Rough-and-tumble play, offers numerous benefits for children's development, including physical, emotional, and social skills. It helps them explore strength, manage emotions, build confidence, and develop crucial problem-solving skills.
by Colleen Reynolds OSF Healthcare
PEORIA - First-time moms can be a little leery of dad wrestling with a little one, but research shows rough housing, or better put, active play actually helps with physical development, social skills and emotional regulation.
Kyle Boerke, PsyD, a clinical child psychologist and the director of Outpatient Behavioral Health services at OSF HealthCare, says it might be surprising but aggressive physical play between parents and their children results in less aggressive kids.
Kyle Boerke
“During physical play, fathers especially who exert some levels of dominance actually have more well-adjusted kiddos; more socially adjusted and more confident kiddos whereas with more passive fathers, we actually get children who engage in more physical aggression. So, it’s kind of opposite of what some people who are hesitant might think.”
Active play also helps children learn to regulate their emotions Dr. Boerke says.
“I might be starting to get frustrated but I’m learning how to deal with that frustration. I’m learning how to be assertive and say, ‘I would like to stop or please stop.’ And if it’s high-quality interaction the parent is going to stop and now I’m learning that if I advocate for myself, then things are going to turn out the right way.”
What does active play look like? It can be playing tag, wrestling, flying a kid like an airplane on your raised legs and feet, even spinning a child around. During a walk, it could be mom and dad swinging them with each holding a hand.
Dr. Boerke says rough-and-tumble play has so many benefits. For example, he says it provides opportunities for children to learn about social cues and helps build confidence as they test their limits. It positively impacts the brain, improving cognition, attention and academic achievement.
For parents it has positive side effects because the interactions activate pleasure hormones.
There is no age limit for rough-and-tumble play.
“One of the most fascinating parts of research on this rough-and-tumble play is we actually get equal, if not higher, levels of this hormone oxytocin at the end of a rough- and-tumble play session than we do when we simply sit on the couch and cuddle with our kiddos. So it actually strengthens the bond with my child.”
Active play also promotes development of gross motor skills, balance, coordination and spatial awareness. But parents need to make sure it doesn’t cause harm or that the parent always has dominance. Dr. Boerke suggests letting the child win as much as you do and setting limits when it goes on too long.
He emphasizes that when it comes to tickling, don’t hold a child down and make sure to stop when a child says they’ve had enough or seem worn out by it.
There is no age limit for rough-and-tumble play. Dr. Boerke explains the type of active play just morphs a bit as a child ages.
“What was wrestling or chase and flee, what was tickling and throwing them in the air when they were little turned into, we're going to play a one-on-one game of basketball, you know, at a park. Or if I have a hoop at my house, there's rough-and-tumble play in that too, right?”
For more introverted parents, Dr. Boerke suggests easing into active play and it will eventually come naturally. Enthusiasm is important. He stresses that a child needs to feel a parent is really engaged and interested, not just going through the motions. He says if parents are too passive about play, their children tend to be more aggressive in the long run.
Study says depression and anxiety caused by chronic pain may contribute to a poor quality of life and reduce life expectancy.
Photo: Vladislav Muslakov/Unsplash
by Terri Dee Indiana News Service
INDIANAPOLIS, IN - April is National Stress Awareness Month. Stress is the body's way of processing work, personal, and family pressures, or other triggers.
A new study in the Journal of the American Medical Association has found a link between stress and chronic pain, which is defined as pain that persists for three months or more and lasts beyond the normal healing time of an injury or illness.
Former chiropractor Dr. Sean Pastuch is CEO of Active Life, a personal coaching company focusing on chronic pain-management options.
He suggested that biological, psychological and social interventions could be effective forms of treatment.
What is viewed as pleasurable to some may feel painful to others.
"The connection between all of those three things -- the physical, the mental, and the emotional -- is that when we think about pain, no one's defining what the word means," said Pastuch. "So, if we evaluate what the word 'pain' means, then we come to find that in order for there to be pain, there needs to be a negative emotional component to it."
He said that if you feel something, you have to decide if you like the way it feels or not. And what is viewed as pleasurable to some may feel painful to others.
The study also says depression and anxiety caused by chronic pain may contribute to a poor quality of life and reduce life expectancy.
A 2022 Indiana Chronic Care Policy Alliance report shows almost 8% of adults have chronic pain, with arthritis as the leading disorder.
Patsuch said patients face obstacles in finding a physician who can identify their pain, which means fewer or no opportunities to receive treatment.
"The reason why doctors struggle to help people with chronic pain, and why the confidence level among doctors is low," said Pastuch, "is because of all the medical schools, fewer than 15 actually have dedicated curriculum to supporting a patient with chronic pain."
