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Spotlight Magellan: Get to know Karla E. Sanchez Rivera!

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Spotlight Magellan gives colleagues and those we collaborate with the opportunity to get to know Magellan employees through facilitated interviews that explore their personal interests and the meaningful work happening across Magellan. Through intentional engagement, Spotlight Magellan fosters a sense of community and connection, and highlights the impact demonstrated by individuals in their roles at Magellan.

This month, we’re getting to know one of our military & family life counselors (MFLCs), Karla E. Sanchez Rivera, MSC, MDiv, LPC. With May being Military Appreciation Month, there’s no better time to get to know Karla!

Continue reading to learn more about Karla:

 

Describe a typical workday in your life?

I start my day by reviewing my schedule to stay organized and prepared for my clients. I also check my emails and phone to make sure I haven’t missed any messages, calls or voicemails.

Throughout the day, I meet with clients for counseling or consultation. I work with service members and their spouses. Some clients walk into the office while others call to schedule appointments. It is truly an honor to serve through Army Community Service, as well as support members of the Reserve and Puerto Rico Air National Guard.

What is your favorite thing to do during your time off?

I enjoy spending time at home with my family and my pets, playing my guitar and having a good cup of Puerto Rican coffee. I also dedicate part of my time to serving the parish I lead in Puerto Rico, which brings me great joy and purpose.

Do you have any pets? Tell us about their quirky personality traits and share a picture!

I have a very special love for my dogs. It all started in 2012 with my Miniature Schnauzer, Frida, who quickly became the heart of our home. Later, she had a puppy named Luna. About ten years ago, my family and I rescued a beautiful Golden Retriever mix. He has been one of the biggest challenges in my life, as he is a hunting dog who still longs to roam freely and explore the community. Seven years ago, we adopted another mix-breed dog named Estrella. She is shy, gentle and incredibly sweet.

What drew you to Magellan?

I first learned about Magellan around 2020 during the pandemic. At that time my previous company closed and I found myself unemployed. Although I don’t clearly remember the exact moment I applied, I do remember having an interview and thinking to myself, “This is the job I want.”

However, it took some time before that opportunity became a reality. In 2022, I finally received the call, and I said yes without hesitation. I was truly inspired by the mission of the organization and the responsibility that came with the role.

Since September 2022, I have been on this journey, learning and growing both professionally and personally. I feel proud to be part of a great organization and a great team with a clear vision of providing support and caring for our service members and their families.

What do you like best about your current position?

I truly love my job and being part of a strong MFLC team in Puerto Rico. One of the most meaningful aspects of my role is being able to support service members and their families. I value listening with empathy and compassion to their stories, fears, challenges and successes.

It is very rewarding to help bring light into their lives, guide them through their process and support them to improve their wellness. I enjoy helping them recognize their strengths and celebrate their progress and find healthy ways to manage difficulties.

I am also grateful for the opportunity to participate in C-pride, Employee Inclusion Groups (EIGs) and Business Innovation initiatives and to collaborate with leaders who truly demonstrate commitment to the mission.

What is your biggest strength?

I consider myself a people-oriented person who genuinely enjoys connecting with others.

I strive to create a peaceful and welcoming environment wherever I go, especially by listening attentively and offering a warm presence. I believe many people are navigating life without a clear sense of purpose or feeling unheard. Sometimes, what they need most is empathy, respect and someone who is willing to truly listen. I see that as one of my greatest strengths and a calling in the work I do.



The Cost of Caring: The Impact of Dementia on Caregivers

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Dementia affects millions of individuals in the United States, and the number continues to grow. For military families, veterans, and federal employees, the impact of dementia often unfolds alongside the demands of service, relocation, deployment, or high-stress public service roles. Behind every diagnosis is a caregiver who provides daily support, often without formal training or adequate resources. Nearly 12 million Americans are caring for people living with Alzheimer’s disease or other dementias without being compensated, representing an economic value of more than 400 billion dollars. The emotional and physical cost, however, is far more difficult to measure. 

At Magellan Federal, we see the profound physical and emotional impact dementia has not only on those diagnosed but on the caregivers who walk beside them. This includes caregivers across military and federal communities who may already be navigating demanding missions, workforce pressures, or limited access to consistent support. As the population ages, the need to support caregivers becomes a national priority that directly affects family stability, workforce readiness, and long‑term wellbeing. 

