Here's how you can strengthen resilience within your conference organization team.

Build trust by allowing vulnerability. Set the stage for them to trust you by revealing a challenge you've faced that they can relate to and how, with the right support, you conquered that challenge. Then invite others to share their experience and engage appreciatively and supportively. They didn't have to share or trust you enough to share, but they did.

I believe in setting intentions over setting hard goals with time deadlines. Things unplanned may become the most impactful experiences. Before freaking out because plans are coming together different than planned, consider whether you are holding true to the set intention. Are you trying to impact other people's experience or are you trying to control what is not your responsibility? (i.e. Their opinion of the experience or how they feel)

Fostering a collaborative workplace and a cohesive team, in my opinion, comes down to: 1. Clear Communication: Ensure everyone understands their roles and responsibilities in planning and executing the conference. 2. Empowerment: Trust your team to make decisions and take ownership of their tasks, fostering a sense of pride and accountability. You chose them for a reason. Let them earn their stripes. 3. Collaboration: Encourage open dialogue and collaboration among team members to leverage everyone's strengths and ideas. 4. Support and Recognition: Provide support and recognize the efforts of your team members to keep morale high and motivation strong throughout the planning process.

Have briefing meet up session at least every week, for each member to share on their challenges and other members will brainstorm and synergise to come up with a solution. This will help members to bond and raise awareness that leveraging on various strengths can lead to greater results and any challenges can be overcome.

The intention of the event must be a consensus. "What kind of impact do we intend to make? What do we want to influence?" Tasks can be broken down and assigned considering each person's strengths AND acknowledging weaknesses. What one person dreads, may excite another. Appreciate the person willing to do what you don't want to do, as well as acknowledge what you (or anyone else) don't want to do, in order to effectively delegate. Be clear about expectations: What you expect from others as well as what they can count on you or someone else for.

Acknowledge things as seemingly insignificant as personal emotions early on. Frustration and fatigue start off slow, but when dismissed build momentum and grow like a snowball, only later to find problem that could have been avoided. Stress the importance to your team of open communication. Provide a safe and supportive environment for someone to share challenges to seek support as well as accomplishments to validate each other.

Stay ahead of potential challenges by acknowledging beforehand what may pose a challenge. Be ready to answer questions to reiterate clarity, always reminding yourself and your team of the intention of the project, knowing everything always works out when you stay true to your intention.