Of the medical schools that offer a pain-management curriculum, he said the majority focus on students in the anesthetics department.
Patsuch suggested that when a patient is with their doctor, to use words other than "it just hurts." They need to be able to describe what hurts and ask, "How do I want to resolve it?"
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The holidays are fast approaching. Families across the country will soon gather to break bread, exchange gifts and partake in each other’s company.
Photo provided
Therasa Yehling Strive Trauma Recovery Center Manager
But the holiday season can also be a time that heightens unwanted stress.
According to the American Psychological Association (APA), nearly 90% of people feel some stress during the holiday seasons for several reasons – finances, the death of a loved one and potential family conflict. This year could be especially tough given the tension surrounding the recent presidential election. APA research found the election was a major stress point for 69% of people who responded, which was up from 52% in 2016.
“I think that people are usually stressed about being perfect, trying to do everything,” says Therasa Yehling, manager for the OSF Strive Trauma Recovery Center in Rockford, Illinois, and a licensed social worker. “It could be about money. Are they going to buy everything for everyone? And if you already have issues of mental illness, or having issues with money, it just adds another layer of stress. I think it's hard to deal with around that time.”
Photo:KrakenImages on Unsplash
Before coming together this year, Yehling says families should have a plan. Communicate before that get-together and talk about how it might be best to stay away from certain topics. Instead, Yehling says, reinforce the love you have for one another and show compassion and concern for those family members and friends who are gathered around the table that day. It sure beats debating politics with your cantankerous uncle over a slice of pumpkin pie.
“Let's talk about fun things,” says Yehling. “Let's talk about how your kids are doing, how your parents are doing. Really talking about things that bring people together. I think that's important to concentrate on.”
If your family has engaged in heated discussions during past holidays, reevaluate your plan. Maybe this year you decide to only spend a couple of hours at your gathering, instead of all day. And if you know that tensions will be high regardless, Yehling says it’s OK to let your feelings known and to work with family members to make other arrangements this year.
“It's not fair to put people at a place that you know they can't rise to,” she says. “I need to accept that. I can't change them, but I certainly can change me. I can change how I react. And you don’t have to go. Go later. We can eat turkey any other time. We can do things differently.”
Surround yourself with people who love and support you.
Many people will be grieving this holiday season. It could be the loss of a loved one or pet, a job, health issues or even the outcome of the election. “When it comes to losing your husband or somebody you know, give them grace, give them that space,” Yehling says. “Let them have a tear or two, and they'll be alright. Let them be.”
And limit your time on social media. Yehling says the best way to avoid overreacting to information you read is to think carefully about responding to posts that cause you angst. Turn off your notifications and reduce the amount of time you spend scrolling through Facebook or X, for example.
Yehling offers other tips to help people get through the upcoming holidays. Don’t over schedule yourself, limit your travel, keep a regular routine, including healthy eating and exercise. Other reminders are managing gift giving, don’t overindulge when it comes to food and alcohol and take time for yourself. Remember to take a needed break from the holiday madness by reading a book, listening to your favorite music, going for a long walk or just curling up for an afternoon nap.
Most importantly, surround yourself with people who love and support you.
“It’s about who is around you and how you interact,” Yehling adds. “What do you want to do? How do you want this to go? Oh, I want to have fun. Then have fun. Put that effort, put that focus into it.”
by Jyoti Madhusoodana
In a now-classic series of experiments, researchers teased out the deep-rooted nature of human bias simply by distributing red shirts and blue shirts to groups of 3- to 5-year-olds at a day care center. In one classroom, teachers were asked to divide children into groups based on the color of their shirts. In another, teachers were instructed to overlook the shirt colors. After three weeks, children in both classrooms tended to prefer being with classmates who wore the same color as themselves—no matter what the teachers did.
Photo: Markus Winkler/Pixabay
This preference for people who seem to belong to our own tribe forms early and drives our choices throughout life. There appears to be no avoiding it: We are all biased. Even as we learn to sort shapes and colors and distinguish puppies from kittens, we also learn to categorize people on the basis of traits they seem to share. We might associate women who resemble our nannies, mothers, or grandmothers with nurturing or doing domestic labor. Or following centuries of racism, segregation, and entrenched cultural stereotypes, we might perceive dark-skinned men as more dangerous than others.
The biases we form quickly and early in life are surprisingly immutable. Biases are “sticky,” says Kristin Pauker, a psychology researcher at the University of Hawaii, “because they rely on this very fundamental thing that we all do. We naturally categorize things, and we want to have a positivity associated with the groups we’re in.” These associations are logical shortcuts that help us make quick decisions when navigating the world. But they also form the roots of often illogical attractions and revulsions, like red shirts versus blue shirts.
