Mindful Management

In this episode of Mindful Management: Creating a Trauma-Informed Work Environment, host Shenandoah Chefalo speaks with Jennifer Moss, Chief Creative Officer at JAR Audio. 
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Jennifer Moss is the Chief Creative Officer at JAR Audio, a podcast production and marketing agency for some of the biggest brands, media networks, agencies and publishers in the world. She is also a lecturer at University of British Columbia School of Creative Writing at The University of British Columbia. Before working at JAR Audio, Jennifer was a producer at Roundhouse Radio 98/3, and an Interactive writer for the Al Jazeera Media Network. 
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In this episode of Mindful Management: Creating a Trauma-Informed Work Environment, host Shenandoah Chefalo speaks with Tige Charity, the Chief Executive Officer at Kids in the Spotlight, Inc. (KITS )

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Tige Charity is the Chief Executive Officer at Kids in the Spotlight, Inc., where she also holds the position of Executive Director. KITS is a nonprofit organization that helps foster care youth, ages 12-22, heal and overcome trauma through the power of storytelling and filmmaking. They serve 50-75 young people per year and have produced over 80 short films to date. Between 2014 and 2016, Tige was an Adjunct Professor at the American Jewish University. 
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In this episode of Mindful Management: Creating a Trauma-Informed Work Environment, host Shenandoah Chefalo speaks with Saul Paul, a Grammy-nominated musician, corporate social responsibility consultant, and founder of Saul Paul Productions.
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Saul Paul is a distinguished Corporate Social Responsibility Consultant, Grammy-nominated musician, award-winning speaker, and author of "Be the Change: A Story of Transformation." Through Saul Paul Productions, he combines his passion for music with expertise in diversity and inclusion to foster transformative change in corporate settings. Over the years, he has worked with major organizations from the NFL to Dell to empower at-risk youth and enhance corporate cultures through music and storytelling.

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In this episode of Mindful Management: Creating a Trauma-Informed Work Environment, host Shenandoah Chefalo speaks with Nate Jorgensen, Senior Director of Marketing at Miami University. 
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Nate Jorgensen is the Senior Director of Marketing at Miami University, a public research university in Oxford, Ohio, and one of the oldest public universities in the United States. At Miami, Nate leads creative services, marketing, and web marketing. Before this, he worked as Director of Marketing and Communications at University of Cincinnati - College of Engineering and Applied Science. 
Episode Highlights:
[03:48 - 05:34] Insecurity in Leadership - While traits such as overthinking and insecurity can often be perceived as weaknesses, Nate suggests that, in fact, they can be strengths. For instance, he highlights how leaders that question themselves and are not confident that they are “the smartest person in the room” may listen to their colleagues more. The willingness to try new things will often lead to innovation, and this can be a direct result of leaders who adapt their approach based on what others have said. 

[24:57 - 28:54] Authenticity in Leadership - When leaders attempt to project a facade of complete control, this can be counterproductive. Indeed, Nate says that in his experience, being upfront with his colleagues resonated well. Furthermore, this transparency built trust in his team and made him more effective in his role. Leaders lead by example, and this approach fosters a culture where others feel more comfortable being open and honest. Vulnerability is a great way of creating unity in a team, and clearly defining one another’s skillsets. 

[46:47 - 48:16] Embracing Discomfort and Uncertainty - Through repetition, Nate says he has got to the point where he is comfortable with being uncomfortable. He says that he has come to terms with the fact that he may not know the result of an outcome. Since Nate’s efforts, whether 50% due to time constraints or 100% with complete dedication, can receive unpredictable reactions, this unpredictability has taught him to separate effort from outcomes. 

[37:14 - 39:23] Hiring For Attitude - Nate’s hiring strategy involves him asking questions during interviews that candidates are unlikely to know the answers to. The goal here is to observe whether they are comfortable admitting when they don’t know something. When candidates are willing to admit their blind spots, it suggests authenticity and a willingness to be transparent. Furthermore, Nate is clear that, while skills can be taught, a good attitude, the ability to learn, and genuine enthusiasm are key traits for which to hire.

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In this episode of Mindful Management: Creating a Trauma-Informed Work Environment, host Shenandoah Chefalo speaks with Nicolle Brooks Willis, Project Manager of the Employee Services Team at the Ohio Department of Rehabilitation and Corrections.

