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Trauma and Healing in Organizations

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Trauma and Healing in Organizations “Identification of organizational patterns helps to normalize workers’ experiences and reduces their individual sense of failure and isolation. By identifying both Strengths and Shadows, organizations can achieve a more balanced perspective and rekindle hope.” Trauma and Healing in Organizations By Pat Vivian and Shana Hormann HE NATURE OF an organization’s work directly impacts ture is the cohesion of values, myths, heroines, and symbols that the culture of the organization. An organization that pro­ have come to mean a great deal to the people who work there. Tvides services to traumatized individuals, families and/or Schein (1985, p. 6) defines culture as “the deeper level of basic communities is susceptible to becoming a traumatized system assumptions and beliefs that are shared by members of an experiencing the cumulative effects of the work itself. Although organization, that operate unconsciously, and that define in a the problems are often viewed as interpersonal or intra-per­ basic ‘taken for granted’ fashion an organization’s view of itself sonal, ones that could be addressed through better communi­ and its environment.” These assumptions are learned responses cation or clarity of roles and expectations, in fact they are to a group’s problems of survival in its external environment deeper, embedded within the organization’s system. and its problems of internal integration (p.9). This definition sets Our ideas are based on almost thirty years of experience as the stage for exploring the functions of culture and the connec­ managers and consultants with “highly mission-driven” non­ tion between an organization‘s work and its culture. profit organizations across the United States. A highly mission- driven organization is one whose mission is compelling and per­ vasive, defining not only the nature of the work but also the WHAT FUNCTIONS DOES ORGANIZATIONAL approach to the work and the nature of the internal relation­ CULTURE PERFORM? ships. We have come to believe that there is a connection between the dynamics of the organization and the heart of the • Organizational culture makes sense of our experience and organization’s work. The purpose of this article is three-fold: to provides answers, reducing our collective and individual anx­ explore the work-culture connection, describe a set of internal iety. The culture provides positive problem-solving ap­ dynamics that frequently result, and offer ideas for OD practice. proaches for external issues and anxiety avoidance strategies related to internal relationships and norms. (Schein, 1985) The taken–for-granted assumptions that influence the ways in WHAT IS ORGANIZATIONAL CULTURE? which group members perceive, think, and feel about the world stabilize the world and the organization’s place in it. (p. An organization is a living human institution whose real 312) Individuals who recognize societal issues or human existence is expressed through the hearts, minds, and hands of needs join forces to address them. Two examples: In the mid­ its employees, members, and volunteers. The organizational cul­ 1970’s adolescents who ran away from home were viewed VOL. 34 | NO. 4 | 2002 37 Trauma and Healing in Organizations negatively by the police, juvenile justice organizations, and Identity rests on the core values, worldview, spirit, raison d’être social services. Girls could be locked up for having sexual of the organization. These elements define the boundary relations, for being promiscuous, boys for incorrigibility. A between what is inside and what is outside the organization group of individuals in Seattle viewed runaways differently and provide an identity for the members. It attracts and sup­ and came together to start The Shelter, a center for runaway ports a group of committed individuals who demonstrate an youth. They believed that teenagers ran away from their emotional connection and attachment to the work. homes for reasons that needed to be identified and In exchange for belonging and acceptance members take addressed, and that the youth needed a safe and supportive on the needs of the organization. “At the core of every cul­ place to be. An organizational culture of non-coercive and ture will be assumptions about the proper way for individu­ respectful values emerged from that foundation. And in Seat­ als to relate to each other in order to make the group safe and tle in the 90s, a group of people recognized the differential comfortable” (Schein, 1985, p. 104). An internal society with impact of HIV/AIDS on communities of color and the lack its own norms develops and determines the extent to which of resources available to address that impact. POCAAN there is room for difference. (People of Color Against AIDS Network) was formed to • Culture offers a common language and way of thinking for address that disparity in a respectful and culturally competent members. The culture defines the basic framework and way. worldview of the work. It describes the context, purpose, and • Culture defines the identity of the organization