The Changing Reality of Dementia Caregiving 

Caregivers today face increasing demands. 30% are 65 or older, 2/3 are women, and 1 in 4 is part of the sandwich generation, caring for both aging parents and children. Among military and federal families, caregiving responsibilities are often layered onto careers that require flexibility, mobility, and sustained performance. Their support allows individuals with dementia to remain at home longer and maintain a sense of dignity and independence. 

Caregiving can strengthen relationships and build resilience, yet it also brings emotional, physical, and financial strain. Compared to caregivers supporting individuals without dementia, dementia caregivers experience nearly double the rate of stress and health challenges. For caregivers in service-oriented environments, these risks can be compounded by operational demands and limited time for self-care. 

The Hidden Toll on Caregivers 

Dementia caregivers often report depression, anxiety, chronic stress, grief, and isolation. Many experience sleep disruption, weakened immune functioning, and increased risk of chronic illness. These challenges can be especially difficult for military families and federal employees who may be managing relocations, deployments, or high responsibility roles while providing care at home. 

The American Medical Association’s Caregiver Health Self‑Assessment Questionnaire highlights early signs of strain, such as irritability, fatigue, and difficulty concentrating. These symptoms are signals that caregivers need support, yet many caregivers, particularly those accustomed to prioritizing mission and service, push through until they reach burnout. 

Burnout and Compassion Fatigue 

Burnout reflects emotional, physical, and mental exhaustion caused by prolonged stress. Compassion fatigue develops when caregivers are repeatedly exposed to the suffering of someone they love. Both conditions can leave caregivers feeling numb, overwhelmed, or disconnected from their sense of purpose. 

These experiences are not personal shortcomings. They are predictable outcomes of a system that relies heavily on unpaid caregiving and limited support structures. For military and federal caregivers, cultural expectations around resilience and self-reliance can further delay help-seeking. 

Supporting Caregivers as Part of the Care System 

Magellan Federal advocates for a holistic approach that recognizes caregivers as essential partners in the dementia care journey. Federal agencies and military-connected systems have a unique opportunity to strengthen caregiver wellbeing across the populations they serve. 

  1. Acknowledge the Emotional Experience: Caregivers often feel guilt, grief, fear, and self‑doubt. Understanding the stages of dementia and the changes that come with each stage can help caregivers feel more prepared and less alone. This awareness is especially important in military and federal communities where emotional strain may be underrecognized. Validating their emotions is an important first step. 
  1. Strengthen Support Networks: Caregivers benefit from connection. National dementia organizations offer helplines, support groups, respite services, and educational resources that reduce isolation and help caregivers sustain their role over time. Ensuring these resources are accessible regardless of duty location or work schedule is critical for military and federal families. 
  1. Prioritize Caregiver Health: Caregivers need routines that support physical and mental wellbeing. Encouraging preventive care, behavioral health support, and caregiver‑friendly policies can reduce burnout and improve long-term outcomes. Workplace flexibility and leadership awareness play a meaningful role in supporting caregivers who are also part of the federal workforce. 
  1. Help Families Navigate Dementia Together: Families often struggle to talk about dementia, especially with children. Age‑appropriate resources and guidance can help normalize the experience and build resilience across generations. This support is particularly valuable for military children who may already be adapting to frequent change. 

Why Federal Leadership Matters 

Dementia caregiving is a public health challenge with far-reaching implications. Within military and federal populations, caregiver strain can directly affect readiness, retention, and overall workforce resilience. As the number of individuals living with dementia grows, so will the need for caregivers who are supported, trained, and emotionally equipped for the journey ahead. 

Federal agencies play a critical role in shaping the systems that support these caregivers. By investing in caregiver wellbeing, agencies strengthen workforce readiness, reduce long‑term healthcare costs, and enhance the stability of families who serve the nation. 

Magellan Federal is committed to advancing solutions that build caregiver resilience, expand access to behavioral health resources, and integrate caregiver support into federal programs. The cost of caring is high, but caregivers should not have to carry it alone. 

References:  

  • Oliveros, J. (2018). The Remember Balloons. Simon & Schuster. 
  • Fox, M. (1984). Wilfred Gordon McDonald Partridge. Kane/Miller Book Publishers. 
  • Elizabeth, J. (n.d.). Will Grammy Remember Me? (Publisher varies by edition.) 


