Jacob Bastien, Assistant General Manager of The Golden Lamb Inn
“By operating with an understanding of how past trauma can impact individuals today, we can be a positive force in our immediate community.”
In the past, the hospitality industry as a whole has garnered a reputation for harboring toxic leadership, fostering dysfunctional work environments, and contributing to self-destructive behaviors. While there may have been some basis for this perception, many of us within the industry are actively working to transform it. Our goal is to cultivate more positive and healthier workplaces. One persistent challenge, particularly in the context of sourcing new hires, stems from these outdated perceptions. To be taken seriously and attract the right individuals, leaders in the hospitality sector must proactively counter these beliefs. Trauma Free World, and the Trauma Informed Leadership course it offers, can play an instrumental role in steering us toward a more positive trajectory. At the Golden Lamb Restaurant & Hotel, our influence in the local community is substantial. By operating with an understanding of how past trauma can impact individuals today, effectively communicating with those who have experienced trauma, and embracing a perspective of compassion, we can be a positive force in our immediate community.
Despite the current operational shifts and uncertainties our industry faces, at the Golden Lamb Restaurant & Hotel, our turnover remains low, and morale remains high. Reflecting on my past work experiences, I am struck by how different they might have been if my former managers and co-managers had been equipped with the tools and knowledge provided by your course. I wholeheartedly recommend it to anyone with a passion for hospitality. I cannot express enough appreciation to you and your organization for compiling this material and providing us with access to it. I’m eager to encourage more members of our team to undergo this valuable training soon.
Amy Edwards, Second grade teacher at Kings Mills Elementary
Trauma awareness is increasingly becoming a necessity in order to serve and teach others
This course really opened my eyes to the number of children I encounter every day that have been through some form of trauma in their lives as well as the broad spectrum of trauma sources that they may have encountered that I would have never thought of!
It really opened me up to better understand and empathize with where these children are coming from and how to best respond to and aid them within my classroom.
Jennifer Desjardins
Helping Ronald McDonald House of Ontario build a trauma-informed environment across the continuum of care.
Ronald McDonald House
The Ronald McDonald House Charities of Southwestern Ontario is a nonprofit organization that provides support and services to families with seriously ill or injured children.
As 2 out of 3 Canadians live in a city without a specialized children’s hospital, RMHC-SWO provides families with a “home-away-from-home” close to their children’s medical care.
Why are you partnering with Trauma Free World?
Trauma Free World has provided us with the tools and training we require to build a trauma-informed environment across the continuum of care. Our staff feel more confident in their ability to support our families through their journeys- considering this experience has the potential of producing acute, chronic, and complex developmental trauma. We would recommend this course to any organization that supports families and individuals during times of stress, uncertainty, and transition.
Marcia Post
Team Leader of Kentuckiana Cru
People Care Coordinator, Campus Ministry Cohorts 9 & 11
Trauma awareness is increasingly becoming a necessity in order to serve and teach others
Trauma awareness is increasingly becoming a necessity in order to serve and teach others in our missional context appropriately. To holistically disciple a student in the campus ministry, staff & volunteers are wise to ask, “What might be behind this behavior?” and seek to make room for the Holy Spirit to move in the heart matters of a person, rather than just focus on the surface behaviors. Trauma Free World has multiple resources available that help even the novice discipler understand the general implications of trauma and how it affects a person. Sometimes (and unfortunately in a growing number of cases), trauma is what is behind the unhealthy behaviors. This training served to help me (in the campus ministry) love disciples more holistically and also know when to point them to professionals when trauma was evident in their lives. It spurs on ministry that serves the whole person! I think this would be a valuable resource to offer staff in all of Cru’s divisions!
Jill Osikowicz, from 91 Place
Equipping mentors to help homeless youth heal from trauma
Who is 91 Place?
91 Place is a home for homeless youth, with community, relationships, and a familial environment at its core. We aim to be a safe place for homeless youth to live, grow, and thrive. Residents are adolescents transitioning to adulthood, ages 17-22, and are able to stay for up to two years. This gives them time-bound space to further their education, obtain a job, save money, and create healthy relationships.
