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Trauma Informed Leadership Training
Having a trauma informed workplace is vital for any organisation. Trauma is a pervasive issue in the workplace. 64 % of any workforce has had at least one Adverse childhood Experience.
These include
- Physical, sexual, or emotional abuse
- Witnessing violence in the home or community
- A family member attempting or dying by suicide
- Growing up in a household with substance use problems
- Growing up in a household with mental health problems
- Instability due to parental separation or incarceration
- Losing a parent through divorce, death, or abandonment
As much as we would like to think this is not a part of the workplace, people’s lives cannot be compartmentalised. People walk into the workplace wounded but with dignity. Many employees carry the unseen weight of adverse childhood experiences (ACEs), which can significantly impact their emotional, mental, and physical well-being. This, in turn, affects their workplace behavior and performance. To create a supportive and productive environment, leaders must understand the effects of trauma and adopt trauma-informed practices.
This Trauma Informed Leadership training equips managers and team leaders with the necessary skills to:
- Understand the prevalence of ACE’s with regards to staff and customers.
- Recognize the impact of trauma: Understand how ACEs and other traumatic experiences can manifest in the workplace.
- Identify trauma responses: Learn to identify common trauma responses and how they affect employees’ behavior.
- Create a psychologically safe environment: Foster a workplace where employees feel comfortable sharing their experiences and seeking support.
- Lead with empathy: Develop leadership practices that prioritize empathy, active listening, and emotional intelligence.
- Implement trauma-informed policies: Integrate trauma-informed principles into workplace policies and practices.
Key Learning Objectives:
- Gain insights into trauma and its impact on individuals and organizations.
- Recognize common trauma responses and their effects on workplace behavior.
- Learn strategies to create a psychologically safe environment.
- Develop leadership practices grounded in empathy and emotional intelligence.
- Explore ways to implement trauma-informed policies and practices.
Who Should Attend:
This course is designed for managers, team leaders, HR professionals, and organizational leaders committed to fostering a trauma-informed workplace. Regardless of industry, trauma-informed leadership enhances the capacity to lead with compassion, build trust, and create a resilient, thriving workforce.
By the end of the course, participants will be equipped to:
- Support Scotland’s vision of a trauma-informed workforce.
- Lead with empathy, understanding, and effectiveness.
- Create a supportive and inclusive workplace environment.
When we think about what affects our performance at work, we often consider deadlines, workloads, or team dynamics. But for many, the roots of workplace challenges run deeper—back to childhood. Adverse Childhood Experiences (ACEs), like abuse, neglect, or growing up in an unstable home, don’t just disappear with age. They linger, shaping how we handle stress, interact with others, and navigate our professional lives.
Talking about childhood trauma at work might feel uncomfortable, but it’s crucial. Childhood trauma has a way of showing up when you least expect it. It can affect mental health, leading to anxiety, depression, or difficulty managing stress. Physically, it’s linked to chronic conditions like heart disease and diabetes—issues that contribute to absenteeism and rising healthcare costs. At work, these struggles can look like difficulty focusing, overreacting to stress, or avoiding conflict. Without understanding the root cause, these behaviors are often misinterpreted, leading to frustration or misunderstandings.
Workplaces aren’t just places where we clock in and out—they’re communities. When employers recognize the impact of childhood trauma, they can create a culture of empathy and support. This isn’t just about being kind (though that’s important too); it’s about creating an environment where everyone can thrive. For example, offering mental health resources, flexible work arrangements, or training managers to recognize signs of trauma can make a huge difference. These small changes can help employees feel seen and supported, boosting morale and productivity.
Trauma doesn’t affect everyone equally. People from marginalized communities often face higher rates of childhood adversity due to systemic inequalities like poverty or discrimination. Addressing trauma at work is a step toward creating a truly inclusive workplace, where diverse experiences are understood and valued.
By talking openly about childhood trauma, workplaces can become spaces of healing. Employees can develop skills like emotional regulation and adaptability—qualities that benefit them personally and professionally. And when employees feel supported, they’re more engaged, collaborative, and loyal.
It’s time to break the silence around childhood trauma in the workplace. By recognizing its impact and taking steps to address it, organizations can foster healthier, more resilient teams. After all, when people feel safe and supported, they don’t just survive—they thrive. So, let’s start the conversation. The benefits—for individuals and workplaces alike—are too great to ignore.
