Trauma-Informed Leadership in Turbulent Times

Many businesses expected to flip a switch ‘back to normal’ after the pandemic, yet industries are still struggling. Forbes notes that 2 out of 3 employees are experiencing burnout in 2025. Gallup reports that only 1 out of 5 workers are engaged at work.

This phenomenon may stem from more than workload pressures or office dynamics. A relentless reel of distressing events—political divisiveness, inflation, racial injustice, a pandemic, school shootings, and war—has had compounding impacts on our wellbeing and function that impede organizational effectiveness and economic growth. Unfortunately, there is no end in sight. 

The collective trauma exposure from ongoing sociopolitical crises needs to be addressed for our economy to thrive. Trauma doesn’t require physical injury to leave a mark; it can be any harmful experience that overwhelms our capacity to cope, causing lasting, adverse effects on our lives.   

As a physician, I have seen how broader conflicts translate into physical symptoms: interrupted sleep, muscle spasms, and exacerbated health conditions. Patients describe strained relationships, cognitive fatigue, and checking out at work. High stress levels can be toxic.

Social connectivity in the technological age has made global news seem more local. Even for workers insulated from these pressures, negative news can range from cognitively distracting to viscerally distressing to physically disabling. And we don’t get a break.

When unmanaged stress meets unrelenting stressors, businesses can expect disengagement and high turnover. A recent HBR article ties employee stress to increased health claims, work errors, and sick days, draining workforce productivity.

The WHO estimates that depression and anxiety cost the global economy $1 trillion per year in lost productivity. As 1 in 5 Americans now have symptoms of these conditions, it is imperative that we move beyond band-aids and treat the underlying cause.  

Trauma-informed care (TIC) is an evidence-based, organizational framework for supporting people who have experienced trauma, and it offers a path forward. My expertise in TIC was first inspired by my clinical practice, treating Veterans with PTSD. In recent years, TIC has swiftly expanded to reach public education, legal aid, and popular media--Oprah and Dr. Bruce Perry’s book, What Happened to You? is rooted in trauma-informed ideology. 

Drawing from my experience as a clinician, educator, and consultant, I offer the following framework for leaders seeking to build resilient, compassionate, and high performing organizations in turbulent times. These are the 4 Rs of a trauma-informed approach: Realize the widespread impact of trauma, Recognize the signs, Respond by putting knowledge about trauma into practice, and actively Resist re-traumatization.

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1)  Realize

“Trauma” is a heavy term that may seem unfitting for the corporate setting. Yet it is more common than we think. Research shows that nearly 90% of Americans will experience at least one traumatic event in their lifetime.

Employees and organizations alike undergo both growth and limitations from adverse experiences. Leaders unlock a powerful tool for building empathy and implementing creative solutions when they understand how trauma impacts functioning.

2)  Recognize

Humans respond in predictable ways to stress. In the workplace, it may manifest as interpersonal tension, absenteeism, or erratic behavior. While these are often labeled as performance issues, they can be signs of deeper struggling.

There is no ‘work stress brain’ and ‘life stress brain’—stress is processed within one nervous system. The brain changes seen in burnout actually mirror those found in PTSD. Leaders who recognize the signs can intervene compassionately—and strategically.

3)  Respond

A growing body of research confirms that trauma-informed approaches enhance organizational culture, policies, and outcomes.

 TIC naturally aligns with relational and servant leadership models, sharing values like trust, collaboration, and psychological safety. Trauma-informed leaders foster environments where employees feel seen, supported, and empowered. They practice transparency, invest in peer support, promote autonomy, and celebrate diversity.

In essence, trauma-informed leaders lead like humans—not heroes. They embrace vulnerability, inspire hope, and even foster post-traumatic growth.

4)  Resist Re-traumatization

When current events or workplace stressors trigger sensations linked to past painful experiences, individuals may experience re-traumatization. Something as mundane as an overflowing inbox can evoke a sense of helplessness that is rooted in earlier or ongoing trauma. This can impact people in subtle ways throughout the workday.

Micromanagement, the silence after layoffs, or the loss of a coworker can add to a backdrop of personal and societal challenges, causing ripple effects on a workforce. 

A trauma-informed workplace not only avoids harm, but proactively nurtures, heals, and grows. Leaders can contribute through compassionate policies, flexible scheduling, supportive supervision, and a culture that normalizes mental health care.

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Humans fuel our industries, and we are complex, biopsychosocial beings. All experiences—positive and negative—shape our minds, bodies, and behaviors. Ultimately, employee wellbeing is inseparable from organizational performance.

In an era of constant disruption, leaders who apply trauma-informed principles are better equipped to support their people, strengthen their organizations, and contribute to our collective recovery.