Dr. Andrea Hollingsworth

Today marks a significant moment in American history. Twenty-three years ago, we were all stunned into silence as we watched the unimaginable unfold with the tragic events of September 11. For many of us, this day is forever etched in our memories, a moment we can vividly recall where we were and what we were doing. To this day, the fall of the Twin Towers remains the deadliest terrorist attack in human history.

With the rise of television, our awareness of trauma has expanded. We are no longer confined to the experiences of firsthand victims, but we are now visually exposed to the trauma of others, gaining a deeper understanding of what trauma entails. Thankfully, the term “trauma” has entered our vocabulary, allowing us to communicate our experiences and extend empathy and support to those in need.

What is trauma? It depends on who you ask. The American Psychological Association defines trauma as “an emotional response to a terrible event such as an accident, crime, natural disaster, physical or emotional abuse, neglect, experiencing or witnessing violence, or the death of a loved one.” 

As for me, I define trauma as “the ongoing suffering caused by experiences in which we felt powerlessresponsible, and alone.”

The symptoms for those who have experienced trauma can vary widely, including shock, denial, unpredictable emotions, flashbacks, strained relationships, and various psychosomatic issues like headaches, nausea, and many more. These symptoms can significantly impact an individual’s functioning, social relationships, and work responsibilities.

As leaders, how can we support those within our workplaces who have experienced trauma?

Supporting Colleagues Who Have Experienced Trauma

Establishing a safe work environment is essential. Silence, denial, and inaction are common responses to trauma, but action is necessary. Acknowledgment fosters connection and trust. As Judith Herman states in her groundbreaking work on Trauma and Recovery, “Without a supportive social environment, the bystander usually succumbs to the temptation to look the other way.” In the absence of strong support, the tendency to forget or repress trauma can prevail.

Herman outlines three necessary steps toward healing for individuals who have experienced trauma:

  1. Establishing Safety
  2. Remembrance and Mourning 
  3. Reconnection 

These steps need to be worked out in order with safety as a prerequisite for the healing process to begin. Trauma robs individuals of their sense of power and control, making it crucial to establish a safe environment from the outset.

Creating a Safe Workplace

A safe workplace is one where clear communication and established rules create a physically, emotionally, and relationally safe environment. Leaders should cultivate norms of relational safety, allowing individuals to communicate openly about their triggers and needs. When someone feels overwhelmed, they should be able to approach their manager for support without fear of judgment.

This type of environment fosters a human-centered culture rather than a solely work-centered one, ultimately benefiting the entire organization and the wider community.

Shifting to a Partnership-Oriented System

Fostering a healing and resilient workplace culture leans toward a partnership-oriented system, contrasting with the common domination-oriented approach. As Kaia Meave notes, “A domination system is based on the concept of one or some people having POWER OVER other people. A partnership system is based on a more egalitarian system of creating POWER WITH one another, where everyone contributes and benefits from the health and happiness of the whole.”

As leaders, our role is to establish a safe and compassionate work environment that acknowledges trauma and supports healing. Silence and inaction only perpetuate suffering; instead, we must choose to act. By fostering an atmosphere of empathy and understanding, we can help our colleagues navigate their experiences, ultimately creating a stronger, more resilient workplace.

As Riane Eisler and Douglas P. Fry remind us, “Time doesn’t heal; time conceals.” Let us commit to being the leaders who foster healing, connection, and resilience in our workplaces. 


About Andrea

Andrea Hollingsworth, Ph.D., is an acclaimed keynote speaker, bestselling and award winning author, and trusted consultant who’s spent years studying the transformative power of compassion. Since 2008, she has been speaking and writing about the science and spirituality of human emotions and relationships. Her articles have been published more than a dozen times in peer-reviewed journals, and she has taught at prestigious institutions like Princeton, Boston University, and Loyola University Chicago. In addition, Dr. Andrea has delivered talks to audiences at some of the top-ranked universities in the world—including Cambridge University in England and Heidelberg University in Germany.

Dr. Andrea spends most of her time inspiring leaders and teams to use The Compassion Advantage™ to build supercharged organizations through cultures of care—especially in times of challenge and change. She lives in Maple Grove, Minnesota where she cheers hard at her son’s soccer games and relishes every opportunity to visit the north shore of Lake Superior.