Rome Resilience Wasn’t Built in a Day

Resilience is a buzzword that has been thrown around a lot in leadership spaces. But what does it really mean? And how can leaders create an environment that fosters resilient employees?

What is resilience?

Resilience is the ability to bounce back from adversity, cope with stress, and adapt to changing situations. It is not a fixed trait that some people have and others don’t. It is a skill that can be learned and developed over time.

Resilience means different things to different people. Some may see it as being tough, persistent, and optimistic. Others may see it as being flexible, creative, and resourceful. There is no one right way to be resilient. The key is to find what works for you and your employees.

Why is resilience important?

Resilience is not only important for individual well-being, but also for organisational performance. Resilient employees are more productive, engaged, and loyal. They are also more likely to innovate, collaborate, and solve problems.

However, resilience is not something that can be achieved overnight. It takes time and effort to build and sustain. If you want to create a resilient workforce, you have to do it right.

Do employees feel psychologically safe?

One of the most fundamental tenets of fostering resilience in your employees is creating psychological safety. Psychological safety is the belief that one can speak up, take risks, and make mistakes without fear of negative consequences. It is the foundation of a healthy and supportive work environment.

Psychological safety allows employees to feel comfortable expressing their ideas, opinions, and emotions. It also enables them to learn from their failures and grow from their challenges. Without psychological safety, employees may feel anxious, insecure, and isolated. They may also avoid taking risks, seeking feedback, and sharing their knowledge.

How you handle failure in your company will say a lot to your employees and will have a profound impact on their risk of burnout and therefore their resilience. If you punish or blame them for their mistakes, they will lose their confidence and motivation. If you ignore or deny their failures, they will miss the opportunity to improve and learn. If you celebrate or reward their failures, they will become complacent and careless.

The best way to handle failure in your organisation is to treat it as a learning opportunity. You should encourage your employees to share their failures openly and constructively. You should also provide them with constructive feedback and support. You should help them identify the root causes of their failures, the lessons they learned, and the actions they can take to prevent them from happening again.

Here are three key steps you can take to create a psychologically safe work environment for your employees:

• Model vulnerability. As a leader, you should show your employees that you are human and that you make mistakes too. You should admit your weaknesses, ask for help, and apologise when you are wrong. By doing so, you will create a culture of trust and respect.
• Encourage curiosity. As a leader, you should foster a culture of curiosity and exploration in your teams. Ask open-ended questions, listen actively, and seek diverse perspectives. You should also challenge your assumptions, experiment with new ideas, and embrace uncertainty.
• Reinforce positivity. As a leader, cultivate a positive mindset in your teams. Recognise your employees’ strengths, appreciate their efforts, and celebrate their successes, big and small.

Bonus step: Provide resources

Provide your employees with the resources they need to build their resilience. These resources may include:

• Training. You can offer your employees training programs or workshops on topics such as stress management, resilience building, mindfulness, or positive psychology.
• Coaching. You can provide your employees with coaching sessions or mentoring relationships that can help them develop their skills, overcome their challenges, or achieve their goals.
• Support. You can create a network of support for your employees that can include peers, managers, counselors, or external experts. You can also encourage your employees to seek help when they need it.

Resilience is not something that can be built in a day. It requires consistent effort and commitment from both leaders and employees. By creating psychological safety in your company, you can help your employees thrive in the face of adversity and change.

If you would like to learn more about building resilience in your teams and avoiding burnout, reach out to me on LinkedIn.

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