Our reflexive, implicit biases wreak devastating social harm. When we stereotype individuals based on gender, ethnicity, sexual orientation, or race, our mental stereotypes begin to drive our behavior and decisions, such as whom to hire, who we perceive as incompetent, delinquent, or worse. Earlier this year, for instance, an appeals court overturned a Black man’s conviction for heroin distribution and the 10-year prison sentence he received in part because the Detroit federal judge who handed down the original verdict admitted, “This guy looks like a criminal to me.”
People who live in racially homogeneous environments may struggle to distinguish faces of a different race from one another.
Correcting for the biases buried in our brains is difficult, but it is also hugely important. Because women are stereotyped as domestic, they are also generally seen as less professional. That attitude has reinforced a decades-long wage gap. Even today, women still earn only 82 cents for every dollar that men earn. Black men are perceived as more violent than white men, and thus are subjected to discriminatory policing and harsher prison sentences, as in the Detroit case. Clinicians’ implicit preferences for cisgender, heterosexual patients cause widespread inequities in health care for LGBTQ+ individuals.
“These biases are operating on huge numbers of people repetitively over time,” says Anthony Greenwald, a social psychologist at the University of Washington. “The effects of implicit biases accumulate to have great impact.”
Greenwald was one of the first researchers to recognize the scope of the problems created by our implicit biases. In the mid-1990s, he created early tests to study and understand implicit association. Along with colleagues Mahzarin Banaji, Brian Nosek, and others, he hoped that shining a light on the issue might quickly identify the tools needed to fix it. Being aware that our distorted thinking was hurting other people should be enough to give pause and force us to do better, they thought.
They were wrong. Although implicit bias training programs help people become aware of their biases, both anecdotal reports and controlled studies
have shown that the programs do little to reduce discriminatory behaviors spurred by those prejudices. “They fail in the most important respect,” Greenwald says. When he, Banaji, and Nosek developed the Implicit Association Test, he took it himself. He was distressed to discover that he automatically associated more positive words with the faces of white people, and more unfavorable words with people who were Black. “I didn't regard myself as a prejudiced person,” Greenwald says. “But I had this association nevertheless.”
His experience is not unusual. The Implicit Association Test (IAT) measures the speed of subjects’ responses as they match descriptors of people (such as Hispanic or gay) to qualities (such as attractiveness, athleticism, or being professional). It’s based on the idea that people react more quickly when they are matching qualities that are already strongly associated in their minds. Implicit bias exists separately from explicit opinion, so someone who honestly believes they don’t have anything against gay people, for instance, may still reveal a bias against them on the test. “A lot of people are surprised by their results,” Greenwald says. “This is very hard for people to come to grips with intuitively.”
People’s beliefs may not matter as much if they can be persuaded not to act on them.
One reason we are so often unaware of our implicit biases is that we begin to form these mental associations even before we can express a thought. Brain-imaging studies have found that six-month-old babies can identify individual monkey faces as well as individual humans. Just a dozen weeks later, nine-month-old babies retain the ability to identify human faces but begin to group all the monkey faces together generically as just “monkey,” losing the ability to spot individual features. Shortly after, babies begin to group human faces by race and ethnicity. Our adult brains echo these early learning patterns. People who live in racially homogeneous environments may struggle to distinguish faces of a different race from one another.
As it became clear how deeply ingrained these biases are—and how they might be unfathomable even to ourselves—researchers began to design new types of strategies to mitigate bias and its impact in society. By 2017, companies in the United States were spending $8 billion annually on diversity training efforts, including those
aimed at reducing unconscious stereotyping, according to management consulting firm McKinsey & Company. These trainings range from online educational videos to workshops lasting a few hours or days in which participants engage in activities such as word-association tests that help identify their internalized biases.
Recent data suggest that these efforts have been failing too. In 2019 researchers evaluatedthe effectiveness of 18 methods that aimed to reduce implicit bias, particularly pro-white and anti-Black bias. Only half the methods proved even temporarily effective, and they shared a common theme: They worked by giving study participants experiences that contradicted stereotypes. Reading a story with an evil white man and a dashing young Black hero, for example, reduced people’s association of Black men with criminality. Most of these strategies had fleeting effects that lasted only hours. The most effective ones reduced bias for only a few days at best.