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Nicolle Brooks Willis has carved out a distinctive career within the Ohio Department of Rehabilitation and Corrections, serving as Project Manager of the Employee Services Team. Her background includes various positions across the department, including deputy warden, and she has been at the forefront of integrating trauma-informed care within correctional facilities. Her work aims to transform the rehabilitation environment into one that's sensitive to the psychological and emotional needs of all employees.

Episode Highlights:

[00:02:46 - 00:03:54] Nicolle shares her journey into corrections, beginning as a paid college intern in 1998 while studying social work at Ohio State University. This opportunity led to a long-term career in corrections, demonstrating how initial opportunities can shape career trajectories.

[00:08:54 - 00:09:41] Nicolle discusses the initial challenge of implementing trauma-informed practices across an agency of over 11,000 employees with 28 prisons across Ohio. She describes starting small with basic trauma education through eLearning, highlighting the importance of introducing trauma-informed language gradually.

[00:37:00 - 00:38:00] A significant achievement in their trauma-informed journey was the creation of wellness rooms in each facility. These spaces are designed by employees for employees, featuring comfortable chairs, softer lighting, and a home-like atmosphere where staff can take breaks, practice mindfulness, and rebuild their energy.

[00:52:19 - 00:52:53] Nicolle shares a powerful example of how trauma-informed practices have influenced her parenting, particularly in encouraging emotional intelligence in her son. She describes changing from asking "How was your day?" to "How are you feeling?" and teaching that "good" is not a feeling.

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In this episode of Mindful Management: Creating a Trauma-Informed Work Environment, host Shenandoah Chefalo speaks with Nancy Lyons, founder and CEO of Clockwork. 
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Nancy Lyons is the Founder and CEO of Clockwork, an experience design and technology consultancy that solves complex problems for the enterprise. They build enterprise websites, software platforms, and mobile applications that help businesses solve sizeable problems. Nancy is also the Founder of Tempo by Clockwork, the Secretary of the Board of Directors at Innovate Marquette SmartZone, and a member of the Board of Directors of the Saint Paul & Minnesota Foundation. 

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Episode Highlights:

[02:42 - 03:30] Empowerment and Agency in the Workplace - Nancy argues that the future of work should revolve around the ways in which employees feel valued and appreciated. Workplace culture is too often mistaken for superficial gimmicks (such as “fun” team building exercises), whereas in fact it is about creating an environment where employees have agency. Furthermore, Nancy notes that this empowerment is crucial for a productive workplace. She believes that discussions around technology, AI, and automation distract from people doing their best work. 

[04:18 - 05:53] Outdated Industrial-Era Perspectives - Nancy challenges the historical, industrial-era divide between employer and employee. She concedes that the relationship has improved since then, but highlights how it still influences current expectations and behaviors, such as the lack of evolution relative to the emotional part of work. By recognizing this legacy, leaders can begin to evolve beyond such hierarchical structures. This will then lead to a more collaborative and engaged workforce. 

[24:37 - 26:11] - Hiring Strategies - Nancy recommends a peer-based hiring system, as opposed to the traditional HR-oriented approach. She says this is because these are important decisions that should reflect the needs of the organization. Furthermore, it’s vital that people are hired on the basis of their unique perspectives, rather than conformity with existing team dynamics. One strategy to achieve this is to create a profile of the ideal traits, while also recognizing that valuable contributions can also come from those with alternative viewpoints who may provoke interesting discussions. 

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In this episode of Mindful Management: Creating a Trauma-Informed Work Environment, host Shenandoah Chefalo speaks with Dara Duguay, the CEO at Credit Builders Alliance. 
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Dara Duguay is the CEO at Credit Builders Alliance (CBA), a national nonprofit network dedicated to building the capacity of a diverse and growing network of hundreds of nonprofits across the country. CBA was created by and for nonprofit members as a bridge to the modern credit reporting system to help millions of individuals with poor or no credit. Before joining CBA, Dara ran her own consulting practice and advised clients such as TD Bank, the World Bank Group, Experian, Visa, and SunTrust Bank on their financial education efforts. 
Episode Highlights:

[04:48 - 06:27] The Impact of Financial Trauma - Dara emphasizes the profound yet often overlooked effects of financial trauma, which she has witnessed firsthand in her credit counseling work. Financial trauma manifests in emotional distress, strained relationships, and severe health impacts due to chronic financial instability. The consequences of financial hardships—such as poor credit scores and bankruptcy—can last for years, leading to long-term repercussions like eviction or limited access to credit. Dara underscores how financial trauma is tied to systemic issues, where the lack of financial resources creates a cascade of problems, affecting both individual well-being and broader community health.

