It seems that despite all of efforts many organizations are taking, still nearly half of our workforce does not experience a culture of safety.  And we are seeing it healthcare just as well.  The State of Healthcare Safety 2026 report, based on data from about 1.3 million employees and over 23 million patients, finds that safety culture is rebounding but recovery is uneven. Nearly 46.6% of healthcare workers still report low perceptions of safety in their organization.  This week, I’m providing a talk about 4 things organizations could be missing to create psychological safety, and I still say that skill-building in trauma-informed communication is one of them.

As leaders, we don’t just lead operations, but we are also called upon to lead the intricate human dynamics within our teams.  Repeatedly, what I’m seeing in the leaders I train is while many organizations provide basic leadership training, they miss the foundational nature of communication, and a critical, yet often overlooked, aspect of communication is understanding the profound impact of trauma on communication and behavior. Trauma, direct and indirect is a universal experience, and it is one of the filters that shape how we perceive, process, and respond to the world around us. For leaders, recognizing and responding to this reality is not just a compassionate approach; it is a strategic imperative for building resilient teams, fostering trust and psychological safety, and cultivating healthy work environments.

What do you mean by trauma-informed communication?

When I talk about trauma-informed communication, I’m speaking of a listening and communication approach that recognizes that every interaction we have has the capacity to activate your or someone else’s unhealed wounds. In that recognition, our listening, responses and capacity for empathy widens.  For leaders, this may look like shifting from a mindset of “What’s wrong with you?” to “What happened to you?” It may involve understanding that challenging behaviors or communication patterns may be adaptive responses to past or ongoing trauma, rather than intentional defiance or incompetence. In organizations, it looks like integrating this knowledge into policies, procedures, and practices, actively resisting re-traumatization. 

Why is Trauma-Informed Communication Crucial for Leaders?

Leaders are in a unique position to influence the emotional climate of their teams and organizations. When leaders adopt a trauma-informed lens, they can:

• Enhance Psychological Safety: By understanding the roots of certain behaviors, leaders can create an environment where individuals feel safe to express themselves and challenge unacceptable behaviors without fear of judgment or re-traumatization.
• Improve Team Cohesion and Trust: A trauma-informed approach builds deeper empathy and understanding among team members, strengthening bonds and fostering a culture of mutual support.
• Reduce Conflict and Misunderstandings: Many workplace conflicts stem from misinterpretations of behavior. Trauma-informed communication helps leaders de-escalate tensions and address underlying issues more effectively.
• Boost Employee Well-being and Retention: When employees feel understood, respected, and supported, their overall well-being improves, leading to higher job satisfaction and reduced turnover.
• Drive Innovation and Productivity: A safe and supportive environment where individuals feel empowered to contribute their authentic selves naturally leads to greater creativity and problem-solving.

R.E.M.A.P.ING Our Communication

Often, leaders are asked to become something for which they have limited capacity, know-how, and skill.  I created The R.E.M.A.P™ Framework to provide an accessible roadmap to re-imagining and reframing how we approach interactions in our relationships, especially when there is conflict.   

1. Recognize, Reflect, (Regulate) Respect

Recognition is the first step to transformation.  But we must be willing to pause and reflect on the root of our (and others’) behavior and regulate our own emotions so that we can move into every interaction with respect and behavioral flexibility.

2. Emotional Awareness & Courage

Emotional awareness (that is recognizing what is coming up for us emotionally) is the first step in accessing our innate emotional intelligence. When we are aware that we are feeling, we can name it, regulate it and then communicate with respect and courage.

3. Mirror, Model, & Mend

The pause to recognize, reflect, regulate and connect with our emotional intelligence give us access to the flexibility to mirror and model what we want to see in the interactions with our colleagues and teams daily.  The courage helps us to mend harm (intentional or unintentional) when it occurs. 

4. Adaptability, Accountability, Acknowledgment

Being trauma-informed in communication also requires that we gain the ability to adapt flexibly to changing dynamics in communication, acknowledging when the energy (i.e., non-verbal communication) shifts and being accountable to our own reactions while acknowledging the boundaries we also need for respectful discourse. It’s also important to acknowledge when things are going well. Societally, we tend to focus on only what needs to be improved, however, science shows that acknowledgment boosts morale and motivation in ourselves and the people around us. This aspect of the framework reminds us to use positive acknowledgment generously and often.

5. Practice Progress Over Perfection

When I train leaders, I always remind them that this work of being trauma-informed is a marathon, not a sprint.  Growing up I always her “practice makes perfection” but as I’ve evolved, I’ve come to recognize the value of progress over perfection.  When we practice progress over perfection, we not only free ourselves from shame when we make mistakes (because we WILL make mistakes), we also remember to have a beginner’s mind.  Modeling this on our teams and in organizations is the foundation of Learner Safety (a key stage in cultivating psychological safety). 

The Path Forward

Adopting trauma-informed communication is a continuous journey of learning and refinement. It requires self-awareness, empathy, and a genuine commitment to creating environments where everyone feels safe, respected, and empowered. By integrating these principles into their leadership style, leaders can not only mitigate the negative impacts of trauma but also foster a culture of profound connection, resilience, and ultimately, human flourishing. It’s about leading with compassion, understanding, and a deep commitment to the well-being of every individual on your team.

Create Psychological Safety in your organization. When you leave your employees feeling seen, heard, understood, valued, appreciated, and respected they will stay and make your organization their career home. Want to know more? Contact Dr. Clairborne to discuss her offerings and how she can help our leaders increase trust, safety and belonging in your organization.   Learn more: https://www.mindremappingacademy.com/corporate-programs