Your Context Right Now
Briefly describe your organization's current situation related to workforce change. What has happened? What is still unresolved?
What Your People Need Most
Before this training, take 30 seconds and write the first words that come to mind: "Right now, my team most needs..."
Research Anchor
56%
of leaders report receiving no training on how to communicate layoff decisions humanely — yet communication quality is the single biggest predictor of workforce recovery speed.
Your Honest Self-Assessment
Rate yourself on how prepared you currently feel to lead your team through this transition:
What's the gap between where you are and where you need to be?
Key Concepts — Fill In as You Learn
When people perceive organizational threat, the __________ goes offline, and people shift into one of three survival responses:
Key Insight
Ambiguity = Threat
Survivor Syndrome — What I'm Seeing
Identify 2–3 behaviors you've observed in your remaining team that may be signs of survivor syndrome:
Withdrawal or reduced participation in meetings
Increase in sick days or unexplained absences
Reluctance to make decisions or take initiative
Unusual overwork or "proving yourself" behavior
Expressions of guilt about still being employed
Anger directed at leadership or organization
Other behaviors I'm noticing:
Phase 1
Anticipate — Before
Phase 2
Acknowledge — Day Of
Phase 3
Anchor — First 30 Days
Phase 4
Advance — 30–180 Days
Which Phase Are You In?
Circle or mark the phase that best describes where your organization is right now. What does that mean for your most urgent next step?
Harmful Script — Read This
⚠ Harmful Script — Common Manager Communication After Layoffs
"I know the last few weeks have been tough, but it's time for us to move forward. The decision has been made and we need to focus on what we can control. I know some of you are worried, but honestly — at least you still have jobs. We're going to need everyone to step up and do more with less. I'm confident we can get through this if we just stay positive and keep our heads down."
Your Analysis — What's Wrong With This Script?
Minimizes grief with "at least" language
Imposes premature closure ("move forward")
Demands more from people who are already stressed
Offers no psychological safety or space for emotion
Missing: acknowledgment of grief, honest uncertainty, support structures
Your Rewrite — Apply the 4-Phase Protocol
✓ Your Trauma-Informed Version
This Week (Days 1–7)
What is the single most important action you will take this week to address your team's stress response?
This Month (Days 8–30)
What recurring structures or rituals will you put in place to restore predictability and psychological safety?
The Conversation I've Been Avoiding
Name one conversation you know you need to have with your team or a team member that you have been postponing:
What has been stopping you? What would you say if you used the language from today's session?