Trauma-Informed Leadership
Transform Challenges into Opportunities for Increased Trust, Engagement and Performance.
We live in a world that is becoming increasingly turbulent at a faster rate than organizations are becoming resilient. Research indicates that approximately 70 percent of adults have encountered some form of traumatic event during their lives.
That number is even higher with those that can be exposed to occupational trauma (i.e., First Responders, Military, Healthcare, etc.). In the workplace, individuals with unique life experiences may struggle to trust, engage, and be productive. As a result, trauma can cost organizations over $1 trillion each year, worldwide.
Leaders must have a clear understanding of trauma’s pervasive force. Then leaders must begin to realize how trauma-informed leadership can transcend traditional styles of management. The result of this is that any leader can help create a workplace where everyone can thrive and become their personal and professional best.
The truth is that sometimes leaders, managers and supervisors will frequently overlook what they haven't been trained to recognize. This ultimately has a human and financial impact on businesses.
What is Trauma-Informed Leadership?
Trauma-informed leadership is more than a buzzword.
It’s a critical paradigm shift in how we adapt our leadership approach and traummunication™ (see note) style to meet the unique needs of employees. It means acknowledging the profound impact that trauma has on individuals, groups, and communities and understanding how these experiences relate to trust, engagement, performance, and ultimately, your bottom line.
*Note: Traummunicate™/Traummunication™ (verb) – Is a structured approach for leaders to adeptly engage in trauma-informed communication and show respectful interactions across diverse contexts.
The old “Golden Rule” of treating others as you would like to be treated can be taken to the next level in today’s competitive workplace. We must embrace a new mantra: treat people the way they want to be treated. This shift is essential for fostering an environment where everyone can thrive.
The Impact of Trauma
Research in genetics, neuroscience, and epidemiology underscores a profound truth: traumatic experiences leave their mark at the molecular, cellular, and organ levels, impacting our health and performance. Understanding the significance of Adverse Childhood Experiences (ACEs) is vital, as these experiences—ranging from abuse and neglect to household dysfunction—can drastically shape mental and physical health outcomes well into adulthood.
Dr. Caroline Myss states in her book, Anatomy of the Spirit: “Biography becomes Biology.” This quote is compelling and may even prompt us to reflect on our own life experiences. For your employees, they too carry their lived experiences with them, and often, it’s not as easy as leaving the “issues” at the door when reporting for work.
Challenges in the Workplace
Many organizations are grappling with pressing issues: high turnover rates, disengaged employees, trust deficits, and rising absenteeism.
These challenges not only affect workplace morale but also directly impact innovation and the organization’s overall effectiveness.
The current state of leadership often reflects a “disconnect”. Leaders may find themselves dealing with teams that are physically present but emotionally absent, leading to conflict and a lack of collaboration.
The stakes are high: the retention of top talent hinges on our ability to create an environment that fosters safety, trust, effective communication, and a strategic balance of empathy and accountability, what we call Situational Traummunication™.
*Note: Situational Traummunication™ is a groundbreaking tool for leaders, rooted in emotional intelligence and backed by decades of research. It helps leaders adapt their communication and approach to each team member’s unique needs, fostering trust and growth.
Opportunities for a Real Competitive Advantage
So, what does it take to go from challenges to opportunities in developing a ready and resilient workforce where people are inspired to come to work?
What does it take to transition from this current state to one characterized by high employee engagement, innovation, trust, and collaboration? Here are several actionable strategies:
1. Self-Assessment: As leaders, we first must lead ourselves. That said, there is tremendous value in learning our Adverse Childhood Experiences (ACEs) score. While it may acknowledge hard emotional truths, this assessment can serve as a powerful catalyst for personal insight and growth. By recognizing our experiences, we can foster deeper empathy and awareness, creating a more supportive culture for those we lead.
Additionally, even if you have an ACEs score of “0”, being aware of the situations that others may have experienced will make you a more well-rounded and effective leader.
ACEs Test: https://psychcentral.com/quizzes/ace-test
2. Effective Communication with Traummunicate™: Establishing and maintaining an inclusive language that acknowledges real-lived experience is a key strategy to showing empathy, establishing trust, and retaining top talent. To learn more, visit: https://www.situationaltraummunication.com/traummunicatestm
3. Develop a Trauma-Informed Culture: Start by educating your leadership team about trauma and its impacts on individuals and groups. Remember, leaders DRIVE culture. We can either define it or default to it.
This involves creating a high degree of “psychological safety” within the workplace. That leads to greater levels of perceived organizational support and builds trust. When organizational leaders build trust, it becomes easier for team members to feel comfortable communicating and the process of post-traumatic growth is enhanced.
4. Policies: Update and review policies which include, but are not limited to, stay-at-work (temporary duty assignments) and return-to-work (temporary leave), bereavement leave etc.
Understand that policies should be “living documents” that may need to be amended and edited in a consistently developing and ever-changing societal landscape.
Conclusion: The Path Forward
In today’s rapidly changing world, trauma-informed leadership is not just a compassionate choice; it’s a strategic imperative for organizational success. By recognizing and addressing the impacts of trauma, we can transform the workplace into a thriving environment where employees feel engaged, innovative, and committed.
The journey towards becoming a trauma-informed leader requires commitment and accountability. As leaders, we hold the power to redefine our organizations. Let us step into this role with intention, compassion, and the understanding that our greatest asset—our people—deserve a workplace that acknowledges their experiences and empowers them to flourish.
Together, we can build a future where trust and collaboration are the cornerstones of our leadership approach, ensuring that both our organizations and our employees thrive.
The job of a trauma-informed leader is not to keep their employees from challenges. It’s to protect them from harm- and to motivate them to maximize their true potential and find their post-traumatic growth. – Ryan Gallik