Build brighter days with community

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Feeling connected to others plays a significant role in mental health. If you’ve experienced loss, trauma or isolation, or felt marginalized or bullied, community can be especially important. While finding or building community may take time, it can make a real difference. Strong relationships reduce stress, support mental health and help make life more meaningful. 

How to engage with your community

Community can start with small, everyday actions that fit your time, comfort level and interests. It doesn’t have to be a lot. Choose what feels right for you.

  • Support your neighborhood: Get to know neighbors, check in on someone nearby or take part in activities that bring people together.
  • Practice active kindness: Simple gestures, like listening or offering help can strengthen relationships.
  • Take part in local events: Attend community gatherings, fairs or activities to meet others and learn what’s happening in your area.
  • Use shared spaces: Spend time in libraries, community centers, parks or other places people gather.
  • Join a club or group (online or in person): Look for groups focused on your interests, culture or shared experiences.
  • Get outside: Participate in walking groups, community gardens or outdoor activities.
  • Care for your environment: Help keep shared spaces clean, safe and welcoming.
  • Volunteer or give your time: Contribute your skills or help others through local organizations or causes.

Community takes many forms. One small action, online or in person, can build connection and support and create brighter days.



Rethinking Veteran Care: Building Trust Through Workplace and EAP Support

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Veterans often blend in, avoid drawing attention to themselves, and put others first. A career defined by efficiency, mission focus, and resilience shapes not only their service but their approach to life afterward. Transitioning from caring for others to seeking support can be challenging. Recognizing when help is needed, identifying trustworthy resources, and prioritizing personal wellbeing are not always straightforward. The impact of military service is long-lasting, influencing how Veterans engage with support systems in both their personal and professional lives.

For many Veterans, the first place they encounter support after leaving the military is the workplace. Employer-sponsored services such as Employee Assistance Programs (EAPs) play an important role in helping Veterans navigate stress, life transitions, and personal challenges while maintaining their professional responsibilities. As more Veterans transition into civilian careers, workplace-based behavioral health and wellbeing services serve as an important bridge between military culture and civilian life.

Understanding the unique experiences Veterans bring to the workplace enables organizations and EAP professionals to support their wellbeing better, strengthen engagement, and foster successful long-term reintegration.

Understanding the Veteran Employee

Veterans come from diverse backgrounds and experiences, yet many share common values shaped by military service. Responsibility, loyalty, teamwork, and dedication to mission often remain central to how Veterans approach their work and relationships.

These strengths can also create challenges when it comes to seeking support. Many Veterans are accustomed to pushing through discomfort, solving problems independently, and prioritizing the needs of others over their own. In workplace environments, these tendencies may appear as increased stress, difficulty asking for help, or reluctance to use available resources.

EAP counselors and workplace support professionals are uniquely positioned to recognize these patterns and offer confidential guidance that encourages early support before challenges begin to affect wellbeing or job performance.

Moving Beyond the Stereotype

Veterans do not fit a single profile. They represent every age group, background, profession, and personality. Some may openly share their military experience, while others may never mention it unless asked directly.

This is especially true for individuals who served in the National Guard or Reserve, or those whose roles did not involve combat. Some Veterans prefer not to receive special attention, while others may have complex or mixed feelings about their service.

For workplace leaders and EAP professionals, avoiding assumptions and maintaining genuine curiosity is essential. A simple question such as “Have you ever served in the military?” can open the door to better understanding an employee’s experiences and identifying resources that may be helpful.

Integrating Veteran-Centered Support Across the Employee Experience

Veteran-centered support requires attention at multiple points of interaction. Whether through workplace programs, Employee Assistance Programs (EAPs), or other support services, understanding when and how to engage Veterans can help ensure they feel supported both personally and professionally.

  • Intake: Early identification of Veteran status can help connect individuals with appropriate workplace and community resources. A simple question such as “Have you ever served in the military?” can open the door to meaningful conversations about experiences that may shape how Veterans approach work, stress, and support. Within an EAP model, early awareness allows counselors to provide guidance, share relevant resources, and help employees navigate challenges before they begin to affect workplace engagement or overall wellbeing.
  • Treatment Planning: Military service often instills traits such as mission focus, resilience, and a high tolerance for discomfort. While these qualities are valuable strengths in the workplace, they can sometimes make it difficult for Veterans to prioritize their own wellbeing or ask for support. EAP counselors and workplace support professionals can help by creating space for open dialogue and ensuring that support strategies feel practical and realistic. Asking questions such as:
    • “Does this plan work for you?”
    • “Is this realistic?”
    • “What concerns or hesitations do you have?”

