Sacred Pathways: Wisdom in Leadership and Healing
Contributed by Carrie Lamb
In Canada, we just recognized Orange Shirt Day and Truth and Reconciliation Day (TRC Day) on September 30th. And while many understand the importance of this day, for others, it is another long weekend. It is critical that not only on that day, but every day, we pause and reflect.
Orange Shirt Day is a time to honour the story of Phyllis Webstad, an Indigenous woman whose new orange shirt was taken away on her first day at a residential school. The day serves as a reminder of the experiences of Indigenous children who were sent to residential schools in Canada, and it highlights the lasting impact these institutions have had on survivors, their families, and communities. I often reflect on the symbolism of the orange shirt in contrast to stripping away of culture, freedom, and self-esteem experienced by Indigenous children over generations. The day serves as a reminder of the need for ongoing reconciliation and healing. The meaning behind TRC Day, also known as the National Day for Truth and Reconciliation, was established to honour the survivors of residential schools and to ensure that the history and legacy of these institutions are never forgotten. I’ve separated the explanations out as they are different but with the same message that it’s a day for all Canadians to reflect on the harms of colonialism and to commit to actions that support healing and justice for Indigenous peoples. Thank you for taking the time to pause and reflect with me about September 30th.
In this article, I’d like to share three foundational principles that guide my approach to coaching in hopes that they support your ways of leading your own work. These principles, rooted in Indigenous ways of knowing, can help you cultivate a more compassionate, trauma-informed, and culturally safe leadership style. By embracing these principles, you can transform your leadership practice into one that honours the interconnectedness of all life, prioritizes healing, and fosters a sense of shared responsibility within your team.
Principle 1: Everything Is Sacred
One of the most profound teachings from Indigenous cultures is the understanding that everything is sacred. This perspective encourages us to see the interconnectedness of all things—our thoughts, our actions, our relationships, and our environment. When we recognize the sacredness of everything, we begin to lead with respect, compassion, and love.
In leadership, this means honouring the sacredness of the people we lead. It means recognizing that every individual carries their own stories, traumas, and strengths. As leaders, it’s our responsibility to create spaces where these stories can be honoured, where people feel safe to express themselves fully, and where their unique contributions are valued.
Creating Sacred Spaces in the Workplace
One way to bring this principle into your leadership practice is by creating sacred spaces in the workplace. Sacred spaces are environments where individuals feel respected, valued, and safe to be themselves. These spaces are not just physical but also emotional and psychological.
To create a sacred space, start by fostering an environment of mutual respect. This can be achieved through team agreements that outline how team members will treat each other, how conflicts will be resolved, and how successes will be celebrated. These agreements should be co-created with your team, ensuring that everyone has a voice in the process.
Another important aspect of creating sacred spaces is the inclusion of rituals or practices that acknowledge the sacredness of your work together. This might involve beginning meetings with a moment of silence, a grounding exercise, or an intention-setting activity. These practices help to center the team and remind everyone of the shared purpose and values that guide their work.
In my own coaching practice, I’ve seen the transformative power of these sacred spaces. Teams that adopt these practices often report a greater sense of connection, trust, and collaboration. When people feel that their work environment honours their whole being—not just their professional skills—they are more likely to bring their best selves to their work.
Principle 2: Healing Is Central to Leadership
Leadership is often framed as a role that requires strength, decisiveness, and unwavering confidence. While these qualities are important, they should not come at the expense of our well-being. Indigenous teachings remind us that true leadership is a balance between strength and vulnerability, action and reflection, giving and receiving.
The Role of Self-Healing in Leadership
Healing is central to this balance. As leaders, we must first heal ourselves before we can effectively guide others. This healing journey is ongoing—it requires us to continuously reflect on our experiences, acknowledge our wounds, and seek out the support and resources we need to heal.
For many leaders, this can be a challenging concept to embrace. In a culture that often prioritizes outward success over inner well-being, the idea of prioritizing personal healing might seem counterproductive. However, leaders who take the time to heal themselves are better equipped to lead others with empathy, wisdom, and resilience.
