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Human Resources
Name It, Tame It: Trauma-Informed Leadership and Felt Safety at Work
What looks like a performance problem is usually a culture problem.
When performance problems show up at work, most organizations respond by adding something: a new policy, more training, another initiative. But those problems usually aren't what they look like. What gets logged as a performance issue is often a nervous system response to culture, and no policy fixes a nervous system.
Key takeaways:
- Why what looks like a performance problem is usually a nervous system problem caused by culture, and why that changes the intervention entirely
- How the community meeting practice from Dr. Sandra Bloom creates felt safety through ritualized behavior, so hard conversations stop feeling like surprises
- Why the first move in any culture change effort should be asking what you can stop doing before adding anything new
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related
Story First: Why Information Alone Can't Drive Change
The gap between knowing and doing is where change initiatives fall apart. Story is what closes it.
Shatter the Limit: Building Resilient Leaders Who Thrive in the Uncomfortable
Your past doesn't equal your future. Neither does your team's past performance equal their ceiling.