I am very excited to provide meaningful training and content in the areas of leadership and diversity.  My background allows me to delve into these topics in a way that is different than most of the voices you may be currently listening to.  I know my uniqueness comes from a background of varied experiences.  Allow me to explain.

I have always been passionate about leadership, and the possibilities for hope, change, and a new direction.  I don't believe there is any greater calling than being able to impact people's lives in a positive way.  My goal is also to place education about diversity and it's impact at the forefront of discussions.  I've been challenged by recent movements and world turmoil to take an active role in finding solutions instead of listing all the problems.  I'm not a poly-anna, but I do err on the side of hope and not doubt or regret.

I believe I was born for this time!  I am ready, willing and able to put my more than 40 years of experience, spanning pre-K thru the collegiate graduate levels, to maximum use.  I am ready to serve in whatever capacity my new roles call for.  I am excited about the future, and I still believe that regarding my life, the best is yet to come! I look forward to making contact with you and your organization real soon!

Calvin Lawrence, Ed. D.

Conflict is about relationships and trauma impacts relationships. The services I provide include trauma-informed mediation, conflict coaching, workplace dispute assessment & restoration, workplace health and safety assessments, communication liaison, consultant services and workshop facilitation, with a specialization in presilient, neuroinclusive trauma-informed frameworks.

I have over 25 years of experience working with complex, high-risk, safety-sensitive, multi-faceted scenarios and environments. With a background in clinical mental health, behavioural analysis, criminal justice risk assessment, and public safety case management, investigations, disability case management, and adjudication, I provide specialized expertise to diverse client populations, with an ADR style that meets the clients' needs. I possess substantial experience working in government-regulated, health care, first responder, and union environments, with the persuasive negotiation talent to also mediate within civil and family dispute contexts. 

My fundamental pillars of dispute resolution are trauma informed lens, neutrality, unbiased and anti-oppressive practices that promote strategies for optimizing resiliency. 

I uniquely offer: 
- work in diverse, complex, high risk, and safety sensitive environments; 
 - recognize how trauma, disabilities (invisible and visible) and environmental contexts can influence the parties in conflict; 
 - help identify the conflict resiliency and tailor the ADR practices to the clients needs in the workplace and community while respecting cultural diversity;
- Resiliency, Trauma Informed Professional and Leadership Legacy workshops.

Treena Reilkoff

“When trauma responses are understood as injury, accountability moves outward. 

It raises harder questions about environments that normalize chronic stress, humiliation, fear, or power abuse. Psychological harm does not emerge in a vacuum. It develops in system.”

Source article below.

Treena Reilkoff 

Trauma-Informed Higher Ed Specialist, Neuroinclusion and Workplace Psychological Safety Advocate, Writer, and Editor (All viewpoints expressed are my own and do not necessarily represent those of current/past employers)

View Caroline Mrozla-Toscano, PhD’s profile

Why Calling PTSD a Mental Injury Matters

Tracy S. Hutchinson, PhD “Why PTSD Is a Mental Injury, Not a Mental Illness” Psychology Today

Dr. Hutchinson’s article makes an important and often overlooked point. PTSD reflects injury, not defect.

Framing PTSD as a mental injury shifts the focus away from what is “wrong” with a person and toward what happened to them. Injuries occur in response to force, exposure, and overwhelm. 
Trauma works the same way. The nervous system adapts to survive conditions that were unsafe, unpredictable, or inescapable. Those adaptations do not indicate pathology. They indicate learning under threat. 

This distinction matters deeply in workplaces.
When trauma responses are treated as illness, people are quietly marked as unstable, fragile, or unfit. When trauma responses are understood as injury, accountability moves outward. It raises harder questions about environments that normalize chronic stress, humiliation, fear, or power abuse. Psychological harm does not emerge in a vacuum. It develops in systems. 

Many adults living with PTSD never experienced combat or a single catastrophic event. Prolonged exposure to emotional abuse, coercive control, and chronic psychological stress can produce the same neurobiological effects. Research shows lasting changes in brain regions involved in threat detection, emotional regulation, and memory. These are adaptive responses to danger, not evidence of personal failure. 

Workplaces often struggle with this reality.
Employees who show hypervigilance, withdrawal, or emotional reactivity are frequently labeled “difficult” or “unprofessional.” Rarely do organizations ask whether the environment itself has been injurious. Reframing PTSD as injury challenges leaders to look honestly at cultures that reward fear, silence dissent, or punish vulnerability. 

Language shapes policy, treatment, and stigma.
When we call something an injury, we assume healing is possible. We invest in repair. We remove the source of harm. We offer accommodation without moral judgment. This shift does not minimize suffering. It recognizes it accurately. 

If organizations truly care about psychological safety, this distinction cannot remain theoretical. It must inform how workplaces are designed, how power is exercised, and how harm is addressed when it occurs.

Trauma-informed work requires more than resilience training. It requires injury prevention.
 
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#PTSD #TraumaInformedWorkplace #PsychologicalSafety #WorkplaceCulture #MentalHealthAtWork #Leadership #OrganizationalHealth

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Treena Reilkoff

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