Trauma-Informed Change Management Masterclass
In a world where burnout is normalized and organizational change often leaves people behind, leaders are being called to do more than implement strategy—they must foster trust and transformation. This 2-hour intensive Trauma-Informed Change Management Masterclass equips leaders, managers, and change agents with the frameworks, tools, and mindset necessary to lead through disruption in a way that prioritizes human dignity, emotional safety, and sustainable growth.
Grounded in the principles of trauma-informed care, benevolent leadership theory, and the imperative Do No Harm framework, this training reimagines traditional change models (including Kotter’s 8-Step Model, Prosci’s ADKAR, and the Kübler-Ross Grief Curve) through the lens of psychological safety and post-traumatic growth.
Participants will learn how unacknowledged effects of trauma and mental health—both personal and organizational—can disrupt change efforts and how to lead with empathy and accountability.
This is not business as usual. This is a reorientation of power, process, and presence. Participants will gain practical insights on how to:
- Center safety and trust as non-negotiables in all change efforts.
- Build emotionally intelligent workplaces where people can thrive.
- Analyze past practices, policies, or leadership behaviors.
- Translate theory into action by creating a trauma-informed work plan that supports both individual and organizational healing.
Whether you’re navigating a merger, restructuring a team, or initiating culture change, this Masterclass will deepen your leadership capacity to drive results without sacrificing people in the process.
Dr. Dawn Emerick calls for a mental health revolution—starting with trauma-free leadership and psychologically safe workplaces.
Program Learning Objectives
By the end of this Masterclass in Trauma-Informed Change Management, participants will be able to:
Apply a trauma-informed lens to popular change management frameworks.
Participants will apply trauma-informed principles to several widely used change models—including John Kotter’s 8-Step Change Model, Prosci’s ADKAR Model, and the Kübler-Ross Grief Curve—to better support teams through disruption and transformation.
Identify and integrate the six trauma-informed principles into organizational change efforts.
Participants will learn to operationalize the core principles of safety, trustworthiness, peer support, collaboration, empowerment, and human-centered responsiveness in the context of workplace transformation.
Recognize how trauma shapes change resistance and identify leadership strategies that foster psychological safety.
Participants will assess how the three E’s of trauma (Event, Experience, Effect) influence resistance to change, and will develop leadership strategies that build trust, validate individual experiences, and create emotionally safe, resilient teams.
Enhance leadership accountability and promote post-traumatic growth during organizational change.
Participants will examine how their Three E’s may influence leadership styles, and will develop the self-awareness and emotional intelligence needed to lead with empathy, authenticity, and integrity.
Design and implement a trauma-informed organizational change plan.
Participants will use trauma-informed change management theory to develop and present a practical work plan that guides the transformation
Course Outline (Total Time: 120 minutes)
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Welcome & Framing the Masterclass
Pretest and Reading Prior to Course
- Introductions and purpose of the session
- Overview of trauma-informed principles: “Do No Harm” and Benevolent Theory
- Brief discussion on why traditional change management needs an upgrade
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Understanding the Foundations
Objective 1: Apply a trauma-informed lens to popular change management frameworks
- Brief overview of Kotter’s 8-Step, Prosci ADKAR, and Kübler-Ross models
- Introduction to trauma-informed change overlays
- Case examples showing pitfalls of traditional approaches
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Building the Core
Objective 2: Identify and integrate the six trauma-informed principles into change efforts
- Deep dive into the six principles (Safety, Trust, Peer Support, Collaboration, Empowerment, and Human-Centered Responsiveness)
- Interactive exercise: Mapping principles to a workplace change scenario
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Navigating Trauma & Resistance
Objective 3: Recognize how trauma shapes change resistance and identify strategies for psychological safety
- The Three E’s of Trauma (Event, Experience, Effect)
- How trauma manifests in organizations (fight, flight, freeze, fawn behaviors)
- Building trust and safety during disruption
- Discussion: Signs you’re triggering vs. transforming
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Leading with Accountability & Empathy
Objective 4: Enhance leadership accountability and promote post-traumatic growth during change
- Self-assessment: How your own trauma might show up in leadership
- Exploring vulnerability, emotional intelligence, and growth mindset
- Introduction to post-traumatic growth and its relevance to organizational change
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Implementation Lab
Objective 5: Design and implement a trauma-informed organizational change plan
- Guided activity: Create a work plan for trauma-informed transformation
- Peer feedback and refinement of ideas
- Share-out: “One thing I’ll do differently starting tomorrow…”
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Wrap-Up and Call to Action
- Summary of key takeaways
- Resources for continued learning
- Closing inspiration: “Change that heals, not harms”
Post Test