Understanding Stress and Trauma in Occupational Performance

Not all trauma wears a name tag. Over the past five years, the marketing profession has been through a lot — and while it may not be Big T trauma in the clinical sense, make no mistake: it’s left a mark. 2020: Pandemic panic, layoffs, uncertainty. 2021: ZIRP-fueled “growth at all costs.” 2022: Budgets slashed. “Do more with less.” 2023: The old playbooks stopped working. 2024: AI is coming for our jobs. That’s a lot of nervous system whiplash. And for many teams, it’s taken a toll that leaders don’t always see — or know how to address. I’ve been learning about trauma-informed leadership. Not just for teams who’ve endured the unimaginable, but for all of us navigating the micro-traumas of a high-pressure, always-on, ever-shifting workplace. Dr. Cynthia Blomquist Eriksson offers five practices for resilience and recovery that I’ve found especially helpful: Regulation – Help the body come back to calm through breathing, grounding, and nervous system care. Reflection – Name emotions like anxiety or anger without judgment. Ask: where is this coming from? Relationships – Share your story with others. Connection normalizes emotion. Rest and Respite – Prioritize real breaks, sleep, space from screens, and permission to stop. Meaning and Purpose – Anchor your work in your why. Even when things are hard, purpose sustains us. These won’t solve everything. But they’re a good start. And if you’re carrying more than you can hold, I’d encourage you to talk to a trauma-informed therapist or counselor. That’s not weakness — it’s wisdom. I’m still learning, still unlearning, and sharing what I can along the way. If you’re navigating the emotional cost of leadership right now — you’re not alone.

What's not talked about enough on #worldmentalhealthday: Workplace trauma is real trauma. We spend so many of our waking hours at work, and yet we often discount things that happen at work as "okay" or "not as big a deal" because they take place in a business setting. Or, we are told by others to grow up or get over it. There's a false divide between "work life" and "life life" and it's as if trauma only lives in life life. Not true! Many successful people carry work trauma from years ago. Some examples I've heard: 🔔 Being yelled at or publicly scolded by a boss 🔔 Getting thrown under the bus by a teammate 🔔 Feeling blindsided by someone you thought was on your side 🔔 Fighting political battles 🔔 Hearing someone say one thing to only have them act the opposite way. Work trauma can lead to: ✏ Applying an outdated mental model to a new, different environment ✏ A lack of trust in others ✏ Feelings of anxiety and doubt ✏ Feeling stuck and unable to move forward ✏ A heightened sense of self-judgment If you hold workplace trauma, please know that you are not alone! Many, many people have experienced negative events that may still inform how they show up at work today. It's helpful to share these stories with someone. A therapist, coach, trusted colleague, friend. Only then can you begin to work through them and move on to a healthier relationship with work.

How you know you’re bringing past workplace trauma into your current role: - Hypervigilance - Anxiety - Excessive rumination - The need to be “always on” - Job insecurity (hello mass layoffs!) - Struggle with assertiveness Workplace PTSD is common and can be complex to deal with. There was a season in my career where I felt like I couldn’t shake it. Frequently facing emotional triggers in a new job after leaving a toxic one. Replaying old scenarios in my head where I was mistreated, overworked, overlooked not recognized. It weighed a lot on me. And it affected how much I was able to enjoy the employee experience of my new company. It took a while for me to feel safe enough to be “me.” There are many of us who clocked into our jobs today carrying that baggage of PTSD. Here’s how you can begin to let go of that burden: ➕Positive self-talk & self-compassion ➕Plan for your triggers ➕Find closure and acceptance of the past ➕Establish and maintain a support system ➕Set boundaries ➕Prioritize yourself ——————- What’s one thing that has helped you to grow from past workplace trauma? Let’s chat! #employeeexperience #employeeengagement #workplacetrauma #worklifebalance #worklifeharmony #workplaceculture

This LinkedIn user reported to a a British CEO with a plummy accent... who made our friend so anxious that favorite British TV shows and movies were off the menu for a couple years (no Harry Potter!) Sounds funny... but it highlights something really important. Work means a lot to us. It’s the biggest driver of our personal mental health. It’s where many of us find self worth, mastery, recognition, and friends. According to the latest Headspace Workforce State of Mind Report, 53% of employees say work helps them find a community of people with similar lived experiences, and 48% say work improves their confidence or sense of self. All generations of workers report that the number one positive impact from work is community. Nearly 60% of employees report that their manager positively impacted them by being flexible with work to accommodate personal issues, and more than half say their manager positively impacted them by providing mentorship for a professional issue. And when we do work well, mental health is better. A new study in the JAMA found greater job flexibility was associated with decreased odds of serious psychological distress and lower odds of weekly or daily anxiety. Greater job security was associated with decreased odds of serious psychological distress and lower odds of weekly anxiety. And yet, work hurts, too. Headspace for Organizations data also finds almost half (47%) of employees and two-thirds (66%) of CEOs say the majority of their stress or all of their stress comes from work, rather than from their personal lives. 77% of employees say that work stress has negatively impacted their physical health, and 75% say it caused them to gain weight. Work stress is also driving a high rate of breakups and divorces: 71% of employees say work stress has caused a personal relationship to end. Further, 39% of employees report that work has negatively impacted their ability to care for their family or children’s mental health, and 37% say it has contributed to serious mental health challenges, such as substance use or suicidal ideation. Yikes. I do believe positive change is happening, but not soon enough. Most companies I see profess great strides in workplace wellness but their employees tell me a different story. I can't judge whether someone is "toxic" or not- it always takes two to tango, as the saying goes. Too often we call people toxic when really, it's the system that's toxic. But these data show the emotional leverage work has over us. We need to take that seriously as leaders. #workplacementalhealth #anxiousachiever #toxicbosses #futureofwork #mentalhealth Marie-Rachelle Narcisse, PhD, MSc, FABQAURP, CHCQM Monica L. Wang, ScD, MS Katherine Togher, MPH, RD JAMA Study: https://lnkd.in/eji-wvNV Headspace study:n https://lnkd.in/enTCkxWc

