Those who follow ALG know I previously wrote about how the future of DEI is trauma informed here.

If you are new to trauma-informed approaches this is a good first step article!

As I reflect on the current noise around DEI, and what to share with you, it has become even clearer that being trauma-informed is the future of workplace inclusion.

In the latest edition of my LinkedIn newsletter (and again here sharing with you!) I delve deeper into the ALG 4Rs, a trauma-informed approach we use with clients, for example in building a culture of respect trainings to emphasize a pause and reflect moment, as a first step to making better workplace decisions and how to respond to an interaction.

Today, let’s focus on the first of the 4Rs: REGULATE.

When I say regulate, I mean emotional regulation.

Regulation is about becoming aware of automatic nervous system reactions to our surroundings and interactions before deciding how to respond.

This involves ©3Cs:

1) being conscious of what is happening in your body and mind

e.g. What am I feeling in my body? Tension? Pain? Discomfort? Difficulty breathing? Where am I feeling it? Is it in my shoulders? My back etc.

2) getting curious about what is happening in your body and mind (rather than judging)

e.g. asking inquiry questions (with curiosity, not judgement). Questions could include: In what ways does my reaction to the debates around DEI remind me of something or someone? What might it be bringing up in relation to my experiences? Have I reacted this way before?

3) comforting what is happening in your body and mind

e.g. asking yourself, what is one thing I can do that could help me feel 5% more centered? It could be as simple as remembering to breath. Other examples for comforting I have been using include: taking a walk and noticing surroundings, limiting social media scrolling.

For skeptics out there, this is not “airy fairy”. If you are a leader, you cannot respond effectively if you are caught in a limbic Fight-Flight-Freeze or Fawn reaction. Your executive function is impaired, and you will only react.

This way, as a leader, you can access creativity and innovation when you move to the stages of recognizing the current context and responding to the current moment.

Regulation is not a panacea, but it should be a crucial step of any organizational decision-making process and to building psychological safety.

How could the 4rs guide you in your current work? I would love to hear your feedback as this is a an iterative work in progress that lives with how it works for you!

Stay tuned for more (an exciting project for ALG is in store, watch this space!)

In the meantime, organizations and leaders can reach out to ALG to learn about us and our trauma-informed solutions

Until we meet, take care of yourselves, and each other.

Adriana and the ALG team