Organizational Trauma And Healing

Leading in Times of Trauma: Healing and Building Resilience Shana Hormann, MSW, PhD Pat Vivian, MA

Definition of Culture Edgar Schein defines culture as: “The deeper level of basic assumptions and beliefs that are shared by members of an organization, that operate unconsciously, and that define in a basic ‘taken for granted’ fashion an organization’s view of itself and its environment.” Shana Hormann and Pat Vivian September 2007

The Work Influences Culture Creation story and rationale for organization’s existence The “struggle” and formation of individual and collective identities Relationship of the organization to society Internal dynamics

Shana Hormann and Pat Vivian September 2007

Individual-Work-Culture Connection Organizational Culture

Individuals Attracted to The Work

Intensity

The Work Itself

Shana Hormann and Pat Vivian September 2007

Organizational Trauma An injury to an organization resulting from a single event or the impact of an accumulation of events. Severe distress from experiencing a disastrous event outside the range of usual experience. Shana Hormann and Pat Vivian September 2007

Sources of Organizational Trauma Single or cumulative injurious event(s) Origins of organization Redemptive nature of the work Empathic nature of the work Resulting internal dynamics On-going trauma may result from interaction of all of the above Shana Hormann and Pat Vivian September 2007

Characteristics of a Traumatized System Closed boundaries between organization and external environment Centrality of insider relationships Stress and anxiety contagion Loss of hope Shana Hormann and Pat Vivian September 2007

Role of the Leader: Building Resilience Move toward anxiety Recognize and reclaim projections Facilitate exploration of underlying tensions, issues, and events. Give time and space to the resolution of trauma and loss. Shana Hormann and Pat Vivian September 2007

Intervening in Organizations with Unresolved Trauma Name the trauma and normalize individual and collective responses Contain the anxiety and allow emotional expression

Shana Hormann and Pat Vivian September 2007

Understand the experience at the organizational level Make meaning collectively Ask for outside help if necessary Identify priority actions Shana Hormann and Pat Vivian September 2007

Intervening in Organizations At Risk for Cumulative Trauma Understand the organization’s identity and culture Open system to outside information and energy Shana Hormann and Pat Vivian September 2007

Build and strengthen relationships with the external environment Develop a learning organization Surface organizational strengths Create norms for organizational resilience Nurture the organization’s spirit and engage in renewal Shana Hormann and Pat Vivian September 2007

Thank you! Shana Hormann, MSW, Ph.D. Core Faculty MA in Organizational Psychology Program Antioch University Seattle 206.268.4714 [email protected]

Pat Vivian, M.A. Consultant 206.783.5240 [email protected] t