Empathy World

Businesses must understand how humans operate and develop trauma-informed compassionate leadership skills to support customer and employee needs. Trauma-informed compassionate leadership focuses on workplace health and safety by understanding how trauma affects humans to avoid causing harm. We often normalize behaviors and thought patterns that are symptoms of unresolved trauma, intergenerational trauma and sensitive nervous systems. Trauma is the feeling of too much unwanted aloneness and not being able to cope with those emotions, causing them to get stored in the mind, brain and body. Unprocessed trauma is passed down through the DNA for at least 3-4 generations. Examples of involuntary trauma responses include: -Fight: Yelling, violence, aggression, bullying, abuse. -Flight: Mental disassociation, running away. -Freeze: Procrastination, laziness, being unable to move. -Fawn: -->Prioritizing pleasing others before yourself. -->Perfectionism. -->Being nice to others and avoiding conflict to keep the peace at your own expense. -->Hyper-independence: Pushing others away even when you crave connection and empathy. -->Overworking: For approval, seeking external validation when you need rest -->Toxic positivity: Only feeling positive emotions and numbing yourself to uncomfortable emotions. -->Hyper-critical of yourself and others. -->Over-apologizing and over-explaining: Taking the blame and making excuses for not being perfect. Developing self empathy heals the root causes of empathy imbalances and lowers risks for businesses. We can only have empathy for others if we develop self empathy first. Compassionate leaders practice kindness towards themselves. Let's normalize self empathy and empowerment over judgment and selfishness. Have you seen or experienced any of these behaviors in your workplace? What self empathy development practices do you use when you experience these symptoms? #traumainformedleadership #compassionateleadership #humanempathy #deibj #selfempathy #humanriskmanagement

One-way feedback in performance reviews is an emotionally abusive practice. We must value all perspectives and recognize that they are different and valid. Businesses do not recognize that the hierarchical nature of companies can emotionally trigger people with Complex Childhood Attachment Trauma (CPTSD) and intergenerational trauma (unprocessed emotions passed down through the DNA for 3-4 generations), which is often undiagnosed and hidden. If people grew up in hierarchical family systems where they did not have a voice and were emotionally/psychologically abused (which is often normalized) in a similar relationship pattern, one-way feedback can leave a person feeling triggered, powerless, voiceless, and/or angry if those emotions were not processed. People can revert back to childish behaviors in the workplace that are imprinted in the mind, brain and body until released. One-way feedback is ineffective and creates a toxic work environment that can leave people feeling unsafe. This is why it is essential for workplaces to learn skills in trauma-informed compassionate leadership, emotional intelligence and empathy; we must stop re-traumatizing people in the workplace and recognize that all humans have emotional triggers and needs that deserve to be met with compassion and care. Together we are empathy. #traumainformedleadership #compassionateleadership #humanempathy #deibj #emotionalsafety #psychologicalsafety #cptsd #intergenerationaltrauma #emotionalintelligence