Blog

The character strength of LOVE has gotten a bad wrap in the workplace…and the world. There is so much more to love than romantic/sexualized love…but the fear of that in our organizations (not without good cause!) has created environments where being LOVING has also gotten a bad wrap. But there is a way. Creating a …

Trauma is the Root Cause of Burnout Every day I see post after post about burnout…women sharing their pain, experts sharing their 5-step plan for avoiding it, how mindset work is the key, how business must shift to avoid it…all great stuff…but what I don’t see a lot of is the  root cause analysis. Like all …

Trauma, adverse childhood experiences, and the challenges of today’s complex world that affect our workplaces 70% of U.S. adults have experienced at least one traumatic event. Almost 20% of us have 4 or more of the 10 adverse childhood experiences that relate to trauma and increased risk of physical and mental health challenges. 5% of us have Post …

The events that bring awareness are often painful for the individual and the organization. Sticking your head in the sand is just not an option. Acknowledging this pain and the transformation that must occur to ensure these events subside is critical. This acknowledgement opens the door for healing, learning, and innovation.

Defined action steps, dedicated time and resources for those actions, and calibrated and collaborative plans, make a Safe & Sound workplace more than a distant dream. Action teams help to move your objectives into reality. Proof of action also helps to build trust – a foundational element in trauma(human)-informed approaches. 

Understanding where existing policies, procedures, and practices may be failing Safe & Sound goals is key to transformation. By convening a dedicated working group tasked with root cause analysis, employee experience assessment, and review of existing conditions, a customized strategic plan can be developed to ensure implementation is achievable and aligned with organizational needs.

One area where change often gets stalled is in receiving the necessary approvals, resources, and commitment from leadership. Creating clear expectations, bargains, and agreements through Declarations of Commitment are a Safe & Sound way to ensure progress. Communication is a key tenet of psychological safety as is the accountability that clear agreements create.

All transformation needs someone to champion the cause – someone who understands the issue, can communicate the needs, and act as a bridge to bring everyone, and everything, into alignment. Having a clear advocacy plan is a vital piece to creating a Safe & Sound environment.

Ensuring that all the pieces have been put together correctly is the last step in the Safe & Sound framework. Regularly reflecting on the process – reviewing the impact of change, evaluating lessons learned, documenting best practices, and recognizing and rewarding contributions – ensures that every action is aligned, and every agreement is honored.