Awareness of a chain-of-command mindset can also be helpful. Some Veterans may ask fewer questions or assume important information will be shared proactively. Providing clear explanations and direct communication helps build trust and ensures employees understand the support available to them.

  • Discharge Planning: Veterans may report they are “fine” even when they are experiencing ongoing stress or challenges. Continued encouragement to engage with available resources helps ensure support does not end after an initial conversation or counseling session. EAP counselors and workplace leaders should remain attentive to subtle signals such as overworking, emotional detachment, irritability, or dismissiveness toward mental health support. These cues may indicate that additional support or resources could be helpful.

By maintaining open lines of communication and encouraging ongoing engagement with support services, organizations can help Veteran employees build stability, strengthen resilience, and succeed both personally and professionally.

Building Trust and Strengthening Workplace Wellbeing

The foundation of effective Veteran support in the workplace is trust. Respect, transparency, direct communication, and consistency demonstrate that organizations value the experiences Veterans bring to their teams. Workplaces that adopt Veteran-informed approaches within EAP and wellbeing services help create environments where employees feel seen, understood, and supported. These efforts not only benefit Veteran employees but also strengthen organizational culture and resilience across the workforce.

By approaching Veteran support with awareness, curiosity, and empathy, organizations can better meet the needs of those who have served. When integrated with Employee Assistance Programs and workplace wellbeing initiatives, these efforts help Veterans thrive both personally and professionally while contributing their strengths and leadership to civilian workplaces.



Spotlight Magellan: Get to know Teresa Rollin!

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Spotlight Magellan gives colleagues and those we collaborate with the opportunity to get to know Magellan employees through facilitated interviews that explore their personal interests and the meaningful work happening across Magellan. Through intentional engagement, Spotlight Magellan fosters a sense of community and connection, and highlights the impact demonstrated by individuals in their roles at Magellan.

This month, we’re getting to know Teresa Rollin, senior IT analyst. With April being National Volunteer month, Teresa was a perfect fit!

Continue reading to learn more about Teresa:

What is your favorite volunteer activity?

During my 20 plus years at Magellan, I have had the pleasure of organizing volunteer events for a small but mighty team of Maryland employees. We spend our volunteer time off (VTO) hours at Restore/Habitat for Humanity, Howard County Food Bank and the Howard County Garden that grows food for the Howard County Food Bank. I look forward to working with fellow employees on a common goal outside of an office setting and enjoying a meal afterwards.

Describe a typical workday in your life.

As an IT analyst for Magellan, my day starts with a short team meeting to discuss project progress. Meetings, testing, documentation and collaborating with developers and other teams take up the rest of the day.

Do you have any recipes that you love to make (or have made for you)?

Salsa Verde Chicken chili!

What is your favorite thing to do during your time off?

I enjoy attending festivals on my time off. I recently attended Feast Wilmington in North Carolina where 25 food and beverage vendors set up booths so that patrons can sample their menus.

What drew you to Magellan?

I was drawn to Magellan for its commitment to give back by granting employee volunteer hours and matching donations.  

What do you like best about your current position?

The best part of my position is the ability to help users when they have issues with the applications we support. I like the feeling of accomplishment you sense after you made someone’s day easier.  

What is the best career advice that you have received or have learned through your own experiences?

The greatest advice I have ever received was from Robert Daily, a fellow analyst, who said, double checking never hurts. In IT, even if something small like a quote is missing from a program, it will fail.



Celebrate Neurodiversity and Support Inclusivity in the Workplace

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Fostering inclusivity helps people thrive in a diverse world. One vital aspect of inclusivity is neurodiversity—the recognition and acceptance of neurological differences such as autism, ADHD, dyslexia and more. By embracing neurodiversity, we create environments that value different ways of thinking, learning and working.

Consider these ways to support neurodiverse individuals in the workplace:

Respect different communication styles

To better accommodate neurodiverse colleagues, vary your communication style and the channels you use. For example, some individuals may prefer written communication and extra time to process information. When working on group projects, provide multiple channels for feedback and consider presenting ideas in visual and text formats.

Advocate and leverage strengths

Stand up for your neurodiverse coworkers by challenging stereotypes and misconceptions, advocating for their needs and celebrating their unique strengths. Neurodiverse individuals often bring creativity, attention to detail, innovation and unique problem-solving skills; acknowledge and applaud these contributions. If you see or hear something potentially harmful or offensive, address it.