Even when training reduced bias, it did little to reduce discriminatory outcomes. Beginning in early 2018, the New York City
Police Department began implicit bias training for its 36,000 personnel to reduce racial inequities in policing. When researchers evaluated the project in 2020, they found that most officers were aware of the problems created by implicit bias and were keen to address these harms, but their behaviors contradicted these intentions. Data on arrests, stops, and stop-and-frisk actions showed that officers who had completed the training were still more likely to take these actions against Black and Hispanic people. In fact, the training program hardly had any effect on the numbers.
This and similar studies have “thrown some cold water on just targeting implicit bias as a focus of intervention,” says Calvin Lai, a social psychologist at Washington University in St. Louis. Even if you are successful in changing implicit bias or making people more aware of it, “you can’t easily assume that people will be less discriminatory.”
But researchers are finding reason for hope.
Although the dozens of interventions tested so far have demonstrated limited long-term effects, some still show that people can be made more aware of implicit bias and can be moved to act more equitably, at least temporarily. In 2016, Lai and his colleagues tested eight ways of reducing unconscious bias in studies with college students. One of the interventions they tested involved participants reading a vividly portrayed scenario in which a white person assaulted them and a Black person came to their rescue. The story reinforced the connection between heroism and Black identity.
Other interventions were designed to heighten similar connections. For instance, one offered examples of famous Black individuals, such as Oprah Winfrey, and contrasted them with examples of infamous white people, including Adolf Hitler. Participants’ biases were gauged using the IAT both before and after these interventions. While the experiments tamped down bias temporarily, none of them made a difference just a few days later. “People go into the lab and do an intervention and there’s that immediate effect,” Pauker says.
From such small but significant successes, an insight began to emerge: Perhaps the reason implicit bias is stable is because we inhabit an environment that’s giving us the same messages again and again. Instead of trying to chip away at implicit bias merely by changing our minds, perhaps success depended on changing our environment.
The implicit associations we form—whether about classmates who wear the same color shirt or about people who look like us—are a product of our mental filing cabinets. But a lot of what’s in those filing cabinets is drawn from our culture and environment. Revise the cultural and social inputs, researchers like Kristin Pauker theorize, and you have a much greater likelihood of influencing implicit bias than you do by sending someone to a one-off class or training program.
Babies who start to blur monkey faces together do so because they learn, early on, that distinguishing human faces is more critical than telling other animals apart. Similarly, adults categorize individuals by race, gender, or disability status because these details serve as markers of something we’ve deemed important as a society. “We use certain categories because our environment says those are the ones that we should be paying attention to,” Pauker says.
Just as we are oblivious to many of the biases in our heads, we typically don’t notice the environmental cues that seed those biases. In a 2009 study, Pauker and her colleagues examined the cultural patterns depicted in 11 highly popular TV shows, including Grey’s Anatomy, Scrubs, and CSI Miami. The researchers tracked nonverbal interactions among characters on these shows and found that even when white and Black characters were equal in status and jobs and spoke for about the same amount of time, their nonverbal interactions differed. For instance, on-screen characters were less likely to smile at Black characters, and the latter were more often portrayed as stern or unfriendly.
Thinking of implicit bias as malleable allows us to constantly reframe our judgments about people we meet.
In a series of tests, Pauker and her colleagues found that regular viewers of such shows were more likely to have stronger anti-Black implicit biases on the IAT. But when the researchers asked viewers multiple-choice questions about bias in the video clips they saw, viewers’ responses about whether they’d witnessed pro-Black or pro-white bias were no better than random. They were being influenced by the bias embedded in the show, “but they were not able to explicitly detect it,” Pauker says.
Perhaps the most definitive proof that the outside world shapes our biases emerged from a recent study of attitudes toward homosexuality and race over decades. In 2019 Harvard University experimental psychologist Tessa Charlesworth and her colleagues analyzed the results of 4.4 million IATs taken by people between 2007 and 2016. The researchers found that anti-gay implicit bias had dropped about 33 percent over the years, while negative racial attitudes against people of color declined by about 17 percent.
The data were the first to definitively show that implicit attitudes can change in response to a shifting zeitgeist. The changes in attitudes weren’t due to any class or training program. Rather, they reflected societal changes, including marriage equality laws and protections against racial discrimination. Reducing explicit discrimination altered the implicit
attitudes instilled by cultures and communities—and thus helped people rearrange their mental associations and biases.
Until societal shifts occur, however, researchers are finding alternate ways to reduce the harms caused by implicit bias. People’s beliefs may not matter as much if they can be persuaded not to act on them. According to the new way of thinking, managers wouldn’t just enter training to reduce their bias. Instead, they could be trained to remove implicit bias from hiring decisions by setting clear criteria before they begin the hiring process.
Faced with a stack of resumes that reveal people’s names, ethnicities, or gender, an employer’s brain automatically starts
slotting them based on preconceived notions of who is more professional or worthy of a job. Then bias supersedes logic.
