How can you use trauma-informed care principles to support clients in career counseling?

Trauma can have profound effects on employees and career seekers, exacerbating existing challenges related to sensory sensitivities, social interactions, emotional regulation, anxiety, and stress. It is essential for employers and organizations to create inclusive and supportive environments that accommodate the unique needs of everyone and provide access to resources and support services to help them thrive in the workplace.

In my experience of working with people who were impacted by the recent layoffs in the tech and finance industry, the trauma definitely impacts their career development. As casualties of corporate restructuring, they have the tedious task of having to find a job while juggling multiple priorities personally and professionally. Many of these professionals are not prepared for the modern approach to the job search. Their frustration and overwhelm can lead to avoidance, anger, and more commonly anxiety. It may take some time to develop and reframe the process. Thankfully, they have some support and resources but mindset is a big part of being motivated to take the steps necessary for a career success plan.

Renowned medical doctors and trauma specialists Bessel van der Kolk and Gabor Maté explain that "Trauma isn't what happens TO you, it's what happens INSIDE you." According to their research, it's also important to remember that trauma isn’t just the bad things that happen, it’s also the good things that should have happened to you – but didn’t. In a work context, traumatic events can be: - Too much too soon (e.g. company layoffs); - Too much for too long (e.g. microaggressions); - Too little for too long (e.g. no promotion or performance recognition). If trauma survivors end up with "impostor syndrome", low self-esteem, etc., it can be falsely attributed to poor job performance. Trauma-informed care considers situational factors.

The principles of trauma-informed care essentially create a safe space where the client has autonomy. It is imperative that the client feels they are supported. SAMHSA lists the six principles of trauma-informed care as: 1) Safety - understand the client's view of safety 2) Trustworthiness & Transparency 3) Peer Support 4) Collaboration & Mutuality 5) Empowerment, Voice & Choice 6) Cultural, Historical & Gender Issues The client must feel comfortable to open up and feel that they are fully heard, seen, and respected. This is imperative in building rapport as a service provider but especially as a career counselor or other helping professional.

In the U.S. many people in the career counseling profession have Board oversight by organizations like the NCDA, the CRCC, and the NBCC. Many career counselors also hold state licensure status as LPCs or LCSWs. Career counselors are required by their governing boards to fulfill continuing education units (CEUs) to maintain their certifications and/or licensures. I recommend seeking out CEU opportunities that cover a range of topics including training on trauma-focused counseling modalities such as EMDR, CPT, and TF-CBT. Know how to recognize when something is outside of your scope of practice and make referrals accordingly!

In my experience, being empathic, intuitive and actively listening to the needs of the client are necessary. Holding space for the client to feel safe to open up is key. I like to see my role as an accountability partner and help them access their empowered decision-making skills. My approach is collaborative, personalized to the individual and I meet the client where they are at. Often, I do recognize certain patterns of behavior that align with attachment styles. Although attachment styles are commonly associated with relationships, they also give us insight into our relationship with ourselves and it ties to our career approach also. The attachment styles are listed below: 1) Secure 2) Anxious 3) Dismissive Avoidant 4) Fearful Avoidant

To EMBODY trauma-informed career counselling, we need to be free from blame, shame, or judgment of our clients. That sounds obvious, but blame and shame are inherent in Western corporate culture. It's why concepts like "it's OK to fail" are incongruent with performance management and compensation systems that punish as much as reward. To be trauma-informed is to recognize that our trauma and emotions can't be left outside the office door, anymore than our brains and bodies can. Trauma narrows our Window of Capacity and affects our behavior. Next time a client is late or "fails" at something, counselors can get curious and ask nonjudgmental questions to learn the big picture and see them as a whole person, with or without trauma.

A trauma-informed approach requires that you gain the trust of the client. Understanding their perspective and using it as a guide to how to engage. Also, you can offer tools that encourage the client to be more empowered and that can come with embracing resilience. Resilience as defined by Valorie Burton of the CaPP Institute is 1) Authentic 2) Flexible thinking 3) Reaching out for help 4) Using one's strengths and 5) mostly optimistic. I have found in helping job seekers who were impacted by layoffs, appreciate learning more about resilience so they can open up their realm of possibility.