and supports rationale, and communicates its values through its language. the experience of belonging, acceptance, and understanding. What outsiders might call jargon helps members understand each other quickly within a common practice framework. AUTHORS PAT VIVIAN, MA Psychology, is currently an WHAT IS THE WORK-CULTURE CONNECTION? Adjunct Faculty in the Organizational Psychology Pro­ gram at Antioch College in Seattle. She worked for fif­ • We think that the work of highly mission-driven organizations teen years as a clinician and manager in nonprofit directly influences the culture of those organizations. For organizations in New York City and in Seattle. In her example, crisis-response organizations tend to have crisis-ori­ consulting practice Pat has worked with hundreds of ented management, workers in victim-advocacy agencies tend to report being victimized by structure and internal nonprofit organizations. Together with Geoff Bellman dynamics, anti-oppression organizations tend to create cul­ and others Pat co-founded in 1995 the Community tures highly sensitive to any oppression dynamics within the Consulting Project (CCP), which combines a mission organization. Furthermore we think that some organizations of learning and service through its pro bono team suffer from trauma and that traumatization influences the consultation with Washington state nonprofits that organization’s culture. A women’s health clinic that is cannot afford to pay for OD services. She earned her bombed because it offers abortion services suffers trauma directly. Other organizations, however, experience trauma MA at Antioch College. Pat can be reached at over time as the result of several factors. A traumatic begin­ [email protected]. ning or history might initiate the pattern of trauma. Victims or survivors of crimes often started sexual assault service agen­ SHANA HORMANN, M.S.W. is the Director of the cies, domestic violence shelters, and chapters of Mothers Center for Community and Professional Learning, Against Drunk Driving. Their efforts were frequently met Antioch University, Seattle and Core Faculty in the with the community’s hostility or denial of the problem. Con­ Masters’ in Organizational Psychology Program. She is nected to the work itself, organizations and their members an Affiliate Associate Professor for the University of are exposed continuously to the pain and suffering of others Washington School of Social Work. Prior to her role at (a phenomenon known by several names- we prefer com­ passion fatigue). Eventually, the dysfunctional internal Antioch she was an administrator for the State of dynamics, which develop from the culture, begin to reinforce Washington, Department of Social and Health Ser­ the organization’s trauma. vices. Shana has trained law enforcement officials and social service professionals throughout the U.S. and Canada about child sexual abuse, family violence, and HOW DOES THE WORK INFLUENCE THE CULTURE? juvenile offenders. She earned her graduate degree at • Out of the work emerges the “creation story” for the organi­ the University of Washington School of Social Work. zation. Shana can be reached at [email protected]. The story of how an organization got started – who was 38 OD PRACTITIONER involved, the setting and circumstances, the challenges- is usu­ Individuals are attracted to the mission and work for a ally powerfully retold in reports, orientation materials, rituals, variety of personal, professional, and values-based reasons. and celebrations. That story often has an element of the Personal reasons include a sense of belonging, connection, heroic; that is, the organization was often started against all and affection; personal empowerment; and perhaps even an odds, against denial of the problem, against active resistance unconscious need for self-healing. Individuals also discover and disbelief in the wider community. that their personal experiences and qualities have an impor­ • The need perceived by the founders and the impetus to meet tant place in their professional lives. Professional reasons that need are the foundation for the organization’s “moral include knowledge and skill development, training, and an narrative.” orientation to service. Values-based reasons include commit­ An organization’s moral narrative is its value-based story ment to social change and an altruistic desire to give back to about the need for its existence and the rationale for its work. and be a part of the community or group being served. Its development begins with the creation story, forming its Workers develop an intense emotional connection to foundation, but it also changes over time as organizational their clients and to their own identity as part of the struggle. members refine it and the refinements become part of the The needs of the clients and the organization become the narrative. The moral narrative and the members’ articulation needs of the workers. Individuals end up taking on the mis­ of it mutually reinforce each other and solidify the story. If an sion as their life work and become psychologically identified organization’s beginning was traumatic, its members might with it.
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