What do you do?
Through our life skills curriculum and mentorship program, our residents learn the skills they need to be independent adults. With therapy and trauma-responsive care, they heal from years of trauma.
Why are you partnering with Trauma Free World?
We love partnering with Trauma Free World because it gives us access to the professional level training we need. We use the Trauma Informed Care Overview for all of our community mentors. Community mentors are adults outside of our staff that are paired one on one with a youth in our program. Our mentors have great hearts and great relational skills and this training gets them to the next level to be able to mentor our youth with a right understanding of trauma care.
It may seem surprising, but your team meetings could be getting derailed by wounds that are decades old!
70% of adults and 50% of kids have experienced trauma, which, even years later, can fire up the fear brain and shut down the thinking brain. When people’s thinking brain shuts down they have more difficulty with decision making, problem solving, learning, and thinking creatively — which are all things you need to have a great meeting. Good news though, making a little extra effort to ensure people feel safe helps quiet people’s fear brain so that their amazing thinking brains can wake up and participate.
1. Send an agenda and/or a pre-read in advance.
I know, this is a pain, sometimes with busy schedules it’s hard enough just to get to all the meetings, but sending a few bullet points ahead of time can be powerful. Executive functioning, which happens in the prefrontal cortex, can be impacted by trauma making it difficult for trauma-affected people to process things on the spot. Giving your team a chance to read through ideas in advance can give them more time to think through the issues and creates less pressure during the meeting to have an immediate answer. Even giving people a quick snapshot of the topics that will be covered, what you expect them to do in the meeting, and what you hope to achieve as a group helps take away any fear of surprises and will help people feel more confident to contribute.
2. Allow for think time during the meeting.
As mentioned above, responding in real-time can be hard for people who have or are experiencing toxic stress or have a history of trauma. (Actually, about half of us don’t like responding in real-time anyways because of our temperaments!) If you didn’t have time to send an agenda or pre-read, don’t panic, just give people a few minutes to think prior to open discussion. Saying something like “I want to present a few ideas and then I’ll give everyone a few minutes to think about it before we open the discussion” can really help people’s brain relax so they can think about the issue instead of worrying about needing to respond quickly.
3. Start with hello and some eye contact.
Often, in our time-restricted environments, we find ourselves rushing from one meeting to the next and just jump in full steam ahead to tackle our objectives. Taking even just a minute or two to say hello, smile at people, and ask how they are doing can help people feel seen, heard, and valued as a person. Take a mental note of the “emotional temperature” of the room before starting. If it seems people have not had a chance to fully discharge the emotion and pressure from a previous encounter, start with one minute of silence and some deep breaths to help people clear their heads and restore calm to their brain.
4. Check your space.
Feeling safe allows us to access more of our brain power to work hard, take ownership and think creatively. The more comfortable we are in an environment, the safer we feel. You don’t have to provide expensive leather office chairs or anything, but making sure people know where the conference room/meeting is, providing directions, making sure the room is well lit, having enough chairs, etc. can go a long way in helping people feel safe and welcome.
5. Be aware of Sensory Triggers.
85% of people who experienced trauma as a young child have sensory sensitivities – light, noise, movement, etc. Do a quick check of your meeting environment to think about what might affect people. Is it a glass conference room with lots of visual stimuli or is the room extremely cold? Are the chairs so tightly packed that personal space may be difficult to maintain? It can be tough to predict sensitivities, so try to talk about it openly or ask questions in real time. “Is this light bothering anyone?” or “I’m distracted by too much movement, so I pulled the blinds, is everyone ok with that?“ or “Please feel welcome to stand in the back if you need to move or if it helps you concentrate.”
