Resilience is required whenever we come across a situation that requires an “ability to adapt, recover, and thrive in the face of challenges, changes, and stressors within the work environment.”
No modern workplace is without its fair share of the unexpected which usually triggers a flight or fight response. Hence, a conscious effort is required to create a resilient workforce. During the COVID season, I attended a session on Stoicism which gave tips on developing the skill of Resilience which was highly essential to bounce back from the tough conditions all around.
In times of lesser dramatic but critical change, it continues to be a skill that can make a tremendous difference to both individuals who constitute the workplace, and the overall cultural foundation of an organisation
When a major project win does not materialise, when there are inordinate delays beyond one’s control; when a change in leadership leads to a new approach at work; when a totally unrelated policy decision by a faraway leader changes the business outlook; when a leader has a personal health crisis; a misunderstanding leading to a breakdown in team communication could be examples of situations where one needs to flex the muscle of resilience.
An individual can choose to withdraw, sulk, or grow belligerent and blame others without addressing the issue at the core. When raising children, parents need to maintain a delicate balance between being overly protective or being totally detached and allowing the child to make mistakes and learn. Similarly, leaders at the workplace need to balance an urge to take complete charge and allow team members to make the mistakes required to learn to be resilient
What can Human resources professionals do to create a Workplace Characterised by Resilience?
- Showcase stories of Resilience We recently had a guest lecture by a paraplegic who had broken a record by sky diving. Listening to the numerous hurdles and health challenges he had undergone before this feat was truly inspirational
- Stress Management Initiatives: Be it a session on yoga, meditation, mindfulness – simple but powerful techniques help team members inculcate their own chosen method for managing stress. Introductory sessions promote curiosity to check out a method that could eventually be a part of the employees’ routine. Initiatives like a Wellness Challenge or contest could eventually encourage greater participation. Exercise, healthy eating, and regulated hours of work are as much a part of office culture as the initial family environment.
- Support Networks for Special Interest Groups: Creating forums that promote the development of strong relationships with colleagues and mentors. The stronger the bond between group members, the greater the feeling of emotional well-being and ability to deal with problems
- Related Skills including Problem-Solving Skills: Developing the ability to tackle problems efficiently and creatively. When team members are continuously engaged in learning new skills there is also a tendency to be aware of the changing industry and be prepared for upcoming changes
- Positive Leadership Outlook: Communicating a positive outlook, especially during tough times, and being flexible to changes help employees adapt to changes in the environment.
- Managing Heavy Workloads: A current reality in many teams is the feeling of a mountain of unattended tasks. Where delegation is not a possibility breaking down large projects into smaller tasks and celebrating milestones is indeed a skill that can be learnt to help be more resilient at work and not cave in under pressure.
Building resilience is a continuous process, but with practice, it can significantly enhance the organisations’ ability to cope with workplace challenges and help team members thrive in chaos and turbulence.
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