Public Institutions
Support emotional well‑being in your institution with a non-talk, non‑intrusive approach that helps eliminate the causes of negative feelings and emotions, without repeatedly talking through painful experiences.
Public institutions often carry a double responsibility: caring for the people they serve and caring for the people who deliver that service. Emotional strain can affect judgment, resilience, retention, and the quality of care or service your institution provides. MEM offers a simple way for individuals to address unwanted feelings and reactions while preserving their privacy and dignity.
WHAT DATA SAYS
Mental health is now a major driver of service pressure and workforce risk inside public institutions.
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15% of working‑age adults worldwide live with a mental disorder at any given time, including many people employed in and served by public institutions.
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30–50% of new disability benefit claims in OECD countries are due to mental health conditions. This means mental ill‑health is now one of the main reasons people exit the workforce on long‑term health grounds.
%
About 39% of public health workers worldwide meet criteria for burnout in recent estimates. Almost four in ten workers at the heart of public health systems are experiencing serious emotional exhaustion.
WHY CONSIDER MEM
Public institutions operate in settings where life’s pressures are often at their highest. Staff, volunteers, and service users may be dealing with trauma, loss, conflict, chronic stress, or long‑term uncertainty. Even with existing support structures in place, there is often a group of people who need help but do not want to keep retelling what happened. MEM is designed for that gap.
Our work is grounded in a simple principle: feelings control lives. They influence decisions, behaviour, speech, attitudes, and the capacity to function under pressure. MEM directly addresses the negative feelings and identities formed in moments of upset and offers a way to dissolve them, enabling a return to a more stable, positive sense of self.
For public institutions, this means having another option for people whose emotional load is affecting their ability to work, learn, care, or engage but who are reluctant to use traditional, talk‑heavy approaches. MEM can sit alongside your existing support and care options as a distinct, privacy‑respecting route to emotional relief.
WHAT MEM OFFERS
The Mace Energy Method (MEM) is the practical component of Causism, a revolutionary body of knowledge about how upsets are formed and how they can be eliminated.
MEM uses a structured series of steps that locate and dis‑create the mental images associated with unwanted feelings. When these are dis‑created, the associated feelings and non‑optimum behaviours are eliminated. Instead of analysing problems or rehearsing stories, the process goes to the cause of the upset.
The result is a non‑intrusive, non‑talk therapeutic process that allows people to move quickly from the negative side of an experience to the positive, often in a very small number of sessions.
FEATURES
Limited or no disclosure
A distinctive aspect of MEM is that clients are not required to disclose personal histories or re‑live painful experiences. The procedure can be carried out entirely through simple mental exercises, guided by a practitioner, without the person needing to explain what their images or memories represent.
In institutional settings where privacy, power dynamics, and vulnerability are real concerns, this makes support more accessible to those who would never step forward if it meant detailing their story.
Non-intrusive, non-talk
MEM is not counselling, analysis, or advice. Causism has found that talking about upsets can be non‑therapeutic and sometimes makes people feel worse. MEM has found a way around this through a non‑talk process that is structured, gentle, and focused on results.
This matters in public institutions where individuals may already feel exposed, watched, or “assessed.” MEM allows them to work on deeply personal emotional material without interrogation or discussion.
Flexible delivery
MEM sessions are conducted one‑to‑one and can be delivered online or face‑to‑face. The person can participate from a safe, comfortable environment, which is particularly important for institutions working across regions, shifts, or field settings.
Complements what you already provide
MEM is not intended to replace your existing clinical, psychological, pastoral, or safeguarding frameworks. It can be integrated as an additional emotional well‑being pathway within agreed boundaries and referral structures.
BENEFITS
For institutional leaders
Leaders in public institutions carry responsibility for both service outcomes and the well‑being of those who deliver them. MEM offers a way to address the underlying emotional burden that can drive absenteeism, burnout, conflict, and disengagement, without adding another large internal program to build and manage. It is a defined, external pathway that can be introduced on a scale that suits your institution.
For program and support teams
Program leads, well‑being teams, and support staff need options that are safe, clear, and workable within existing protocols. MEM can be simply described: a short series of one‑to‑one sessions, using non‑talk, limited‑disclosure exercises that aim to remove the cause of emotional upset rather than manage symptoms. That makes it easier to position MEM within your current mix of supports.
For staff and volunteers
Staff and volunteers often hold their own personal history, plus the emotional impact of the work itself. MEM offers them a private way to address anxiety, stress, anger, overwhelm, and other unwanted reactions without having to explain or justify their experiences.
Many clients report feeling calmer, clearer, more themselves, and better able to function after a small number of sessions. In an institutional setting, those shifts can translate into steadier teams and more sustainable service.
MEM INTEGRATION OPTIONS
Staff and volunteer support
Offer MEM as an emotional well‑being option for staff and volunteers through an agreed internal pathway. Best suited for institutions wanting to strengthen internal staff and volunteer support without redefining external services.
SEE THE PROCESS
Step 1:
Have an initial conversation with a Causism Trainer to discuss your organisation, workforce profile, and goals.
Step 2:
Agree on a referral mechanism (for example, manager referral, HR referral, or self‑referral within defined criteria).
Step 3:
Inform eligible employees about MEM, its privacy‑respecting format, and how to access sessions. You can also invite members of The Causism Institute to present in a town hall meeting, for example.
Step 4:
Employees book sessions directly with a MEM Practitioner, online or face‑to‑face.
Step 5:
Review uptake and feedback with The Causism Institute and decide whether to continue, adjust, or expand.
Referred client or community
Where appropriate and within your existing clinical or support frameworks, MEM can be offered to people your institution serves through a referral process. Best suited for institutions that already work directly with individuals experiencing emotional strain and want to explore an additional, non‑talk option.
SEE THE PROCESS
Step 1:
Arrange an introductory meeting with HR and relevant leaders.
Step 2:
We present MEM, discuss cases, and discuss delivery options tailored to your context.
Step 3:
Together, we define scope, boundaries, and how MEM aligns with your current supports and policies.
Step 4:
We prepare a proposal covering structure, referral options, confidentiality, and pricing.
Step 5:
You approve and sign a service agreement or provider contract.
Step 6:
MEM is launched as part of your employee well‑being framework, with agreed review points.
Institutional pilot or partnership
Test MEM through a structured pilot or establish a more formal partnership arrangement that aligns with your governance and risk frameworks. Best for institutions seeking a carefully scoped, evidence‑seeking approach before considering broader integration.
SEE THE PROCESS
Step 1:
Identify a pilot group (for example, leaders, a high‑pressure team, or HR‑referred employees).
Step 2:
Meet with a Causism Trainer to set objectives, success indicators, and pilot duration.
Step 3:
Brief the pilot group on MEM, what to expect, and how to access sessions.
Step 4:
Deliver sessions over the agreed pilot period.
Step 5:
Review outcomes and organisational fit, then decide whether to expand, formalise, or conclude the pilot.
PEOPLE’S VOICES
Clients who work in public‑facing or high‑pressure roles have described changes after MEM that are highly relevant to institutional settings.
Here are some of them.
FREE RESOURCES
Download these free resources from our download library.
Start the Conversation
Public institutions do some of the most important work in the community. The human cost of that work often appears first as quiet emotional strain among staff, volunteers, and those you serve.
MEM gives you a practical, privacy‑focused option to support emotional well‑being without asking people to repeatedly relive their experiences. It is a small, intentional step that can sit comfortably within your existing systems.
Speak with a Causism Trainer about whether MEM could be a useful addition to your institutional support pathways. A short conversation can help you see which integration model best fits your responsibilities and goals.