Avoid sensory overload

Sensory overload can be a significant issue for neurodiverse individuals. This can include bright lights, loud noises and strong smells. Be mindful when engaging with your neurodiverse colleagues by offering to collaborate in a quiet workspace and reducing visual clutter.

Foster psychological safety

Take time to learn about neurodiversity and the unique challenges faced by those with these conditions. If you have a neurodiverse team member, listen, learn and seek to understand their experiences and perspectives. Model and promote empathy, curiosity and open dialogue so people feel comfortable being themselves without fear of judgment or stigma.

 



Spotlight Magellan: Get to know Brennan Serrano!

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Spotlight Magellan gives colleagues and those we collaborate with the opportunity to get to know Magellan employees through facilitated interviews that explore their personal interests and the meaningful work happening across Magellan. Through intentional engagement, Spotlight Magellan fosters a sense of community and connection, and highlights the impact demonstrated by individuals in their roles at Magellan.

This month, we’re getting to know Brennan Serrano, Idaho Behavioral Health Plan (IBHP) marketing communications manager.

Continue reading to learn more about Brennan:

Describe a typical workday in your life.
A typical workday starts with reviewing my Workzone planner, which helps me stay organized across projects and communications materials I’m actively working on, building or awaiting review. One of my favorite parts of my role is the variety—no two days look the same. Some days are focused on collaborating with internal teams to develop and guide materials through the full review process. Other days, I’m planning or attending community events and conferences, where I share information and resources about Magellan.

What is your favorite thing to do during your time off?
As a former college baseball player, my competitive spirit hasn’t gone anywhere. I spend much of my free time playing competitive softball, and one of the best parts is being on a co-ed team with my wife. It’s a great way for us to bond through sport and competition. Outside of that, I value time with my family. They’re everything to me.

Do you have any pets? Tell us about their quirky personality traits.
I have one pet, Oakley, who is my best friend. She’s a four-year-old great pyrenees/lab mix who is basically a giant teddy bear that can also be a little sassy and stubborn. I like to joke that she’s my “supervisor” during meetings. Without fail, whenever I start talking in a meeting, she finds her squeakiest toy and goes to work. The moment I stop talking, she stops, too. It’s as if to imply that since I’m not talking to her, I can’t talk to anyone.

What drew you to Magellan?
I’ve spent five of the past seven years working in the mental health field, which is something I’m deeply passionate about. That passion comes from both personal experience and the impact I’ve seen through my work. When I came across this opportunity at Magellan, I did my research and immediately felt a strong connection to the mission. I truly believe in the work being done to support Idahoans and I’m proud to be part of an organization making a meaningful difference.

What do you like best about your current position?
The variety in my day-to-day work is something I really value. It’s also pushed me to become a “Swiss Army knife” when it comes to understanding Magellan’s services and programs. In my role, it’s important to have a broad knowledge base so I can be a strong resource at community events, provider conferences and agency visits. I take pride in being flexible, adapting quickly and anticipating needs before they arise, whether in meetings or out in the field.

What is your biggest strength?
My biggest strength is taking complex healthcare information, understanding what each audience needs and turning it into clear, structured communication that helps people take the right action the first time.

I also take pride in being reliable and delivering high-quality work. A softball teammate once told me that when a pop fly goes up in the outfield toward me, he starts walking off the field because he trusts I’ll make the catch. That’s the same level of trust I aim to build in my work. When something is handed to me, my team knows it will get done, and it will get done right. I’m not perfect, but I approach my work with a growth mindset and use every challenge as an opportunity to learn and continuously improve.



What you need to know for National Drug and Alcohol Facts Week

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March 15-21 is National Drug and Alcohol Facts Week – a time to talk openly about substance misuse and recovery.

Substance Misuse Affects Everyone

Substance misuse touches people of every age, background and income level. A health challenge that deserves compassion and professional support.

The Facts

About 57% of teens ages 12-17 don’t see the risks in binge drinking. Substance misuse is connected to roughly 50% of suicides, over half of violent crimes and traffic accidents and 80% of domestic violence incidents.

Recovery is Possible

If you or someone you love is struggling, there’s real hope. Professional help and treatment work. Reach out to a healthcare provider, call a helpline or talk to someone you trust. Recovery is possible.