🧠 How Trauma Affects the Brain — and Why It Matters in the Workplace Trauma isn’t just “something in the past.” It can physically rewire the brain. When someone has experienced trauma: • The amygdala becomes overactive (hello, hypervigilance and fear). • The hippocampus can struggle with memory and organization. • The prefrontal cortex—the part responsible for focus, reasoning, and emotional regulation—often goes offline under stress. This is why someone may “freeze” in a meeting, seem forgetful, or react strongly to feedback. It’s not laziness or attitude. It’s a nervous system doing its best to protect itself. ✨ Trauma-informed environments don’t just support healing—they improve communication, productivity, and retention. Let’s create spaces where nervous systems can breathe, not just perform.

HOW CHILDHOOD TRAUMA CAN AFFECT HOW YOU SHOW UP AT WORK. Childhood trauma can significantly impact various aspects of a person's life, including their professional life and how they show up at work. Here are some ways in which childhood trauma may influence one's behavior and performance in the workplace: Impact on Mental Health: Childhood trauma can contribute to mental health issues such as anxiety, depression, and post-traumatic stress disorder (PTSD). These conditions may affect concentration, focus, and overall cognitive functioning at work. Difficulty with Trust and Relationships: Trust issues stemming from childhood trauma can make it challenging to form and maintain healthy relationships with colleagues and supervisors. Individuals may be wary of others, fearing betrayal or abandonment. Avoidance and Isolation: Some individuals who have experienced trauma may exhibit avoidance behaviors at work. This could include avoiding social interactions, isolating themselves, or steering clear of situations that trigger memories of past trauma. Impaired Communication Skills: Communication difficulties may arise due to the impact of trauma on social and emotional development. Individuals may struggle to express themselves, assert their needs, or communicate effectively with colleagues. Self-Esteem Issues: Childhood trauma can contribute to low self-esteem and a negative self-image. This may impact confidence levels at work, making it challenging to pursue opportunities for advancement or take on leadership roles. Perfectionism and Overachievement: Some individuals respond to trauma by adopting perfectionistic tendencies or engaging in overachievement as a way to cope. While this drive for success can lead to high performance, it may also result in burnout and stress. Problems with Boundaries: Childhood trauma can impact the ability to set and maintain boundaries. This may result in overcommitment, difficulty saying no, or an inability to establish a healthy work-life balance. Impaired Decision-Making: Cognitive effects of trauma, such as difficulties with concentration and decision-making, can impact job performance. Individuals may struggle with making decisions under pressure or experience indecisiveness. Fear of Failure: Childhood trauma can instill a fear of failure and a constant need for validation. This fear may hinder risk-taking and innovation in the workplace, limiting professional growth. Workplace Triggers: Certain aspects of the work environment, such as hierarchical structures or high-pressure situations, may act as triggers for individuals who have experienced trauma. This can lead to heightened stress and anxiety at work. It's important to recognize the potential impact of childhood trauma and seek appropriate support like professional therapy and counseling. #Trauma #Consulting #PeopleOperations #HumanResources

