When we are in a period of crisis that bleeds over into the workplace, many of us look to our workplace for support and protection. If leadership fails to respond, we may experience secondary trauma, or what some experts call institutional betrayal. Leading dynamic organizations is already difficult. It's even harder to be productive and advance organizational change when navigating through the effects of the personal and collective trauma we may also be bringing into the workplace. Do leaders, supervisors, or members of your team know the differences between burnout, stress, depression, and trauma? Is your organization's change management approach increasing change resistance or causing harm? In this course, Dr. Dawn Emerick teaches leaders how to integrate change management strategies with trauma-informed workplace best practices. This type of change management leverages a "do no harm" approach to leadership style, systems change, and the organization's external environments.

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