Trauma doesn’t stay at the door when people come to work.
Whether we name it or not, trauma shows up at work — in how we communicate, how we handle conflict, how we respond to feedback, and how power moves through an organization (SAMHSA, 2023).
And yet, “trauma-informed leadership” is often misunderstood. It’s not about leaders turning into therapists. It’s not about lowering expectations or avoiding accountability.
Trauma-informed leadership is about creating workplace cultures where people feel safe enough to show up fully, take risks, learn, and grow — without fear of harm or retraumatization (Relias, 2023).
At its core, it’s a leadership practice rooted in care, systems-awareness, and equity (Trauma-Informed Oregon, 2019).
1. Safety — Psychological & Emotional Safety Comes First
Safety is the foundation of any trauma-informed environment (SAMHSA, 2023). And at work, safety isn’t just about physical conditions — it’s about emotional and psychological safety too.
What this looks like in leadership:
- Setting clear expectations and boundaries.
- Communicating with consistency.
- Responding to mistakes with curiosity, not shame.
- Normalizing rest, breaks, and recovery.
- Protecting confidentiality and dignity.
“People cannot do their best work if they don’t feel safe being human” (Roach, 2023).
2. Trustworthiness & Transparency
Trust isn’t automatic — especially in organizations where harm or exploitation has occurred in the past. Trauma-informed leadership builds trust over time through transparency (Child Trauma and Wellbeing, n.d.).
What this looks like in leadership:
- Sharing the “why” behind decisions.
- Being honest about what’s changing and what’s not.
- Owning mistakes and repairing ruptures openly.
- Communicating consistently, not just in crises.
“Trust is built in small moments, not grand gestures” (Miller, 2022).
3. Peer Support & Collective Care
Trauma often isolates people. Healing happens in community (Relias, 2023). Trauma-informed workplaces create intentional spaces for peer support — not just top-down management.
What this looks like in leadership:
- Encouraging collaboration over competition.
- Creating peer mentorship or support groups.
- Facilitating relational practices in meetings.
- Valuing emotional intelligence as a leadership skill.
“No one heals or leads alone” (Roach, 2023).
4. Collaboration & Mutuality
Power-sharing is essential in trauma-informed leadership (SAMHSA, 2023). This doesn’t mean abandoning decision-making — it means inviting participation and feedback early and often.
What this looks like in leadership:
- Co-creating solutions with employees.
- Valuing lived experience alongside expertise.
- Flattening unnecessary hierarchy.
- Asking for feedback — and acting on it.
“Power with, not power over” (Trauma-Informed Oregon, 2019).
5. Empowerment, Voice & Choice
Trauma often involves experiences where choice was taken away. Trauma-informed leadership restores agency and supports autonomy whenever possible (Child Trauma and Wellbeing, n.d.).
What this looks like in leadership:
- Offering flexibility in work style and communication.
- Providing options instead of ultimatums.
- Encouraging voice and feedback from all levels.
- Supporting professional growth in personalized ways.
“Agency is a core component of healing” (Miller, 2022).
6. Cultural, Historical & Gender Responsiveness
Trauma doesn’t exist in a vacuum. It intersects with systems of oppression — racism, sexism, classism, ableism, and beyond. Trauma-informed leadership must be culturally responsive and rooted in equity (Gaudenzia, 2022; Trauma-Informed Oregon, 2019).
What this looks like in leadership:
- Practicing cultural humility — always learning.
- Accounting for the impact of systemic oppression at work.
- Compensating emotional labor, not expecting free education from marginalized staff.
- Designing policies that honor different lived experiences.
“One-size-fits-all leadership doesn’t work in a trauma-informed workplace” (Roach, 2023).
Trauma-Informed Leadership is an Ongoing Practice
Being a trauma-informed leader isn’t about having all the answers.
It’s about asking better questions.
It’s about leading with curiosity, humility, and a commitment to reducing harm — while creating spaces where people can thrive, not just survive (Relias, 2023).
Trauma-informed leadership isn’t soft. It’s courageous.
It asks us to slow down, to examine power, and to lead with care in a world that often rewards the opposite (Miller, 2022).
Ready to Practice Trauma-Informed Leadership?
→ Curious what this could look like in your organization? Let’s talk.
[Contact me for consulting or speaking engagements.]
References
Child Trauma and Wellbeing. (n.d.). Principle 2: Transparency and Trust. https://childwellbeingandtrauma.org/becoming-trauma-informed-and-responsive/guiding-principles/principle-2-transparency-and-trust/
Child Trauma and Wellbeing. (n.d.). Principle 3: Empowerment, Voice and Choice. https://childwellbeingandtrauma.org/becoming-trauma-informed-and-responsive/guiding-principles/principle-3-empowerment-voice-and-choice/
Gaudenzia. (2022). Why Trauma-Informed, Gender-Responsive, and Culturally Competent Care Matters. https://www.gaudenzia.org/trauma-informed-care/
Miller, N. (2022). Do no harm: Five ways to become a trauma-informed leader who fosters a resilient workforce. LinkedIn. https://www.linkedin.com/pulse/do-harm-five-ways-become-trauma-informed-leader-who-nancy-miller-phd
Relias. (2023). How and Why Trauma-Informed Leadership Works. https://www.relias.com/blog/trauma-informed-leadership
Roach, A. (2023). Cultivating a Workplace of Well-being and Success through Trauma-Informed Practices. Transform. https://transform.us/articles/trauma-informed-workplaces-psychological-safety/
SAMHSA. (2023). Practical Guide for Implementing a Trauma-Informed Approach. https://library.samhsa.gov/sites/default/files/pep23-06-05-005.pdf
Trauma-Informed Oregon. (2019). A Focus on the Trauma Informed Principle Cultural, Historical, and Gender Issues. https://traumainformedoregon.org/a-focus-on-the-trauma-informed-principle-cultural-historical-and-gender-issues/
Psychologist + Consulting Services by Dr. Lizette Solis 