Before judging a person's behavior, seek to understand their story. A man's strict, black-and-white worldview was a direct result of discovering his father's secret family. Understanding this context transformed resentment of his rigidity into compassion. This practice can radically improve team dynamics.

The greatest obstacle to expanding personal capacity isn't stress or trauma itself, but the active avoidance of facing life's difficulties. Our refusal to engage with challenges is what ultimately shrinks our lives and potential, not the challenges themselves.

Beyond simple resilience, "post-traumatic growth" is the scientifically-backed idea that all humans can use adversity to build a psychological immune system. Overcoming challenges creates a memory of capability, making you better equipped to handle future adversity, from losing a deal to losing a job.

Career success is a poor indicator of a person's inner state. A high-achiever can exhibit immense "outer resilience" while their unresolved trauma manifests internally as chronic illness, addiction, or anxiety. Leaders shouldn't assume top performers are okay.

To succeed in its proprietary sourcing model where the default answer is often "no," TA Associates specifically hires individuals who have overcome adversity. They believe this trait builds the necessary resilience and motivation to persist through constant rejection without losing drive.

Refusing to discuss fear and feelings at work is inefficient. Leaders must invest a reasonable amount of time proactively attending to team emotions or be forced to squander an unreasonable amount of time reacting to the negative behaviors that result from those unaddressed feelings.

Trauma's definition should be tied to its outcome: any permanent change in behavior from an adverse event. This reframing allows for "positive trauma," where a difficult experience forces you to adapt and establish a new, higher-performing baseline, ultimately making you better off.

By adding resilience as a core hiring criterion, Pinterest naturally attracts diverse candidates from non-traditional backgrounds who have overcome adversity. This focus shifts hiring away from traditional signals of success, increasing diversity and bringing in employees who are better equipped for business challenges.

To create a truly safe culture, leaders must demonstrate vulnerability first. By proactively sharing personal struggles—like being a recovering alcoholic or having gone through trauma therapy—during the interview process, leaders signal from day one that mental health is a priority and that it's safe for employees to be open about their own challenges.