Leadership isn’t just about making decisions and driving results—it’s also about understanding the human element behind every decision. For leaders who want to create a truly supportive and productive work environment, embracing trauma-informed leadership is key.

Over the last several months, we have highlighted the “Four Pillars of Trauma-Informed Leadership” as a framework to help us understand the four key violations of trauma and why it’s important that leaders understand these in the workplace. It should be no surprise to anyone that these concepts are highly interrelated – trust and safety are highly connected to each other, for example. Activities that leaders do to create safety inevitably improve trust, as well. It turns out that there are several steps that leaders can take that will help address a couple or all the pillars at the same time and will ultimately create an environment characterized by compassion, equity, accountability, and empathy.

 In this blog, we will explore how to integrate trauma-informed practices into your leadership approach, focusing on seven key practices that will help you build trust, empathy, and resilience within your team. These principles are summed up in the acronym "BREATHE," which stands for Boundary setting, Reliability, Empathy, Accountability, Transparency, cultural Humility, and understanding Errors. If you are interested in downloading the FREE guide and workbook “7 Steps to Becoming a Trauma-Informed Leader”, you can do it here.

This blog will provide you with actionable strategies to implement each of these steps, ensuring that you foster a more supportive, psychologically safe, and high-performing team. As you read through this material, take the time to reflect on your current leadership practices and consider how you can adjust to better align with trauma-informed principles. By doing so, you will be equipped to create a positive organizational culture that attracts, retains, and nurtures top talent, while also achieving your goals in a sustainable way.

STEP 1: BOUNDARY SETTING

Boundaries are essential to maintaining psychological safety and stability in the workplace, particularly for those who have experienced trauma. Trauma often involves violations of personal boundaries, which can lead to a distorted sense of safety. As a trauma-informed leader, setting clear and healthy boundaries for both you and your team is crucial in helping everyone feel secure and valued.

Why Boundaries Matter

Boundaries are the guardrails that keep us safe, ensuring that our physical, emotional, and psychological needs are respected. For individuals who have experienced trauma, clear boundaries provide a sense of normalcy and predictability, which is vital for rebuilding trust and stability.

Practical Steps for Boundary Setting

1. Identify Your Own Boundaries: Reflect on your personal and professional limits, such as when you are available for work after hours and on weekends, and how accessible you will be while you are on vacation. Understanding your boundaries will allow you to model appropriate behavior for your team, setting a standard for how everyone should navigate boundaries.
2. Create a Culture of Boundaries: Work with your team to define clear roles and expectations. Are there group norms as to how team members will contact one another or handle situations when someone is out unexpectedly? Encourage open discussions about boundaries and respect for personal space, ensuring that everyone is on the same page.
3. Self-Reflection Activity: Take a moment to assess your current approach to boundaries. Ask yourself:
   1. Where do you need to set firmer boundaries in my work and personal life?
   2. How can I encourage your team to uphold their own boundaries?

By committing to a culture of boundary-setting, you’ll foster an environment where people feel safe, supported, and empowered to perform at their best.

STEP 2: RELIABILITY

Reliability is a cornerstone of trauma-informed leadership. Trust is built when you do what you say you will do, and it is damaged when promises are broken. As a trauma-informed leader, being consistent and dependable allows your team to feel secure in their interactions with you.

Why Reliability is Crucial

In a trauma-informed workplace, reliability creates a sense of psychological safety. When team members know they can count on you to follow through on commitments, they feel more secure, which enhances their ability to focus on their work and contribute meaningfully to the organization.

How to Foster Reliability

1. Understand Your Limitations: Be honest about what you can and cannot do. Assess your resources and time constraints realistically before making commitments.
2. Set Clear Expectations: Only promise what you can deliver. If there is uncertainty, be transparent about it and communicate regularly about the progress of tasks.
3. Consistency is Key: Follow through on your commitments and check in with your team regularly. Reliability doesn’t just come from fulfilling promises, it’s also about making sure that others agree you have fulfilled them. You do that through consistent communication and engagement.

STEP 3: EMPATHY

Empathy is at the heart of trauma-informed leadership. It’s about understanding and sharing the feelings of others and demonstrating care and compassion, which fosters stronger connections within the team.

Why Empathy is Essential

Empathy allows you to connect with your team on a deeper level. By understanding their perspectives and showing support, you create a work environment where team members feel understood and valued, which can mitigate the effects of stress and trauma.

