Resilience in Leadership

𝑇ℎ𝑒 𝑆𝑡𝑟𝑎𝑡𝑒𝑔𝑦 𝑓𝑜𝑟 𝐵𝑢𝑖𝑙𝑑𝑖𝑛𝑔 𝐻𝑒𝑎𝑙𝑡ℎ𝑦 𝐿𝑒𝑎𝑑𝑒𝑟𝑠 𝑎𝑛𝑑 𝑎 𝑆𝑢𝑠𝑡𝑎𝑖𝑛𝑎𝑏𝑙𝑒 𝑂𝑟𝑔𝑎𝑛𝑖𝑧𝑎𝑡𝑖𝑜𝑛

In a world where uncertainty is the only constant, fostering resilience is vital for individual and organizational success. Resilience in leadership means we foster two types of resilience, yet first, we must define what resilience is. The research will say resilience is the ability to “bounce back.” Yet, resilience is more about learning to withstand the storms, recover from the aftermath, and grow from the experiences.

Resilience in leadership requires that we foster both individual and organizational resilience (or strategic resilience).

Many leaders are stressed out, burned out, and maxed out, yet resilient leaders possess unique skills that help them manage stress, inspire their teams, and drive sustainable growth for a competitive advantage. They cultivate mental resilience by having vital core strengths; together, they are collectively called Psychological Capital (PsyCap), which is based on four factors: Hope, Self-Efficacy, Resilience, and Optimism.

Leaders who foster PsyCap during challenging times will lead with purpose and passion and will ensure they’re driving their teams and the organization forward. However, we all know the world is becoming turbulent faster than organizations are becoming resilient, so think about how your leaders may be feeling, thinking, and acting as they experience the uncertainty in the world right now.

It’s equally important that organizations foster strategic resilience when faced with adversity and remain on track with their desired future through their articulated mission and strategic goals. So, what are the strategies for building healthy leaders and a sustainable organization?

1. Show and Nurture Compassion. When your leaders, managers, supervisors, and other employees are going through adversity, they are likely to experience mental and emotional distress. In these situations, leaders should respond with compassion.

2. Balance high expectations with high support. The optimal environment for developing resilience in employees is a balance of empathy and enforcement. Leaders should help their employees set specific and difficult (not impossible) goals to increase motivation and performance. It’s essential to make sure your employees know you’re available to offer support, even if employees don’t seek it.

3. Resilience training. Resilience is not a genetic trait; It’s derived from the ways individuals learn to think and act when faced with obstacles. Thus, people can be trained to be more resilient.

*Note: 98% of medium to large-size organizations have an employee assistance program (EAP), yet the utilization rate is less than 4%. While I believe EAPs have their place within an organization, they are not a replacement for proactive resilience training.

Sustainable Growth Through Resilience

Implementing these strategies enhances team resilience and drives sustainable growth. When executives, directors, and managers invest in their leaders’ well-being and development, they can cultivate a workforce engaged and committed to the organization’s vision. Resilient teams are better equipped to innovate, adapt, and thrive in an ever-evolving marketplace.

In conclusion, resilience in leadership is a powerful strategy for creating thriving teams and ensuring sustainable growth. By fostering compassion, crucial accountability, and resilience training, leaders can build a ready and resilient workforce that can and will face any challenge head-on. Embrace resilience and watch your organization flourish.

Lead Well,

Ryan

“To genuinely care for employees, first invest in leaders; healthy leadership is the heart of true organizational wellness.” – Ryan S. Gallik