Our Workplace Trauma Stories

Episode Summary

Episode Summary

(Episode summaries are AI generated)

Workplace Trauma: Understanding Big T and Little T Traumas

Introduction

In the realm of therapy, individuals often seek professional help to discuss and process traumatic experiences. However, not all traumas are easily identifiable, as they can vary in their intensity and impact. In this article, we will explore the concept of \"Big T\" and \"Little T\" traumas, specifically in the context of the workplace. By understanding and labeling these experiences, we can make sense of their effects and work towards healing.

Defining Big T and Little T Traumas

In clinical psychology, the terms \"Big T\" and \"Little T\" traumas are used to differentiate between experiences that pose an immediate threat to physical safety and those that are distressing but do not involve an immediate physical threat. Big T traumas typically encompass severe incidents such as physical injury or sexual violence, while Little T traumas include distressing experiences like relationship loss or verbal bullying.

Expanding the Definitions for the Workplace

Although the clinical definitions of Big T and Little T traumas are essential for diagnosing post-traumatic stress disorder (PTSD), it is crucial to adapt these definitions to the workplace context. Therefore, for the purpose of this article, we will broaden the scope of trauma. In the workplace, trauma can be defined as any negative experience that has had a life-altering impact on an individual. It is important to note that the duration of the traumatic label can vary, lasting anywhere from a day to several years. By acknowledging the impact of these experiences, we can better understand their effects and embark on a journey towards healing.

Recognizing and Validating Workplace Traumas

In our daily work lives, many experiences may not meet the clinical definition of Big T trauma but can still leave lasting impressions. These experiences, referred to as little T and micro T traumas, often go unnoticed or unacknowledged. It is essential not to dismiss these encounters but instead recognize and validate their impact on our well-being. Labeling them as traumas helps us comprehend their significance and take steps towards healing and personal growth.

Sharing Personal Workplace Traumas

In the spirit of openness and understanding, it is valuable to share personal experiences of little T and micro T traumas in the workplace. By doing so, we can shed light on the diverse range of encounters that have shaped individuals' professional journeys. These traumas may not be life-threatening, but their profound impact can alter the way we navigate our careers and lead others.

A Personal Experience: Scott's Story

Scott, one of our co-hosts, reflects on a particular experience that left a lasting impression on him. In his role as the head of customer experience operations for a rapidly growing startup, he was responsible for managing a large department alongside a peer who oversaw enablement and support programs. Their roles were closely intertwined, with overlapping projects and shared responsibilities.

However, despite their complementary roles, Scott and his peer had different personalities and communication styles. While their conflicts were not driven by malice, the inherent differences between them created friction. Scott emphasizes that his need for affirmation and likability, coupled with his relative inexperience as a leader at the time, made these conflicts particularly distressing.

The tensions arose from various factors, including the transition of his peer from managing the entire department to a more specialized role. This perceived reduction in responsibility, although necessary due to logistical reasons, added complexity to their working relationship. Communication issues, such as delayed information sharing, also contributed to the growing strain between them.

Scott vividly recalls moments of feeling ineffective and constantly falling short of his peer's expectations. His deep desire to be liked and approved of clashed with his peer's more direct and feedback-driven approach. This mismatch caused Scott significant distress, as he struggled to understand and communicate effectively with his peer and meet her expectations. The lack of malicious intent made it even more challenging for Scott to navigate the situation.

Ultimately, the tensions between Scott and his peer reached a breaking point during a skip-level mentorship meeting with the CEO of the company. This incident served as a culmination of the ongoing conflicts and highlighted the need for resolution and growth in their working relationship.

Scott's story exemplifies the impact of little T and micro T traumas in the workplace. While these experiences may not be classified as severe traumas, their cumulative effect can be significant, especially for individuals who strive for approval and positive relationships.

Conclusion

Workplace traumas come in various forms, and it is essential to recognize their presence and acknowledge their impact. By expanding the definitions of Big T and Little T traumas to suit the workplace context, we can better understand and address the challenges we face in our professional lives.

Sharing personal stories, like Scott's experience, helps create a space for empathy, understanding, and healing. It is through these conversations that we can shed light on the intricacies of workplace traumas and work towards fostering healthier work environments.

As we navigate our careers and lead others, it is crucial to validate our experiences, label them as traumas when appropriate, and seek support or therapy if needed. By acknowledging and addressing workplace traumas, we can promote healing, personal growth, and more fulfilling professional journeys.

Remember, while workplace traumas may not always be visible or recognized by others, their impact is real. Let us continue to foster workplaces that prioritize empathy, understanding, and support, allowing individuals to heal and thrive in their professional lives.