Trauma, Growth & Performance: Why HR Must Lead the Change

Trauma isn’t just a personal issue — it’s an organizational one.

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In this deeply human and practical episode of Pulse by HRBench, Dr. John A. King joins host Logan Rivenes to explore how trauma shows up in the workplace, how it quietly erodes performance, and what HR and business leaders can do to help employees heal, grow, and contribute at their fullest potential.

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Dr. King, a survivor of childhood abuse and trafficking, shares his journey from total personal collapse to becoming an international speaker, trauma educator, and advocate for those navigating the long road from survival to thriving. His story is not just powerful — it’s instructive. And for leaders seeking to build healthier, more resilient organizations, this episode offers an unexpected roadmap.

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The Collapse That Started It All

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At 45, John experienced total memory recall of the trauma he endured between the ages of four and sixteen. The result was catastrophic: he lost his business, his family, and his sense of self. He describes the aftermath as a “total meltdown,” likening his life to starting over as a broke college student with nothing but a mattress on the floor and cement block bookshelves.

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But out of that collapse came a decision: not to stay stuck in victimhood. Instead, John began rebuilding — one day, one habit, one belief at a time.

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“Trauma isn’t something that just happens to you. It lives in you.” — Dr. John A. King

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The Trauma Toolbox: Micro-Habits That Drive Healing

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One of the core takeaways from the episode is John’s idea of a “trauma toolbox” — a set of small, simple tools that anyone can use to regain regulation, reduce anxiety, and re-center during the day. It’s not therapy or medication (though those may play a role too). It’s the everyday practices that stabilize a person’s nervous system and restore function.

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Some of the tools include:

• A nutrient-dense, low-sugar diet to stabilize mood and energy
• Daily sunlight and grounding (yes, taking your shoes off and putting your feet on the earth)
• Cold showers to reset the body’s stress response
• Regular movement — even 10 minutes a day
• Standing and stretching every hour during work

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Dr. King emphasizes that these practices don’t require a retreat or big budget. They’re accessible, repeatable, and proven to improve mental clarity, reduce anxiety, and boost productivity over time. As he puts it: “Don’t microwave your mental health. Just make a 1% change every week.”

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The Role of the Leader: Ask the Second Question

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For HR leaders, one of the most actionable takeaways is the practice of “asking the second question.”

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So often, leaders ask, “How are you?” and accept “I’m good” as the answer. But trauma doesn’t always announce itself. The real work, John argues, is in pausing, making eye contact, and asking again — with space to actually hear the answer.

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“If someone looks off — shirt untucked, a bit unshaven — you ask, ‘How are you?’ and then… you ask again. That second question opens the door.” — Dr. John A. King

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This approach creates micro-moments of trust and safety, especially in fast-paced environments where personal issues often get buried beneath deadlines and performance reviews.

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John reminds us: HR leaders don’t need to be therapists. But they can be pattern-recognizers, door-openers, and resource-connectors — especially when someone is going through something invisible.

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Authenticity and Accountability: Not Either/Or

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Another tension explored in the episode is how to balance empathy and grace with performance and accountability.

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John shares his own framework for “authenticity checks” — small observations, followed by honest conversations that clarify whether a person is struggling and needs support, or simply underperforming and needs redirection. Either way, it starts with trust and ends with clarity.

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“Some people are stuck in a rut of insincerity. But if you give them room, many want to graduate from that. And those who don’t? They’re disqualifying themselves.” — Dr. John A. King

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A particularly memorable moment in the episode comes when Logan and John discuss something as simple as being late to meetings. Instead of jumping to conclusions, leaders should be curious. Is this person lazy… or are they juggling a school drop-off with a 9:00am call?

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Sometimes the fix is just a 9:10 start time — a small shift that unlocks an employee’s full engagement.

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Trauma Is a Performance Issue

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John doesn’t mince words: trauma impacts performance. Whether it’s grief, divorce, burnout, or past abuse, unresolved trauma lives in the body and reduces someone’s capacity to function — often by 30 to 70%.

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What looks like disengagement might actually be someone operating at 20% of their normal output because of a major life event.

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The question for HR becomes: are we willing to walk with people through their “unproductive” seasons… in order to retain their loyalty and contribution for the next 15 years?

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“If someone’s been with you for 3 years, and they hit a life crisis, are you willing to walk with them for 3–6 months to keep them for the next 10–15 years?” — Dr. John A. King

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It’s a long-game approach to retention — and one that challenges the high-churn, high-stress defaults of many organizations, especially those in PE-backed or high-growth environments.

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Culture Over Policy: Building Trauma-Aware Organizations

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While some companies try to solve emotional issues with policies, John argues that culture is what really sustains change.

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He challenges HR leaders to stop tying people to their desks and start trusting them to care for themselves — and each other. That includes:

• Letting employees take a 5-minute break to ground outside
• Giving grace when someone’s going through a personal crisis
• Encouraging soft skills training and inner alignment work
• Remembering that HR professionals are often the ones carrying the emotional load — and need care too

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“HR is the front line of care. But too often, they’ve been beat down, worn down, or hardened up. We have to care for our caregivers.” — Dr. John A. King

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The Call to HR: Lead the Change

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The episode closes with a reminder that while HR might feel stuck between policy enforcement and people advocacy, it has the potential to lead real cultural change — if it embraces tools, conversations, and frameworks that empower both employees and leaders.

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Dr. King even gifts listeners access to his Mind Fire Challenge, a free 30-day program (normally $450) that helps participants align their internal values, rebuild their personal operating system, and begin healing.

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It’s a fitting conclusion to a conversation that doesn’t just inspire — it equips.

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Final Thoughts

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Trauma may not show up on a dashboard. But its effects ripple through every missed deadline, distracted employee, or underperforming team.

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What this episode makes clear is that HR is uniquely positioned to help people carry less and contribute more — not by being therapists, but by being human.

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And in doing so, HR leaders won’t just increase productivity. They’ll build the kind of organizations people never want to leave.