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Holistic and Trauma-Informed Leadership
Holistic and Trauma-Informed Leadership is your go-to resource for succeeding at work without sacrificing your well-being. Every issue explores actionable strategies for trauma-informed leadership, curious communication, and cultivating psychological safety—all through a holistic and trauma-sensitive perspective. Whether you're tackling workplace challenges, combating burnout, or building a culture where everyone belongs, you'll find the practical tools, transformative insights, and fresh inspiration you need to lead with authenticity, confidence, and care.
Subscribe today and take the first step toward becoming the kind of leader who creates lasting impact while maintaining their own wellbeing.
Welcome to the First Edition of Holistic and Trauma-Informed Leadership
Welcome, and thank you for being here. If you’re reading this, you’re likely a leader navigating the challenges and stresses of work while trying to maintain a healthy personal life. Leadership is difficult and can be isolating. This newsletter is here to offer practical suggestions and build connections between leaders.
In this first issue, I’ll explore why holistic and trauma-informed leadership is vital, why now is the time to embrace it, and how this approach can empower you to lead with greater clarity, confidence, and care.
Why Holistic and Trauma-Informed Leadership?
Traditional leadership often focuses on results—metrics, outcomes, and efficiency. While those are important, they miss a critical piece of the puzzle: the people behind the results. People bring their whole selves to work, including their experiences, emotions, and challenges. Ignoring that reality often leads to burnout, disconnection, and diminished performance—for both leaders and their teams.
Holistic and trauma-informed leadership shifts the focus. It’s about integrating:
- Well-being: Prioritizing mental, emotional, and physical health—for yourself and your team.
- Emotional intelligence: Cultivating the self-awareness and empathy needed to build trust and connection.
- Trauma-informed practices: Recognizing how experiences, including adversity, shape behavior and creating environments that feel safe and supportive.
This approach recognizes that leadership isn’t just about what you do; it’s about how you show up. It allows you to lead with balance and purpose while fostering a culture where everyone can thrive.
The Why Behind It
The need for this shift is clear:
- Burnout is rampant: A growing number of leaders and employees report feeling exhausted and disengaged.
- Trauma is widespread: Nearly 70% of adults experience trauma at some point in their lives, which inevitably impacts the workplace.
- Connection is fragile: Rapid changes in work environments, including remote and hybrid setups, have left many feeling isolated and disconnected.
Holistic and trauma-informed leadership addresses these challenges head-on. It equips you with tools to build resilience, foster belonging, and sustain success—not just for your team, but for yourself.
Why Now?
If ever there were a time for leaders to embrace this approach, it’s now. Here’s why:
1. The Workplace is Under Strain
From economic uncertainty to global crises, stress is a daily reality. Leaders bear the weight of navigating these challenges while supporting their teams and maintaining their own well-being. Without the right tools, it’s easy to fall into reactivity or burnout. A trauma-informed lens helps leaders approach these pressures with steadiness and clarity.
2. Employees Expect More
The “Great Resignation” and shifting workplace trends have made it clear: employees are no longer willing to work in environments that neglect their well-being. They want workplaces where they feel valued, supported, and connected. Leaders who prioritize holistic practices are better equipped to meet these expectations and create cultures where people want to stay.
3. Generational and Cultural Change
Today’s workforce is increasingly diverse, and younger generations prioritize inclusivity, mental health, and work-life harmony. Trauma-informed leadership meets these needs by creating psychologically safe environments where diversity is celebrated, and individuals feel they belong.
4. Leadership Sets the Tone
How you lead impacts more than just your team; it sets the tone for your entire organization. Leaders who model well-being, empathy, and resilience inspire those qualities in others, creating a ripple effect that benefits everyone.
Our Mission: Supporting Leaders in Challenging Times
Leadership is hard work, especially in the chaos and complexity of today’s world. My mission is to support you—leaders who care deeply about making a difference while staying true to your values and well-being.
What You’ll Find Here
Each issue of this newsletter will provide:
- Practical Tools: Strategies you can apply immediately, like managing stress responses, fostering trust, or navigating difficult conversations.
- Fresh Insights: Perspectives on how holistic and trauma-informed practices can transform your leadership.
- Inspiration and Support: Encouragement to help you stay grounded and confident, even when the road feels uncertain.
This isn’t about adding more to your plate. It’s about reshaping how you approach leadership so that it serves you, your team, and your mission.
Looking Ahead
Future editions will explore topics like:
- How to Build Psychological Safety on Your Team
- Burn Bright, Not Out: Sustainable Strategies for Success
- Understanding the Role of the Nervous System in Leadership
- 2-Minute Transformations: Small Changes with Big Impact
For now, I invite you to reflect on this: What would it feel like to lead in a way that supports your team while protecting your own well-being? Holistic and trauma-informed leadership offers a path to balance and fulfillment, and it starts with small, intentional shifts.
Closing Thoughts
I’ve seen firsthand how transformational this approach can be. Leaders who embrace it discover new levels of clarity, connection, and impact. They create environments where people feel safe, valued, and inspired to contribute their best. Most importantly, they find ways to lead that align with their own well-being and values.
Thank you for being here and for your commitment to leading differently. Together, we can navigate the challenges of leadership in a way that feels sustainable and meaningful.
