Leadership & Organizational Development
The quality of leadership directly determines the health and success of any organization. With that truth as my guiding principle, my journey from an early fascination with what makes a quality leader, how they inspire others, and how they foster individual growth and organizational cohesion, has led me to recognize the profound impact of leadership on organizational culture and individual well-being. Through experience with both civilian and military leadership, I have come to understand that a leader’s effectiveness is fundamentally shaped by their self-awareness and nervous system regulation.
Building upon this foundation, my 15 years as a clinical psychologist specializing in trauma have heightened my awareness of the crucial role of safety, predictability, trust, inclusion, and belonging – the antithesis of trauma – in individual and group thriving. It has become increasingly clear that individual healing and thriving is often hindered by unhealthy environments, particularly in the workplace. Consequently, my understanding of these two interconnected areas has converged, highlighting the pivotal role of effective leadership in cultivating environments that promote well-being and organizational success.
As a result, I integrate my understanding of trauma and leadership to support leaders in developing work environments, cultures, and relationships characterized by harmony, consistency, collaboration, and clarity of communication. These elements counteract the effects of trauma, foster safety and stability, and ultimately support organizational coherence, mission effectiveness, and a healthy, resilient culture. I understand how to support leaders in deepening their self-awareness, recognizing their internal and interactive patterns and the impact of those patterns on the organization and the teams they lead, and increasing their ability to lead with empathy, emotional intelligence, and care for others.
With over twenty years of military experience and an equal amount of time studying human behavior in the relational context, I have seen many examples of what happens when leaders fail to embody these qualities. This failure leads to negative consequences for the teams and organizations they lead. I have also witnessed the possibilities that are realized when leaders are committed to their own evolution as the entire organization is invited to participate in the journey towards a brighter future. The quality of leadership determines the quality of the organization and its ability to achieve its mission and advance its cause.
So how does this work take form?
Providing education and training that help people understand themselves and others, including how past experiences shape current behavior and communication styles. For example, workshops on attachment theory can help teams understand relational dynamics, while training on the impact of trauma can foster empathy and reduce reactivity in the workplace.
Supporting leaders in developing increased self-awareness, particularly by understanding the nervous system's role in stress responses and emotional regulation – a key principle of trauma-informed care. This includes training in mindfulness techniques and practical strategies for self-regulation, enabling leaders to manage their own stress and effectively support co-regulation within their teams, fostering a calmer and more resilient work environment.
Through coaching and consultative support, I help leaders identify their individual strengths and challenges, examining both historical patterns and current stressors that may be hindering their effectiveness. This process might involve exploring family-of-origin influences on leadership style or analyzing current communication patterns that contribute to team conflict, ultimately empowering leaders to break free from limiting behaviors and cultivate more productive leadership habits.
Cultivating spaces and experiences, such as team-building workshops focused on vulnerability and trust-building, and communication training that emphasizes trauma-informed, non-violent communication techniques. These interventions foster authentic expression and effective engagement, resulting in improved collaboration, stronger team cohesion, and a measurable reduction in interpersonal conflict.
Enhancing the development of work cultures and environments characterized by psychological safety and mutual care, where employees feel valued, respected, and supported. This involves strategies such as implementing clear and consistent policies, promoting open communication channels, and training leaders in trauma-informed practices to create a foundation of trust and belonging, leading to increased employee engagement and reduced turnover.
Grounded in my unique synthesis of trauma psychology and leadership development, my mission is to guide leaders in building organizations that prioritize both individual well-being and collective success, recognizing that true organizational health is inseparable from the health of its people.