When we implicitly favor someone, we are more likely to regard their strengths as important. Consider, for example, a hiring manager who perceives men as more suited to a role than women. Meeting a male candidate with a low GPA but considerable work experience may lead the manager to think that real-world experience is what really matters. But if the man has a higher GPA and less experience, the manager might instead reason that the latter isn’t important because experience can be gained on the job.
To avoid this all-too-common scenario, employers could define specific criteria necessary for a role, then create a detailed list of
questions needed to evaluate those criteria and use these to create a structured interview. Deciding in advance whether education or work experience matters more can reduce this problem and lead to more equitable decisions. “You essentially sever the link between the bias and the behavior,” explains Benedek Kurdi, a psychologist at the University of Illinois Urbana–Champaign. “What you’re saying is the bias can remain, but you deprive it of the opportunity to influence decision making.”
In the long run, reducing the biases and injustices built into our environment is the only surefire path toward taming the harmful implicit biases in our heads. If we see a world with greater equity, our internal attitudes seem to adjust to interpret that as normal. There’s no magical way to make the whole world fair and equitable all at once. But it may be possible to help people envision a better world from the start so that their brains form fewer flawed associations in the first place.
To Pauker, achieving that goal means teaching children to be flexible in their thinking from an early age. Children gravitate toward same-race interactions by about the age of 10. In one study, Pauker and her colleagues found that offering stories to children that nudged them to think about racial bias as flexible made them more likely to explore mixed-race friendships. In another study, Pauker and team found that children who thought about prejudice as fixed had more uncomfortable interactions with friends of other races and eventually avoided them. But those who thought about prejudice as malleable—believing they could change their minds about people of other races—were less likely to avoid friends of other races.
The key, Pauker suggests, is not to rethink rigid mental categories but to encourage mental flexibility. Her approach, which encourages children to consider social categories as fluid constructs, appears to be more effective. The data are preliminary, but they offer a powerful route to change: simply being open to updating the traits we associate with different groups of people.
Thinking of implicit bias as malleable allows us to constantly reframe our judgments about people we meet—evaluating each unique individual for what they are, rather than reducing them to a few preconceived traits we associate with their race, gender, or other social category. Rather than trying to fight against our wariness toward out-groups, reconsidering our mental classifications in this manner allows us to embrace the complexity of human nature and experience, making more of the world feel like our in-group.
Blurring the implicit lines in our minds might be the first step to reducing disparities in the world we make.
This story is part of a series of OpenMind essays, podcasts, and videos supported by a generous grant from the Pulitzer Center's Truth Decay initiative.
The ongoing conflict in the Middle East has left lives shattered with tragic images everywhere, and kids are watching.
News that could be confusing at best – or scary at worst – is circulating on-air and online, and many parents are left to wonder how to talk to their children about unsettling current events.
“The conversation really should be about the child. Give them permission to express their feelings. Make sure that they understand it’s important for them to be expressing their opinions, their viewpoints, their feelings. We want to make sure that they are hearing from us as the parent that we care about what they think. We care about what they are feeling,” explains Kyle Boerke, PsyD, an OSF HealthCare clinical child psychologist.
As information comes in, children may misinterpret what they hear, and might be frightened by something they don’t understand. Dr. Boerke says the first step parents should take is to simply ask kids what they know, and then talk about it truthfully, in a way that is appropriate for the age and developmental level of their child.
“We want them to know the information that I am giving to them is something that they can trust that is accurate. So if they are hearing me fiddle with the truth one way or another and they have a teacher at school that is having a conversations with them, that is going to put kind of a doubt in their head. So it is important to be open and honest with them at that age appropriate level. That way they know that they can trust you as a parent and your discretion,” he says.
And while the topic of the day might be divisive, parents can use the current environment as a teaching opportunity. Dr. Boerke reminds us that our kids are watching our reactions to current events and how we treat those with differing opinions or outlooks.
“We have the ability to model how we agree with or how we disagree with something in an appropriate way, and especially in a time like this when the country is so divided, that is a really important thing for us to model – appropriate ways to disagree or have different opinions from other people,” urges Dr. Boerke.
And Dr. Boerke says one of the most important things a parent can do is to reassure kids that they are safe.
During unsettling times, sometimes kids can have trouble coping. Dr. Boerke says signs of that include changes in behavior like nightmares, a child not sleeping, new fears, a lack of concentration or unusual moods.
If a parent notices these changes are ongoing, and talking with the child doesn’t seem to alleviate the fear, Dr. Boerke suggests speaking to your child’s pediatrician to get a referral to a behavioral health provider.
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