You're Not Broken – It's the System That Needs Repair After returning from mental health leave, I faced a "needs improvement" rating. The advice was to "Don't take it personally." 🤔 But how can one not? Ratings impact everything: - Salary adjustments - Career trajectory - Self-esteem - Trust in leadership When used punitively, especially in cases of burnout and mental health struggles, they contribute to what's known as "Moral Injury." The Need for Change is Evident and Backed by Data: - Forbes highlights the challenges big corporations face in implementing fair performance assessments. - Harvard Business Review discusses the stigma around mental health in workplaces. - A 2021 Mental Health America report reveals an escalating mental health crisis. - Lyra Health's 2023 study points to a critical gap in employee support for mental health. - A Kornferry survey shows 35% of employee stress originates from managerial pressure, with 80% feeling increased stress due to changes in leadership. - As Paul Gionfriddo, CEO of Mental Health America, notes, "The American workplace was unprepared for the COVID-19 pandemic's impact on employees." The lack of preparation persists, breeding mistrust in Employee Assistance Programs (EAP) and Human Resources. Employees fear stigma and retaliation for voicing their struggles. So, What's the Way Forward? - Training leaders in mental health literacy. - Promoting open dialogue on this widespread yet often silent issue. - Cultivating an environment of acceptance and understanding. - Offering genuine support to employees in need. - Tying leadership promotions and compensation to team wellbeing. - Recognizing the signs of a toxic work culture. - Seeking help when required. Your Thoughts? What other strategies should we consider to foster a healthier workplace? Change won't happen overnight, but it's achievable with collective effort. If you're facing difficulties, remember, my DMs are open. You’re in good company – hundreds have reached out already. You are not alone. You are not flawed. Together, we can make a difference. Stay strong. I'm here for you. ❤️ #changingwork #mentalhealth #conciousleadership #workplacewellness

Let's talk about something real: the impact of trauma on our careers. For me, as a first-gen professional, it's a challenge that no one told me about. I once thought that securing a job was the final hurdle. But I've learned it's only a part of a much larger, lifelong journey. My desire to help and be the support I lacked has often left me vulnerable in professional settings. I’ve been asked to do free work, to give more than I could, because I care – deeply and sincerely. Remembering these instances, I see a pattern – my eagerness to create a supportive environment turned into a liability. People seemed to sense my willingness to go the extra mile and took advantage of it. The tricky thing is that unhealed trauma can present as strengths in your workplace, but each of these strengths can become a critical weakness if you’re not careful… Pro: My resilience has grown with each challenge. Con: I've struggled to set clear boundaries at work. Pro: My empathy compels me to look out for my team. Con: I've often overcommitted, risking burnout. Pro: I've developed strong problem-solving skills. Con: Perfectionism and self-criticism have been constant. Am I fully past this? Honestly, no. My journey as a Founder has helped me realize that I still have a lot of healing to do. But talking about these experiences has been a step forward. This journey is NOT about erasing our past, but about learning how to navigate it with grace and strength so that it doesn’t limit our futures. ✋ Who can relate? Let me know how you’re working on yourself this year! #FirstGen

Have you ever stopped to think if what you're feeling at work is more than just the usual stress? I'm talking about workplace trauma. Trauma isn't just about one bad day at the office. It can mean being stuck in a toxic work culture that keeps you on edge every day. Or it can sneak up on you, making you think it’s normal to feel undervalued or mistreated. Here's something important. There's a fine line between not enjoying your job and experiencing actual trauma. I've been through real workplace trauma, and trust me, it's not the same as just disliking your work. What should you do? First, recognize when what you're facing is serious. It's about experiences that genuinely affect your mental health. Next, consider the signs. Have you moved to a new job and suddenly realized how unhealthy your previous environment was? That's a wake-up call. Most importantly, let's talk about it. Discussing mental health and toxic work environments should be normal, not taboo. Remember, your job shouldn't be a constant source of distress. Have you experienced something like this? How did you deal with it? #WorkplaceCulture #CultureMatters #HealthyWorkplace #Trauma #WorkplaceTrauma #MentalHealth

"The Critical Role of Mental State & Stress Cycles in Healthcare Employee Wellness." In the dynamic world of healthcare, where the well-being of others is often the primary focus, it's crucial to turn our attention inward – to the mental state and stress cycles of healthcare professionals themselves. As a passionate advocate for holistic wellness approaches, I've observed two key trends shaping the landscape of employee wellness in healthcare: The Importance of Mental State: It's not just about physical health. Mental well-being is pivotal in how healthcare professionals cope with daily pressures. Recognizing and supporting mental health is no longer optional; it's essential. Breaking the Stress Cycles: The relentless stress cycles in healthcare settings can profoundly affect staff. Identifying and interrupting these cycles is vital for long-term health and productivity. For those who might still be skeptical about the effectiveness of holistic approaches, consider this: an increasing body of peer-reviewed research is validating these methods. A striking example is found in the "Journal of Evidence-based Complementary & Alternative Medicine." This study explored the impact of Tibetan singing bowl meditation on mood, anxiety, pain, and spiritual well-being among 62 participants. The results? Significant reductions in tension, anger, fatigue, and depressed mood post-meditation (all Ps <.001). Particularly noteworthy was the more significant reduction in tension among those new to this meditation style. This isn't just about relaxation techniques; it's about redefining wellness in healthcare. It's about creating environments and cultures where mental and spiritual well-being are given as much priority as physical health. I would like to invite you to join this conversation. Are you witnessing similar trends in your work environment? How does your organization support mental wellness and manage stress cycles among healthcare professionals? Let's share insights and move towards a more holistically healthy healthcare sector. Yours in wellness, Dr. Kirsten Grant #HealthcareWellness #EmployeeWellbeing #HolisticHealth #MentalHealthMatters #StressManagement #wellness #speaking #health #speaker #corporatehealth