Cultivate a Culture of TRUST at Your Group Practice
The most simple and complex agreement in a working relationship is trust. Trust is an energy that flows in both directions and can truly dictate how an entire group practice or organization functions.
Cultivate TRUST is a trauma-informed leadership model that guides you in how to lead with intention and understand the energetics of the working relationship. Creating a culture of TRUST increases team performance, enhances psychological safety, and leads to better clinical outcomes. When you’re on the frontlines of our community’s future, you can't keep losing employees.
We know that a culture of TRUST can only be cultivated through the quality of relationship between the employer and employee. Your work culture is your relationships repeated at scale, a relational ecosystem. The relationships you have with your people and the relationships they have with each other determines the level of psychological safety in your group practice.
The benefit of this methodology is that it offers you and your leadership team a tool to conceptualize where you want to grow while also providing you with concrete steps to resolve common challenges. Just like when a clinical team walks through a case using a clinical modality, you as a leadership team can walk through an employee management issue using this framework to help you identify where you might be stuck.
Let’s level up your leadership to engage a team that solves problems together and creates an emotionally fluent society for us all.
Transparency
The practice of authenticity.
Transparency promotes honesty in the relationship between a leader and an employee. When practiced, this element supports clear communication and accountability by creating an open feedback loop.
You are confident, at ease, and aligned with your values when keeping employees accountable.
You are empowered and intentional when discussing policies and procedures.
You trust your employees to know how and when to give you feedback.
Repair
The practice of sustained connections.
Repair heals ruptures and missteps in the relationship between a leader and an employee. When practiced, this element invites you to do the internal work of leadership by creating space for compassion, kindness, and generosity.
You know how to mend a relationship rupture with your employees when they happen.
You practice compassion and generosity to yourself and your employees to enhance psychological safety.
You trust you can sustain positive working relationships with your employees.
Unify
The practice of collective harmony.
Unify centers trusting relationships between employees. When practiced, this element supports connection, cooperation, and understanding in a workplace with the guidance of a leader.
You are confident in how to support your employees with conflict resolution.
You enjoy and have fun supporting your employees with relationship and team building.
You support your employees with cultivating trust and safety amongst each other.
Seeking
The practice of balanced thinking.
Seeking upholds a relationship free of judgment between a leader and an employee. When practiced, this element supports emotion regulation and effective problem-solving by creating room for curiosity, objectivity, and openness.
You feel empowered to pause before reacting or jumping into ineffective problem-solving.
You know how to ground yourself when navigating emotionally charged situations.
You are confident in what data to gather to make empowered and informed leadership decisions.
Tact
The practice of delivery.
Tact values effective and safe communication between a leader and an employee. When practiced, this element supports intentional and inclusive conversations driven by purpose.
You are confident in how to deliver information that engages, supports, and inspires your employees.
You are validating and effective at getting your employees on board during change management.
You set up your meetings and supervisions with intention and the success of all.
Frequently Asked Questions
Q: What makes your leadership model trauma-informed?
A: Our mental health field is still defining what trauma-informed leadership looks like when embodied. Yet, one thing we can all agree upon is that a trauma-informed work environment is one in which there is psychological safety and trust. Our leadership framework honors the human experience and emotional responses in the workplace while enhancing emotional fluency in your leadership.
Q: Is the Cultivate TRUST model good for small teams (<5)?
A: Absolutely! Just like when a clinical team walks through a case using a certain clinical modality, you as leadership can walk through a situation using this framework to help you identify where you might be stuck.
Q: Is the Cultivate TRUST model good for large teams (>30)?
A: Yes! The benefit of getting familiar with this model is it offers you a tool where you can conceptualize where you want to grow in your leadership while also providing your large team with shared language and vision.
Q: How many group practices or organizations have successfully integrated the Cultivate TRUST model?
A: 50+. We have worked with small and large group practices, organizations, community mental health leaders, physical therapists, + more.
Q: This leadership model resonates with me, how do I learn more?
A: To integrate the Cultivate TRUST model into your practice, schedule a complimentary consultation with us. We’d love to hear more about you, your group practice, and how we might offer you strategy and solutions right away.