 – Deep Dive: Validation, Catastrophizing, Impulsivity Distress

Practice Gap:
Leaders and clinicians often misinterpret people-pleasing, worst-case thinking, or impulsive decision-making as personality flaws rather than stress subtype responses. This mislabeling can hinder appropriate support and perpetuate maladaptive coping.

Objectives:

1. Describe key characteristics of Validation, Catastrophizing, and Impulsivity distress subtypes.

2. Evaluate the impact of these subtypes on team dynamics and personal well-being.

3. Implement targeted regulation tools to reduce maladaptive patterns in high-stakes environments.

Lecture 4 – Burnout Risk Mapping & Core Regulation Strategies

Practice Gap:
Although burnout is widely recognized, most prevention strategies are generalized and fail to address the specific burnout triggers tied to individual stress subtypes. This reduces their long-term effectiveness.

Objectives:

1. Identify the link between stress subtype profiles and specific burnout risk factors.

2. Construct a personalized burnout prevention plan using regulation strategies.

3. Integrate burnout mapping tools into team and organizational wellness initiatives.

Lecture 5 – The Regulated × Regulated Matrix

Practice Gap:
Many clinicians and leaders are unaware of how regulated subtype pairings can be intentionally leveraged for synergy. Without this understanding, team potential for innovation, trust, and psychological safety remains underutilized.

Objectives:

1. Describe the strengths of regulated subtype pairings and their potential benefits in team dynamics.

2. Analyze how to intentionally design team roles based on regulated interactions.

3. Apply regulated pairing strategies to enhance collaboration and creativity in practice.

Lecture 6 – The Stressed × Stressed Matrix

Practice Gap:
When both individuals are dysregulated, relational breakdowns often escalate quickly. Many leaders lack structured tools to identify and interrupt these spirals, resulting in unresolved conflict and team dysfunction.

Objectives:

1. Identify common maladaptive patterns when both subtypes are stressed.

2. Evaluate the organizational impact of unaddressed stressed pairings.

3. Implement de-escalation strategies tailored to specific stressed subtype interactions.

Lecture 7 – Regulated Supporting Stressed Matrix

Practice Gap:
Leaders and peers often lack a framework for stabilizing dysregulated individuals without enabling maladaptive patterns. This gap limits the ability to restore group function and maintain psychological safety.

Objectives:

1. Explain the role of a regulated individual in supporting a stressed counterpart.

2. Demonstrate subtype-specific stabilization techniques.

3. Integrate regulated-to-stressed intervention scripts into leadership and coaching practice.

Lecture 8 – Applying the Matrix in Real-World Systems

Practice Gap:
Although the Stress Interaction Matrix offers robust relational insight, many organizations have not operationalized it in policy, training, or coaching. This limits its impact on burnout prevention and relational resilience.

Objectives:

1. Assess organizational contexts where the Matrix can be most impactful.

2. Develop an implementation plan for integrating the Matrix into team training.

3. Evaluate the outcomes of Matrix-based interventions in leadership and healthcare settings.

Lecture 9 – Lenses 1–4: Evolution, Attachment, Perception, Identity

Practice Gap:
Clinicians often lack awareness of how evolutionary mismatch, attachment patterns, cognitive appraisal, and role identity conflict interact to shape stress responses, leading to incomplete intervention strategies.

Objectives:

1. Explain the theoretical basis for the first four neuropsychological stress lenses.

2. Analyze the interplay between these lenses and stress subtype expression.

3. Apply lens-informed strategies to optimize regulation in clinical and leadership contexts.

Lecture 10 – Lenses 5–8: Relationships, Body, Story, Emotions

Practice Gap:
Providers may miss the somatic and relational cues of stress dysregulation, failing to integrate narrative reframing and emotional containment into care and leadership practices.

Objectives:

1. Identify key mechanisms underlying Safe Space Dysregulation, Somatic Baseline Shifts, Narrative Disruption, and Emotional Containment.

2. Demonstrate techniques for somatic awareness and narrative reframing.

3. Integrate emotional containment strategies to improve outcomes in stressed environments.

Lecture 11 – Lenses 9–12: Grief, Temperament, Boundaries, Anticipation

Practice Gap:
Grief, boundary collapse, and anticipatory anxiety are often overlooked in stress management training, resulting in unaddressed drivers of burnout and decreased resilience.

Objectives:

1. Describe the impact of Hidden Grief, Stress Type Temperament, Boundary Collapse, and Anticipatory Nervous System Hijack on stress responses.

2. Assess personal and professional patterns related to these lenses.

3. Apply interventions to address grief, restore boundaries, and reduce anticipatory stress loops.

Lecture 12 – Integration & Action Plan

Practice Gap:
Participants may leave training without a structured plan to integrate subtype awareness, relational intelligence, and neuropsychological lenses into daily practice, limiting long-term impact.

Objectives:

1. Synthesize knowledge from all retreat modules into a cohesive personal and professional strategy.

2. Develop a written action plan for ongoing subtype and lens integration.

3. Commit to measurable behavior changes that support regulation and resilience.

2. Year-Long Strength Training Program (10 Minutes, 3 Days/Week)

• Progressive 12-month strength training system

• Designed for busy clinicians

• Just 10 minutes per session, 3 days per week

• Supports:

  • Muscle preservation

  • Stress resilience

  • Injury prevention

  • Longevity and healthspan

• Appropriate for all fitness levels

This component reinforces emotional regulation through physiological resilience, improving energy, confidence, and long-term engagement.

3. Metabolic Health & Nutrition Strategy

• Practical, clinician-informed metabolic health framework

• Focus on:

  • Energy stability

  • Muscle preservation

  • Sustainable nutrition habits

  • Stress-aware fueling (especially during high-demand periods)

• Designed to complement:

  • Emotional regulation

  • Strength training

  • Long-term health and performance

4. 9 Additional Months of monthly live sessions, Strength Training, and Nutrition Training - Obesity Prevention Asynchronous Program

After the live 12-week program concludes, participants receive:

• 9 months of to:

  • Monthly Live Call custom created for the institution

  • All recorded DistressRx™ sessions

  • Strength training program

  • Nutrition and metabolic health education

• Enables:

  • Reinforcement of learning

  • Onboarding of new staff

  • Continued application for retention impact

Total participant access: 12 months

Investment (Up to 1000 Employees)

Institutional Investment

$100,000 total
(Equivalent to ~$100 per employee for up to 750 participants)

Includes:

• 12-week live DistressRx™ program plus monthly live teachings

• Curriculum customization to institutional priorities

• Year-long strength training program

• Nutrition Training & Obesity Prevention Program

• 12 months of content access

• Pre and Post Surveys to assess program effectiveness

ROI Context:
Retaining even one additional physician often offsets the entire program cost. Retaining multiple clinicians results in millions in avoided replacement expenses.

Why Institutions Choose DistressRx™

• Addresses burnout at the root emotional level

• Integrates mental, physical, and professional resilience

• Scales efficiently across large organizations

• Aligns with retention, leadership, DEI, and well-being priorities

• Moves beyond wellness toward measurable institutional impact