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Understanding Trauma-Informed Leadership

A chief people officer explains the importance of cultivating a culture of belonging and understanding to improve employees’ psychological safety and boost resilience.

By Maggie Mancini

With employees navigating complex challenges to their mental and emotional well-being, 88% of HR and benefits leaders have identified mental health as a top priority over the next two years, according to the Health Growth Advisory Network. As such, culturally responsive approaches to wellness such as trauma-informed leadership practices are becoming increasingly vital as employers work to support employees and improve mental health and well-being across their organizations. HRO Today sat down with Karishma Patel Buford, chief people officer at Spring Health, to discuss trauma-informed leadership and how HR executives can embed its key elements into their organizational strategy.  

HRO Today: What does it mean to be a trauma-informed leader? 

Karishma Patel Buford: A trauma-informed leader recognizes the prevalence of trauma in people’s lives and understands how it can affect their well-being, behavior, and performance at work. They lead with awareness, empathy, and compassion, creating a workplace that feels supportive and safe. At its core, it’s about being a good leader: someone who listens, cares, and fosters an environment where employees can truly thrive. 

In today’s world, with so much global distress and recurring violence, leadership that’s sensitive to these issues is crucial. Trauma-informed leaders foster a culture of belonging where employees feel respected, heard, and engaged, which boosts morale and drives productivity. 

HROT: How can trauma-informed leadership improve psychological safety and support employee resilience? 

Patel Buford: Trauma-informed leadership is about creating a space where employees feel safe, valued, and heard. By using the principles of trauma-informed care—like trust, collaboration, empowerment, and cultural awareness—leaders help build a resilient and respectful workplace. 

These leaders promote psychological safety by communicating with empathy, maintaining consistency, and holding themselves accountable. This builds trust and allows employees to take on challenges without fear. By actively listening, valuing diverse perspectives, and encouraging peer support, trauma-informed leaders cultivate a sense of connection and security that empowers employees to bounce back from setbacks, unlock potential, and do their best work. 

HROT: How can HR leaders help employees navigate personal and professional challenges? 

Patel Buford: HR leaders are instrumental in helping employees navigate personal and professional challenges by fostering an environment of empathy, understanding, and care. It’s not about having all the answers but about being present, checking in meaningfully, and offering support that feels genuine and responsive to individual needs. 

By creating a culture of active listening and open communication, HR leaders help employees feel seen and valued. This strengthens trust and resilience across teams. Great HR leaders recognize that each employee’s journey is unique, and they proactively provide resources, remove barriers, and champion inclusive policies. This approach not only supports employee well-being but also drives a thriving, connected workplace culture that benefits the entire organization.  

Karishma Patel Buford is chief people officer at Spring Health.  

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