[07:49 - 10:45] Misconceptions Around Poverty and Financial Equity - Dara debunks the myth that poverty is a result of laziness or a lack of effort, particularly in the U.S. She highlights that many people living in poverty are working multiple jobs but still struggle to meet basic needs due to low wages. Additionally, many of these individuals operate outside the traditional credit system, relying on services like pawnshops and payday lenders, which do not report to credit bureaus. This makes them "credit invisible," limiting their access to essential services like housing and employment, where credit reports are often required. Credit Builders Alliance works to address these inequities by helping individuals build credit and navigate the financial system more effectively.

[24:10 - 26:03] Credit Building and Financial Literacy for Foster Care Youth - Dara Duguay highlights the critical need for financial literacy programs for youth in the foster care system. Many young people exiting the system face credit challenges due to fraud or misuse of their identity while in care. To address this, the Credit Builders Alliance has partnered with Child Focus to ensure child welfare workers pull annual credit reports for foster youth to identify and resolve any fraudulent activity. A user-friendly website was developed to guide childcare workers and others on how to dispute inaccurate credit information, helping these young individuals start their financial lives on stable ground rather than a disadvantage.

[27:06 - 30:17] The Promise of Alternative Data in Credit Scoring - Dara emphasizes the potential of incorporating alternative data, such as utility and bank account information, into credit scoring models. Many essential payments, like utility or cell phone bills, are not currently reflected in traditional credit reports. By including such data, individuals—especially those without traditional credit histories—can demonstrate financial responsibility and improve their credit scores. Dara encourages people to use banking services, including low-cost accounts available at credit unions, as having a bank account can not only save money but also provide better access to financial services.

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In this episode of Mindful Management: Creating a Trauma-Informed Work Environment, host Shenandoah Chefalo speaks with Paul McFadden, CEO of Zero Point Leadership, Inc. 
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Paul is CEO and CLO at Zero Point Leadership, Inc., a globally recognized science-based leadership learning and development organization. They provide customized science-based coaching, training and development programs tailored for the individual leader, teams and all levels of "human systems"​ within an entire workforce. Paul is also an Affiliate Network - Executive Coach and Senior Consultant at Linkage, Inc., a global leadership development firm, and an Executive and Team Coach | Adjunct Faculty at Management Concepts Inc.
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Episode Highlights:

[06:51 - 10:32] Paul discusses how leadership paradigms are shifting from authoritarian, carrot-and-stick methods to more emotionally intelligent approaches. He emphasizes that inspiring and empowering employees, rather than merely directing them, is crucial for fostering high performance. Emotional intelligence, once overlooked, is now increasingly recognized as an essential component of effective leadership. Drawing from both historical examples and current research, Paul advocates for leaders to focus on aligning their teams with the organization’s vision while providing the necessary tools and support for success.

[11:07 - 13:13] Paul underscores the importance of creating environments where both psychological and physical safety are prioritized. He explains that while individuals may feel physically safe in their surroundings, they often lack psychological safety, which is crucial for their well-being. Leaders must actively foster psychological safety to help employees feel valued, included, and secure. This requires understanding the drivers behind psychological safety, such as the need for status, connection, clarity, and equity within the team. Failing to provide this can lead to disengagement and burnout, reducing team performance.

[21:10 - 23:24] In moments of stress or anxiety, Paul emphasizes the importance of using techniques such as breathwork to achieve emotional coherence, which is essential for effective decision-making. Leaders who practice this can shift from a state of anxiety to one of optimism, allowing them to approach meetings or challenges with clarity and open-mindedness. This enables them to consider multiple perspectives and make more generative decisions, as shared in a leader’s experience, who noted that they did the breathing technique for five minutes, then everything went better than they had imagined, all because they took the time to assess how they felt in the moment. 

