Evolving Leadership Development A new approach with trauma-informed coaching

Is it possible that many individuals undergo trauma at some point in their lives? I believe it is. Is it also possible that, in some of these situations, it is a difficult moment faced rather than a trauma? Yes, it is.?

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With the rise of medically-focused media, clinical language has become more accessible, says Daniela Montalto, PhD.

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Medical terms with clear, distinct meanings — such as depression or trauma — have entered everyday dialogue. At times, overuse of these terms in casual settings can diminish their impact when applied to situations where they truly belong.

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Influencing behavioral change

What I’d like to emphasize is that significant advancements are reshaping the coaching landscape.

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As this exciting field evolves, we are gaining new insights from neurobiology (the study of the nervous system and brain function) and epigenetics (the study of heritable traits).

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These developments, along with trauma-informed approaches, are influencing how we help leaders make lasting behavioral changes. The coaching community has already started exploring ontology, neurobiology, and somatics to better understand the complexities of the human experience.

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Coaches are reflecting on individuals’ deeper patterns and perceptions — and how these can shape their thinking and behaviors. A coach’s ability to recognize these underlying patterns and perceptions may enhance their interventions and support more meaningful change.

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A trauma-informed approach to leading teams and organizations

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In this new era, where there is much more discussion, awareness, and recognition of the impact of trauma, we are seeing an evolving legal landscape, broader media coverage around trauma, and more public access to resources and support for those in need.

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Leaders — across all levels of the organization — can develop a deeper understanding of the significant impact trauma can have on an individual’s fears, reactions, and sensitivities. Organizations can include this understanding as part of their resources, training and development programs, recognizing the role they play in creating support structures that enable people to do their best work.

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By ensuring consistent leadership development that evolves to include trauma-informed coaching, we can go beyond traditional leadership approaches.

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How? A trauma-informed approach to leading recognizes that an individual’s life may be touched by trauma in some way, either directly or indirectly, consciously or unconsciously.? For example, research has shown that trauma may also be passed down through the generations — this is known as multi-generational trauma.

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When a leader is trauma-informed, they can apply their knowledge and insights to better understand the issues, emotions, and memories an individual may struggle to process, which may be latent or hidden, resulting in unseen impacts.

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A trauma-informed leader seeks to understand underlying emotions and past experiences, recognizing how they shape a person’s psychological makeup, and ultimately, who they are.

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Through my writing, I hope to empower organizational leaders to adopt more informed, holistic strategies that take these factors into account when managing and growing individuals and teams.

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A common pattern in leaders

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I’d like to share a common pattern I’ve observed in leaders involving addiction within their families. A leader may have taken on the role of “hero child”, prematurely assuming responsibilities such as caring for parents or younger siblings.

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This history of caring and this sense of duty — ensuring everything runs smoothly and taking charge — often transfers to the corporate environment, where it manifests as a drive to lead.

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While it may appear that the individual is a natural born leader, in reality, they may be replicating the role they played within a dysfunctional family setting within their career.

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The hidden deficit

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What is the challenge here for that individual leader?

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While they have learned to manage responsibilities well, they often hide a significant deficit in self-care. Those forced into positions of responsibility early in life may struggle to meet their own needs in adulthood, even as they lead teams and organizations.

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The trauma-informed leader comes to these situations, with the right understanding, which, in turn, supports them in their responses and strategies. This can truly create a meeting of minds for all involved, providing pivotal support that benefits everyone.

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In upcoming articles, I’ll explore what trauma-informed approach looks like in practice, and how we, as coaches, can address these issues to support healthier leadership.

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