Until next time,
Terri
P.S. I’d love to hear from you! What challenges are you facing in leadership, and what topics would you like to see covered in future issues? Reply and let me know—I’m here to support you.
P.S.S. Take the complimentary Holistic Leadership Self-Assessment to learn more about your own holistic leadership strengths.
https://teresa-allred-s-school.teachable.com/p/holistic-leadership-self-assessment-697149
Wellbeing and Leadership
In this newsletter, we’re diving into something you’ve probably heard a thousand times: the importance of prioritizing your well-being. Sure, you know the reasons—better health, stronger relationships, and more happiness. You could probably list them in your sleep.
At the Holistic Leadership Academy, we’ve got our own spin on what personal well-being really means, but we’ll save that for another newsletter. Today, let’s focus on something you might not have considered: how your well-being (or lack of it) directly impacts your leadership.
Here’s the thing—a healthier, more balanced leader creates a stronger, more effective team. So, if putting yourself first feels selfish or impossible, let’s take a minute to explore how neglecting your well-being doesn’t just hurt you—it affects everyone you lead. Trust me, your team is counting on you to show up at your best.
Here are some of the consequences of showing up stressed at work for leaders like you.
- Increased Stress and Burnout: Leaders experiencing high stress levels can inadvertently transfer this stress to their teams, leading to increased employee burnout and emotional exhaustion. A study by the Positive Group found that leaders reporting high stress levels perceived leadership as less supportive and compassionate, which negatively affected team morale. (1)
- Reduced Morale and Motivation: Stressful work environments stemming from overwhelmed leaders can lower team morale. Research indicates that employee motivation and commitment are higher when leaders demonstrate well-being and confidence. (2)
- Decreased Productivity and Performance: Leadership stress can impair cognitive functions such as decision-making and problem-solving, leading to decreased productivity. Leaders under stress may struggle to inspire their teams, resulting in a decline in employee engagement. (3)
- Loss of Trust and Respect: Employees expect leaders to model behavior they should emulate. When a leader appears consistently overwhelmed, it can erode trust and respect. Leaders who do not practice self-care can undermine organizational well-being initiatives, making them seem insincere. (4)
- Poor Team Dynamics and Communication: Overwhelmed leaders may be more reactive and less patient, leading to strained communication. This can create a work environment where employees feel hesitant to share feedback or new ideas. Inconsistent guidance and unclear direction can foster misunderstandings and conflict within the team. (5)
- Increased Turnover and Absenteeism: Chronic stress and a perceived lack of support from leadership are significant drivers of employee turnover. Employees are more likely to leave when they feel unsupported. Before quitting, employees may display disengagement, increased absenteeism, or reduced productivity as a coping mechanism to deal with the stressful environment. (6)
What are some practical ways you can mitigate stress and show up in ways that are supportive of yourself and your team? As you probably figured, it all begins with you.
One day, I was working with a nonprofit leader who was struggling to help her overwhelmed and burnt-out staff. She had tried everything—trainings, wellness initiatives, you name it—but nothing seemed to make a difference.
When we met, the first thing I asked her about was her own schedule. She was quick to tell me that she encouraged her team to set boundaries between work and home, delegate tasks when they felt overwhelmed, and stick to reasonable working hours. But when it came to her own schedule? That was “different.”
She started her days several hours before the organization opened and stayed long after closing. She was on-call 24/7—even during vacations—and jumped in to help with anything, anytime.
Here’s the catch: her team wasn’t following what she said—they were following what she did. They mirrored her pattern of overwork and were just as exhausted and burnt out as she was. It was a classic case of "lead by example," only it wasn’t the example she intended to set.
Here are five concrete actions you can take TODAY to practice and model stress management skills effectively:
1. Set and Maintain Boundaries
Clearly define work hours and stick to them. Avoid checking emails or taking calls outside of these hours unless it’s an emergency. Share this practice with your team to encourage them to do the same.
2. Take Breaks and Encourage Others to Do the Same
Schedule regular breaks during the day and communicate this openly to your team. For example, “I’ll be stepping away for 15 minutes to recharge—be sure you’re taking time for yourself too.”
3. Practice Mindful Stress Reduction Techniques
Incorporate mindfulness practices like deep breathing, meditation, or brief walks into your day. Share these strategies with your team, perhaps even introducing a weekly mindfulness moment during meetings.
4. Delegate Tasks Thoughtfully
Let go of the need to do everything yourself. Trust your team by delegating responsibilities, and frame delegation as an opportunity for growth rather than a sign of weakness.
5. Talk Openly About Self-Care
Be transparent about the steps you take to manage stress and prioritize well-being. For example, share, “I’ve blocked time on my calendar for a workout or some quiet time—what are you doing to recharge this week?”
Modeling these actions not only helps you manage your own stress and creates a workplace culture that values well-being, encouraging your team to follow suit.
What is one action you will take to manage and model prioritizing wellbeing in your workplace this week?
Notes: (1)https://www.positivegroup.org/loop/articles/stress-in-leaders-whats-driving-it-and-whats-the-impact
(3)https://leadersthatgrow.com/stress-affect-leadership-behavior
(4)https://www.stress.org/news/stress-management-for-leaders-improved-mental-health-for-the-workplace
(5)https://www.apa.org/topics/stress/leaders-crisis-management
(6)https://www.infoprolearning.com/blog/leadership-stress-management-strategies-and-benefits