[32:28 - 34:42] Establishing purposeful rituals can help maintain alignment with one's true calling. Paul distinguishes between routines that merely sustain us and rituals that contribute to personal growth and giving to others. He stresses the universal purpose: "Fundamentally, every human being has the same purpose: to grow themselves and give to others. How you do that is your calling" Leaders who incorporate such rituals can nurture both their own development and their ability to contribute meaningfully to others.

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In this episode of Mindful Management: Creating a Trauma-Informed Work Environment, host Shenandoah Chefalo speaks with Khiela Holmes, a clinical psychologist and the founder of Birthing The Gifts. 
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Khiela Holmes is a Clinical Psychologist at Shalom Wellness Services, who provide holistic approach to wellness that revitalizes body, soul and spirit. She is also the founder of Birthing The Gifts, a faith-based mental health organization that provides assessment, treatment, and support for children, youth, adults, and families.

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Episode Highlights:

[00:16:09 - 00:18:16] - Addressessing Resistance to Trauma-Informed Practices - When confronted with resistance to trauma-informed care, Khiela recommends adopting a compassionate and understanding approach grounded in trauma-informed principles. She suggests viewing resistance not as opposition but as a potential response to past experiences or misconceptions. By aligning trauma-informed practices with the core values of the community or organization—such as love, compassion, and grace in faith settings—leaders can bridge gaps and reduce skepticism. Khiela advocates for clear, compassionate communication that emphasizes shared values and the genuine intent behind trauma-informed initiatives. This strategy involves seeking to understand the root causes of resistance, addressing misunderstandings transparently, and demonstrating how trauma-informed care aligns with and supports the existing values and goals of the organization.

[00:23:43 - 00:25:26] - The Importance of Self-Awareness and Humility in Trauma-Informed Care - Khiela emphasizes how self-awareness is crucial for leaders and educators implementing trauma-informed care. She explains that true self-awareness involves recognizing and addressing aspects of oneself that may not be immediately apparent. This process requires humility, especially in education and faith settings, where leaders must balance authority with the understanding that they, too, are continually growing and learning. Khiela highlights the necessity of leaders acknowledging their own strengths and areas for growth, fostering an environment where humility allows for personal and organizational development. By cultivating self-awareness and humility, leaders can better support their teams and create more empathetic, responsive environments for those they serve.

[00:25:47 - 00:27:16] - 2. Implementing the Five S’s Framework for Trauma-Informed Leadership - Khiela introduces the “Five S’s” framework: safety, supportive relationships and environments, self-awareness, structure, and sustainability—as essential components for trauma-informed leadership. She details each element, starting with safety, which involves creating a psychologically healthy workplace where all members feel secure. Supportive relationships and environments are fostered through consistent and reliable interactions that make individuals feel valued and heard. Self-awareness requires leaders to engage in continuous personal growth and emotional intelligence practices. Structure pertains to establishing clear policies, procedures, and practices that reinforce the trauma-informed approach. Lastly, sustainability focuses on maintaining these practices through ongoing personal development and organizational support. This comprehensive framework ensures that trauma-informed care is effectively integrated and maintained within organizations.

[00:29:12 - 00:31:22] - The Role of Community Partnership - Khiela underscores the critical role that community partnerships play in the success and sustainability of trauma-informed initiatives. She advocates for collaboration between educational institutions, faith-based organizations, and other community entities to create a unified approach to trauma-informed care. By partnering with mental health agencies and organizations addressing basic needs such as food and housing insecurity, trauma-informed practices can be more effectively implemented and supported. Khiela highlights the importance of these partnerships in fostering a sense of belonging and connection within the community, which is fundamental for healing and recovery. She encourages organizations to actively seek out and engage with community partners to enhance their trauma-informed efforts, ensuring that support systems are robust and comprehensive.

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In this episode of Mindful Management: Creating a Trauma-Informed Work Environment, host Shenandoah Chefalo speaks with Barbara Petee, President of The Root Cause Coalition. 
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Barbara Petee has served as the inaugural President of The Root Cause Coalition since its founding in 2015. Drawing from more than 38 years of experience in healthcare communications and government relations, she leads the Coalition's efforts to unite cross-sector organizations under the common goal of achieving health equity. Before working at The Root Cause Coalition, Barbara was the Senior Advisor, Federal Advocacy & National Partnerships at ProMedica. 

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Mindful Management: Creating a Trauma-Informed Work Environment is handcrafted by our friends over at: fame.so