6. Give people a voice.
“Psychological safety” is the key to helping people activate their thinking brain. This means your team members need to actually be safe and feel safe. A big part of feeling safe is knowing that your voice counts. Be sure to remind your team often that their voice is important and that you’ll be taking their opinions into consideration. Tell them up front what you are going to do with their ideas and how you as a team or leader will come to a final decision so they can see that their input matters.
7. Give people choices.
Another key aspect of psychological safety is being able to exercise the power to choose. Often people from trauma did not get a chance to choose what happened to them, so having the ability to choose can help empower and strengthen them. You can do this in big or small ways. You could give people the choice to submit ideas to you in writing instead of attending the meeting. Or you could give people a choice when/where the meeting occurs. Sharing your power with others can help everyone feel more connected to the work or project.
8. Help people regulate.
Experiencing trauma often affects one’s ability to regulate emotions. When under pressure or tired people can either act out (anger, explosive emotions, etc.) or “act in” (shut down, withdraw, etc.). If you feel like your meeting is dragging a bit or getting tense, don’t be afraid to steer it in a different direction. Saying something to the group like “OK, I’m feeling like we’re all getting a little tired, let’s all stand up and take a lap around the room to get our energy flowing.” Or, “OK! Time out! I’m seeing we’ve got a lot of strong opinions and I want to hear everyone’s thoughts. Let’s take 2 minutes to take some deep breaths, stretch and regroup.” For more ideas on how to help people regulate check out our Regulation Techniques webinar.
9. Shut down culture-killers.
As the leader of the meeting, showing you are trustworthy helps people feel safe and ready to engage. Demonstrate respect and insist that others show respect as well. Watch out for things like favoritism, gossip, discrimination, negative talk about someone who isn’t present, etc. These things can erode a team’s trust in you and in each other. Practice some scripts you can use if this comes up like “Hey, guys, it’s important to me that we’ve got a culture where everyone is welcome and valued, so I’m going to jump in here and ask that you stop that kind of talk now and in the future, ok?”
10. Bring snacks.
It may sound silly, but making sure people are hydrated and nourished helps signal safety and care. Moreover, when people’s physical needs are met, it can help reduce distraction and increase focus.
Business guru Patrick Lencioni says:
“If you could get all the people in the organization rowing in the same direction, you could dominate any industry, in any market, against any competition, at any time.”
We hope these tips help you get all of the people on your team rowing in the same direction!
Trauma-Informed-Leaders-Host-Guide-Find-ParticipantsDownloadThis Host Guide is designed to accompany the Trauma-Informed Leadership course. If you want to gather your coworkers to learn about trauma-informed care and strategize how to implement it in your workplace, this guide is perfect for you. It includes email templates and background materials to share with your team. If you need additional support, please reach out to hello@traumafreeworld.org.
This amazing organization is not only learning trauma-informed care, but training others and working with Unicef to build stronger foster families in Mexico.
Who is Efecto Esperanza?
Efecto Esperanza is changing the care of vulnerable children and adolescents by providing family-based solutions. Efecto Esperanza has partnerships in several Latin American countries, which are also pioneering family-based care: Chihuahua, Mexico; Santa Rosa, Honduras; and Siguatepeque, Honduras.
How did we end up working together?
We have been working with Daniela Cuevas the director from Michoacán because she received our TCC training and assessment in the foster care and volunteer program.
Why are we excited to parnter with them?
We are excited to partner with them for many reasons! They are a ministry partner of our parent company, Back2Back Ministries and Daniela Cuevas (the director from Michoacán) is an affiliate trainer with Trauma Free, so we already had close ties. In addition, they are working with UNICEF to support the foster program in Mexico, so we are excited to see them incorporating trauma-informed care which will help bring stronger foster families.
Engaging the families we work with from a trauma informed care approach has promoted deeper healing and transformation.
Who is Joshua’s Place?
Joshua’s Place is a non profit organization in Warren County Ohio. Joshua’s Place exists to help individuals and families overcome the barriers in their lives that cause instability.
What do you do?