Strategies for Cultivating Empathy

1. Be Genuine: Take the time to truly listen to your team. Acknowledge their experiences and challenges and offer support when needed.
2. Foster Social Connections: Encourage opportunities for team bonding and collaboration. Create an environment where your team can support each other and share experiences.
3. Create a “Culture of Gratitude”: Regularly express appreciation for the hard work and contributions of your team. Simple gestures of gratitude can go a long way in fostering an empathetic atmosphere.

STEP 4: ACCOUNTABILITY

Trauma-informed leaders must strike a balance between compassion and holding team members accountable. When boundaries are crossed or expectations aren’t met, it’s important to address issues in a fair, consistent, and respectful manner.

Why Accountability Matters

Holding team members accountable is crucial for maintaining a healthy, productive team culture. If boundaries are violated and no action is taken, it undermines trust and stability. For example, if they see one staff member consistently coming in late or leaving early without any consequences, this can activate their sense of injustice or frustration that will inevitably undermine shared trust and stability. Leaders must be willing to have difficult conversations and ensure that everyone is held to the same standards.

How to Foster Accountability

1. Consistency: Be present and engaged. Follow up with staff and provide feedback on their performance regularly.
2. Difficult Conversations: Address issues head-on, even when it’s uncomfortable. Do not avoid or delay having tough discussions with your team members.
3. Use Team Agreements: Create clear team agreements that outline expectations for behavior and performance. Revisit these agreements regularly to ensure they are being followed.

STEP 5: TRANSPARENCY

Transparency in leadership is critical for creating trust and reducing anxiety within your team. When team members understand what is happening within the organization and why, it builds confidence and reduces fear.

Why Transparency is Important

In a trauma-informed organization, transparency prevents secrecy, which can lead to rumors and misunderstandings. Being open with your team fosters trust and psychological safety, allowing your team members to feel secure in their roles and responsibilities.

How to Be Transparent

1. Share Information Consistently: Provide regular updates on organizational changes, projects, and policies. Be clear about what can and cannot be shared.
2. Balance Transparency with Confidentiality: While transparency is important, it’s also essential to respect privacy. Some information, particularly related to personal or sensitive matters, should not be shared without consent. Be sure to share with the team what can, and can’t be shared, such as disciplinary actions, or other confidential conversations with team members.
3. Organize Information into Buckets: Categorize information into things you can share now, things you can share later, and things that must remain confidential. This will help you communicate effectively and manage expectations.

STEP 6: CULTURAL HUMILITY

Cultural humility is about acknowledging that we all have room to grow in our understanding of diversity and inclusion. As a trauma-informed leader, embracing cultural humility means continuously learning, reflecting, and adapting your leadership practices to be inclusive of everyone on your team.

Why Cultural Humility is Vital

Trauma-informed leadership requires an ongoing commitment to examining our own biases and actively working toward more inclusive practices. By recognizing that experiences of racism and oppression are forms of trauma, leaders can better support all team members and create an environment where everyone feels valued and committed to the organization.

How to Practice Cultural Humility

1. Commit to Learning: Be open to learning about the diverse backgrounds and experiences of your team members. This means engaging in ongoing education on topics related to diversity, equity, and inclusion.
2. Reflect on Your Own Biases: Regularly examine your own attitudes and behaviors. Take responsibility for addressing your biases and actively work to unlearn harmful stereotypes.
3. Foster Inclusion: Create opportunities for your team to engage in conversations about diversity and inclusion. Encourage staff to share their experiences and support one another.

STEP 7: UNDERSTANDING ERRORS

No one is perfect, and mistakes are a natural part of growth. As a trauma-informed leader, it’s important to foster an environment where errors are seen as learning opportunities rather than failures.

Why Understanding Errors is Essential

Mistakes can create feelings of shame or embarrassment, especially in a workplace where expectations are high. By responding to errors with understanding and compassion, you create a culture of learning and continuous improvement.

How to Address Errors

1. Normalize Mistakes: Encourage a growth mindset within your team. Emphasize that everyone will make mistakes, but it’s how we learn from them that matters.
2. Own Your Mistakes: As a leader, be willing to admit your own errors and take responsibility for them. This sets a powerful example for your team.
3. Use Errors as Learning Opportunities: When errors occur, take the time to discuss them openly and figure out what can be learned from the experience.

By actively practicing these principles, you will become a trauma-informed leader capable of creating an environment that supports the growth and well-being of your team, while also achieving your organizational goals. Remember, change takes time, but with dedication, you can make a lasting impact.

You can download the FREE resource, “7 Steps to Becoming a Trauma-Informed Leader” by accessing the link. It provides more details and concrete strategies that you can use at each step.

Stay tuned as we dive into more detail on all these steps over the next couple of months in future blogs.