In practical terms, self-healing might involve engaging in regular reflective practices, such as journaling, meditation, or therapy. It might also involve seeking out mentorship or coaching to help navigate personal challenges and professional growth. The key is to recognize that healing is not a one-time event but a continuous process that supports your ability to lead others effectively.
Trauma-Informed Leadership
Trauma-informed leadership is an approach that recognizes the impact of trauma on individuals and groups and seeks to create environments that support healing and resilience. This approach is particularly important in today’s world, where many people are dealing with the effects of past and present traumas—whether personal, collective, or intergenerational.
As a trauma-informed leader, you are mindful of the ways in which trauma can manifest in the workplace, such as through anxiety, distrust, or conflict. You create spaces where team members feel safe to express their vulnerabilities, where their experiences are validated, and where support is readily available.
One way to implement trauma-informed leadership is by incorporating regular check-ins with your team. These check-ins provide an opportunity for team members to share how they are feeling, both personally and professionally, and to receive support if needed. It’s important that these check-ins are not just about discussing work-related issues but also about acknowledging the whole person.
In my coaching practice, I often incorporate grounding exercises that help individuals reconnect with their bodies and the present moment. These exercises not only support personal healing but also foster a sense of collective grounding within teams. When leaders model this kind of self-care, they empower their teams to do the same, creating a ripple effect of healing and well-being throughout the organization.
Principle 3: Leadership Is a Shared Responsibility
In many Indigenous cultures, leadership is not seen as a hierarchical role held by a single individual. Instead, leadership is a shared responsibility, with each person contributing their unique strengths and perspectives to the collective. This approach fosters a sense of community and ensures that power dynamics are minimized, creating a more inclusive and equitable environment.
Moving from Hierarchy to Collaboration
Incorporating this principle into your leadership style means moving away from a top-down approach and embracing a more collaborative, participatory model. It involves recognizing that every team member is a leader and their voices and experiences are invaluable to the team’s success.
One way to practice shared leadership is through regular team coaching sessions. In these sessions, teams can come together to reflect on their progress, identify challenges, and co-create solutions. This process not only strengthens the team’s cohesion but also empowers each member to take ownership of their role in the team’s success.
In a recent team coaching session I facilitated, we used a process called a “sharing circle,” where each team member had an equal opportunity to speak, and decisions were made by consensus rather than majority rule. This process not only ensured that everyone’s voice was heard but also reinforced the idea that leadership is a collective responsibility.
Empowering Your Team Through Shared Leadership
Shared leadership also involves empowering your team members to take on leadership roles within the team. This might involve delegating responsibilities, encouraging team members to lead meetings or projects, or creating opportunities for peer mentorship.
In my experience, teams that embrace shared leadership are more innovative, resilient, and cohesive. When individuals feel that their contributions are valued and that they have a stake in the team’s success, they are more likely to invest in their work and support their colleagues.
Moreover, shared leadership can help to distribute the emotional and psychological burdens of leadership. In a traditional hierarchical model, the leader often bears the weight of decision-making and responsibility alone. In a shared leadership model, these burdens are distributed more evenly, reducing the risk of burnout and creating a more sustainable approach to leadership.
Conclusion: Embarking on Your Sacred Pathway
As you reflect on these principles, I invite you to consider how you might integrate them into your own leadership practice. Leadership is not a destination; it is a sacred pathway that we walk every day. By honouring the sacredness of all things, prioritizing healing, and embracing shared responsibility, we can become leaders who not only achieve results but also nurture the well-being and growth of those we lead.
In the coming months, I’ll be exploring these principles in more depth, sharing stories and practical insights from my coaching practice. Together, we’ll embark on this journey of leadership and healing, guided by the wisdom of our ancestors and the promise of a more compassionate future.
As we walk this sacred pathway, let us remember that leadership is not about the power we hold, but about the relationships we cultivate. It’s about creating spaces where every voice is heard, every story is honoured, and every individual feels valued. It’s about recognizing that true leadership is not about leading others but about guiding ourselves—and each other—toward a more just, equitable, and loving workplace experience.
