When trauma enters the workplace — whether from a serious accident, a sudden loss, or an act of aggression — it impacts focus, trust, and connection. Unspoken, it grows, leading to disengagement, absenteeism, silent grief, and a wellbeing policy that no longer reaches people.
This training delves into the real impact of trauma in the workplace and introduces trauma-informed leadership. You’ll gain insight into how a traumatic event affects individuals and the ripple effect it has on teams, leaders, and the organisation. We’ll explore how trauma can trigger leaders personally and how your response influences trust, behaviour, and psychological safety at work.
Learn how to face trauma and triggers with clarity and compassion, and how to integrate this into your leadership style. We’ll guide you through the process of acknowledging, processing, and transforming trauma, making it a core part of your wellbeing policy and organisational mission.
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HR and Psychology: A Five-Stage Model of
Post-Traumatic Growth for Employee Wellbeing
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To navigate this challenge, HR professionals can draw inspiration from psychology. Dr. Edith Shiro’s five-stage model of post-traumatic growth, originally developed for individual recovery, offers a valuable lens through which organisations can better understand the emotional trajectory of trauma recovery.
While this model is not a leadership framework, it provides essential insights into how people rebuild capacity, identity, and resilience over time. Each stage offers HR opportunities to support recovery in a structured and sensitive manner:
1. Awareness – Radical Acceptance
Leaders learn to recognise emotional distress and create space for open conversations.
2. Awakening – Safety and Protection
HR fosters environments where psychological safety is not just encouraged but expected.
3. Becoming – A New Narrative
Flexible roles and coaching help employees reframe their purpose and professional identity.
4. Integration – Reconnection and Belonging
Peer support and inclusion initiatives assist in rebuilding trust and team cohesion.
5. Transformation – Growth and Contribution
Employees who have processed trauma can take on roles as mentors or wellbeing ambassadors.
This phased approach helps HR professionals design support systems that align with everyone's recovery journey, ensuring a personalised experience. Translating this understanding into systemic practice requires a clear, actionable framework — one that promotes sustainable wellbeing and long-term resilience.
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Why This Training Matters
Trauma-informed leadership equips leaders with the tools to guide their teams through challenging emotional terrain. By integrating Dr. Shiro’s five-stage model, HR and leadership can build a culture that promotes healing, trust, and continuous growth. This holistic approach not only addresses trauma but actively fosters a supportive, resilient work environment where everyone can thrive.