We have more than 400 volunteers serving hundreds of families each month. Our focus is developmental as we seek to engage in generational change. We provide practical and material benefits but know that poverty is defined more by broken relationships, instability and lack of options. This understanding has taken us into innovative approaches to engaging domestic poverty.
Why are you partnering with Trauma Free World?
Engaging the families we work with from a trauma informed care approach has promoted deeper healing and transformation. We have partnered with Trauma Free World to train our staff and volunteers. We have recently begun offering professional development courses on trauma informed care to the schools and churches we partner with.
Employees are demanding better responses to mental health needs and work-life balance, and, as a result, savvy leaders are overhauling their approach to employee wellness.
Smart leaders are responding to mental health
Are you wanting to create a high-retention, high-performance work culture? Who isn’t?! Now, more than ever, it’s critical to have a leadership team that is dedicated to upping their game when it comes to employee wellness.
An effective approach to work-life balance and mental health is a must because it directly impacts your ability to attract and retain talent. It’s an employee market right now and The Great Resignation is empowering employees to demand more robust and effective mental health solutions and this “new psychology” of the workplace is, as a result, sparking a leadership renaissance.
“The trauma-informed leadership training was the most pivotal part of my year . . . and it’s changed the way I look at leadership.”
– John McCarthy
A conversation with CEO and leader John McCarthy
I recently had a conversation with John McCarthy, entrepreneur, consultant, coach, and author of The Purpose Partner about his takeways from our Trauma-Informed Leadership course. The talk got all my synapses firing! I particularly loved his story of one really out-of-the-box idea that helped employees “master their best life” – not just master their work life.
one really out of the box idea: Help employees master their best life, not just master their work life.
Three key takeaways from this C-level leader
I hope you’ll have a chance to watch the full interview (here’s the link), but in the meantime, here are some highlights:
1. Delivering a high-retention, high-performance work culture every day:
- It’s about creating a day-to-day culture where co-workers and colleagues know you value them, not just their ability. It’s about a team that knows every one of their co-workers brings their life stressors to work and takes their work stressors home – and has the awareness and skill to create felt safety anyway. Authenticity. Empathy. Listening with warmth and respect. Practicing self-care and overtly encouraging it in others. Recognizing and responding well to stress and trauma in the workplace. Trauma-informed meetings and performance reviews. A physical and emotional environment that promotes equity and psychological safety. These are skills that can be used to create a high-retention, high-performance work culture every day.
2. Taking care of yourself so you can take care of your people:
- John’s journey of making his own self-care a top priority in his life changed his life. Learning during TFW’s Trauma-Informed Leadership course about the seven kinds of rest was a game-changer for John. After leading his business and helping others lead theirs through the pandemic, John – a self-proclaimed “Type A doer” – realized “how empty I was.” After training, John declared, “I know what rest and restoration look like for me. I now had the power to navigate the boundaries I needed to put around my life to be healthier – and to be a healthier leader – so then I could lead others toward that, as well.” John admits he is a better boss, a better coach and consultant, and confesses his wife would say he’s even a better husband and father.
3. Helping your people “master their best life”:
- The new psychology of the workplace is no longer about Herzberg’s Two-Factor Theory of Motivation, where offering your people opportunities to be “masters of their professional life” motivates them and leads to job satisfaction. (I’m a big fan of Herzberg, and his theory was a significant part of my doctoral dissertation. But, I’m recognizing the titanic shift over the last couple years perhaps leaves it wanting.) With the lines of work life and personal life continually being blurred, people long for a workplace that helps them be “masters of their best life” – period. The workplace is a significant part of life but no longer the only or even primary one. The Great Resignation has created a new normal in the workplace.
Watch the interview and learn more
John’s is such a compelling conversation – and his genuineness and energy are contagious. I hope you’ll get a chance to watch the full interview and I, personally, am looking forward to our paths crossing many more times in the future!
And, as always, if you want to learn more about training and how it can help you reframe your approach to employee wellness, contact Brian Bertke at brianbertke@traumafreeworld.org to learn more.