Trauma informed practice is not a therapeutic intervention; it is a way of doing business as usual, or better, with a set of practical shifts in how we communicate, respond to others and set up expectations and ways of working with others who are affected by their experiences of trauma and their consequent ways of being.
Behaviour That Looks Like Trouble
Trauma responses are often manifested in behaviour at work that appears negative such as being aggressive, withdrawn, late, forgetful etc. But with a better understanding of stress responses, the manager can turn what appears to be trouble with behaviour into a more constructive conversation. This can be done by asking more questions and trying to understand the root cause of the behaviour and how you can assist in order to resolve the situation.
The Five Core Principles
Trauma informed practice is based on 5 core principles of practice: safety, trustworthiness, choice, collaboration and empowerment. This can translate into practice by ensuring that spaces where meetings are held are consistent and do not change, that you adhere to what you say you will do, that people are given choices rather than told how to do something, that people are involved in decisions that affect them and that practice focuses on people’s strengths rather than weaknesses.
Adjusting Language Without Clinical Knowledge
No need to be a clinician! Simple changes in the way that you communicate can be enough to adopt a trauma informed approach. An example of this could be changing the way that you ask questions about a situation that has occurred. So instead of asking “why did you do that?” you could ask “can you help me understand what happened?” Giving someone advance warning that you are going to be speaking with them about something is also really important. And then there is the issue of avoiding putting someone on the spot in front of their colleagues. This can be really distressing for people who have experienced trauma and can lead to them becoming defensive.
Consistent Policies Reduce Distress
People with a trauma history can be severely distressed by unpredictable processes and procedures and by staff not being clear about what they are doing or why. Ensuring that all organisational processes and procedures are clear and are implemented consistently is crucial to creating a safe working environment for people with a trauma history.
How This Differs From General Awareness Training
Unlike awareness training about mental health and its effects, Trauma informed practice training focuses on the changes in practice required by staff. These include the way they communicate with others, how they give feedback, and how they respond when a person’s behaviour appears to be becoming dysregulated. The NICE published guidance on trauma-informed approaches. Embedding such approaches within an organisation requires more than an understanding of the principles, it requires practitioners to put these principles into practice.
By establishing a workplace where all individuals are supported to function well to the best of their ability, the behaviour of others can come to be more stable and open.
