Most organizations focus on meeting financial targets and retaining top talent, two objectives heavily influenced by staff satisfaction. High levels of employee engagement and satisfaction lead to greater productivity, commitment, and resilience. If employees don’t feel genuinely connected to their team or direct supervisor, they are unlikely to operate at their full potential. This lack of connection can hinder their ability to hit targets, close deals, or foster a culture of empowerment and high performance. When employees lack trust and authentic relationships in the workplace, they may perform adequately but rarely excel. Imagine how much more effective they could be if they were fully engaged, supported, and motivated. In a connected, positive environment, employees not only meet their goals but also bring creativity, innovation, and a proactive approach to their roles. By investing in authentic relationships and fostering trust, organizations can unlock their teams’ full potential, improving both individual and organizational success.
When we are coaching or leading others, it is essential to build and establish trust. This cannot be built without authentic connection. It is especially challenging in a hierarchical structure where your leader has positional authority. Being able to ask for what you need from a superior can be challenging at best. This is where baseline trauma-informed learning becomes critical to human-facing work. Your leader can terminate you if you don’t do your job well, but you need them to help you grow in order to do your best work. Through trauma-informed support and coaching, leaders will be able to access their employee’s area of need, do a root-cause analysis and provide effective guidance. Trust will allow employees to engage with their leaders more authentically and have agency to ask for what they need to work at their optimal level.
Patience—with oneself and others—is a crucial component in any meaningful learning process. Neuroscience research shows that stressed brains struggle to learn effectively, which makes patience essential for individuals and organizations aiming to shift mindsets and embrace new skills. Patience isn’t just about waiting but about creating a supportive environment where people feel secure enough to attempt new things without fear of immediate perfection. Missteps and setbacks are natural and even necessary parts of learning; they provide valuable insights and opportunities for growth. Patience helps individuals build mental resilience and strengthens their ability to handle challenges constructively. Ultimately, patience inspires the courage to try repeatedly, turning initial failures into lasting success and empowering people to reach their fullest potential.
Grace—for yourself and others—can be defined as forgiveness that is not earned. Although this concept can be challenging to embrace, it is essential to first learn how to grant ourselves grace. By forgiving our own shortcomings, even when we feel we haven’t “earned” it, we create a pathway to extend grace to others. This practice of offering grace is vital for personal development and plays a significant role in shifting individuals and organizations toward a trauma-informed mindset. When we cultivate an environment of grace, we enable people to feel safe and supported as they navigate their learning journeys. This shift not only promotes understanding and empathy but also encourages resilience and growth. Ultimately, extending grace fosters a culture where everyone feels valued and empowered to learn from their experiences, leading to a more compassionate and inclusive atmosphere that benefits individuals and the organization as a whole.
