Meet Trace Hobson

I know you didn’t come into this work to manage dysfunction.
You came to care. To make a difference. To lead with purpose.

But in healthcare today, that purpose is often buried under urgency, hierarchy, and overwhelm.

Our healthcare system has shaped itself around pain, not people. Whether you're a leader, a manager, or part of an OD or change team, you can feel it in your bones: something deeper needs to shift.

That’s where I'm invited to come in.

I work with those who are ready to stop surviving the system—and start renewing it. I help clinical leaders, executive teams, and OD/PD professionals restore psychological and neurobiological safety in their teams, their organizations, and in themselves. Not through another resilience workshop or framework. But through real, embodied leadership that begins in the nervous system and moves at the speed of your presence.

This is Safe Space Systemic Leadership & Coaching™—a grounded, somatic, and relational approach I’ve developed through decades of executive leadership, team coaching, personal recovery, and lived experience inside trauma-organized systems. My work integrates trauma-informed leadership, systems theory, Indigenous wisdom, and deep presence-based facilitation. Influences include Virginia Satir, Amy Edmondson, Otto Scharmer, Alan Seale, and my Menominee ancestry.

I’m neurodivergent, with lived experience of complex trauma and deep system navigation. I've been a project manager, a burned-out executive, a single dad, a frontline collaborator, and a circle keeper. I’ve led teams of 150+ and sat in silence with a room of exhausted nurses who didn’t have words left. I understand the complexity you're carrying because I’ve carried it too.

My approach is designed for people like you—leaders and practitioners who are done with performative approaches and ready for something real. Together, we create cultures of co-regulation, shared responsibility, and systemic healing.

Because no system is worth saving if it’s breaking the people inside it.
We’re not here to survive the system.
We’re here to re-imagine it—from the inside out.

Six Systemic Distress Spirals & Playbooks 

Trust Collapse (Disconnection)

Your team isn’t resistant to change—they’re biologically wired to retreat when trust is broken. Trust Collapse happens when safety erodes, triggering withdrawal and silence.

🔥 Conversations stall.
🔥 Collaboration disappears.
🔥 Leaders carry the weight alone.

This isn’t about motivation—it’s about rewiring the system for trust at the biological level so your team stops retreating and starts re-engaging.

👉 Start Reconnecting →

Operational Breakdown (Dysfunction)

Dysfunction isn’t random—it’s a system failure. When clarity collapses and co-regulation is missing, teams spiral into misaligned goals, fear-driven decisions, and operational chaos.

🔥 Confusion turns into conflict.
🔥 Conflict turns into burnout.
🔥 Burnout turns into collapse.

Fixing this isn’t about “better communication” or another leadership retreat. It’s about building a self-regulating system—where trust, clarity, and stability drive every decision.

👉 Fix the Chaos →

Commitment Collapse (Disengagement)

Your team isn’t unmotivated—they’re psychologically unprotected. Burnout, presenteeism, and low commitment aren’t signs of laziness; they’re symptoms of a system that makes people feel unseen, unheard, and unsafe.

🔥 Engagement can’t be forced.
🔥 Ownership can’t be demanded.
🔥 But they can be designed.

Stop pushing engagement. Build the conditions where people commit naturally.

👉 Unlock Team Buy-In →

Cultural Breakdown (Disrespect)

Toxic behavior isn’t a personality issue—it’s a safety failure. Gossip, blame, and hostility aren’t random—they’re predictable responses to an unsafe system.

🔥 When trust erodes, people turn against each other.
🔥 When fear drives behavior, dysfunction spreads.
🔥 When toxicity becomes normal, good people leave.

This isn’t about “fixing” individuals. It’s about rewiring the culture so respect becomes the default—not the exception.

👉 Set the Standard →

System Overload (Dysregulation)

When stress runs the system, burnout isn’t a possibility—it’s a certainty.

🔥 Teams stuck in chronic fight-or-flight make reactive decisions.
🔥 Clarity disappears.
🔥 Survival replaces strategy.

A dysregulated leader creates a dysregulated team. Learn how to stabilize the system—so you can lead under pressure without losing yourself in it.

👉 Break the Burnout Cycle →

Talent Exodus (Drain)

Retention isn’t about perks—it’s about psychological security.

🔥 Your best people aren’t leaving because of the job.
🔥 They’re leaving because they don’t feel safe enough to stay.
🔥 If they don’t feel valued, seen, and supported—leaving feels like the only option.

Stop the turnover cycle. Create an environment where staying isn’t just an option—it’s the obvious choice.

👉 Retain & Empower Your People →