The last blog I wrote was about my experience of interviewing a team that I eventually decided had been traumatized. I surmised that too many difficult or negative changes over a short period of time was the culprit. In different ways, individuals on the team evidenced symptoms like feeling hopeless, a sense of persecution, anger and cynicism, and an inability to empathize and numbing, among others. These symptoms are all found on “A Trauma Exposure Wheel” in “Trauma Stewardship” by Laura van Dernoot Lipsky and Connie Burk. As I write this I am researching and evaluating a ‘retreat playshop’ for the team.
While I mulled over my initial findings, I discussed them with a colleague who specializes in recognizing and dealing with trauma. I was struck by some things she said during our conversation. Most haunting, trauma experience is everywhere. And you can’t ‘fix’ it, first it must be named. She went on to say that trauma is a most stubborn thing, if you confront it directly, it will get stronger. But, she added that underneath the presentation and symptoms of trauma is resilience and ways of managing. The presentation of the trauma symptoms protects a person’s vulnerability. All this sounds to me, the consultant and coach, like trying to get through a briar patch without getting pricked and torn, just to pick a few berries. And not to mention, that I might trigger a response that increases vigilance and resistance to my intervention, however gentle and well-intentioned!
I am reminded of the supervisor of the team who is at her wit’s end, “nothing makes any difference. No matter what I do, it doesn’t change. Negativity always crops up no matter what.” How tough, ouch!
As I ponder the retreat I am planning, I have been looking through many references and articles for inspiration and ideas. At this point, these are the basic and necessary aspects of the retreat, first naming the issue, and then individuals on the team need to know they are heard, respected, acknowledged, and appreciated. All this before figuring out how to move on, and move on considering what everyone on the team has learned. Move on in a positive direction.
Considering the most significant reflection by my colleague, that there are indications of trauma experience ‘everywhere’ and the lament of the supervisor, ‘nothing changes, nothing works’, I wonder how many well intentioned work interventions, consultations, and simple work place changes appear to have been fruitless because the underlying issue was not recognized and therefore was not addressed. I wonder if the tendency has been to go right to the ‘fix it and move on’ mode.
Stay tuned for some concrete ideas about improving a team’s traumatization responses and an update.