Here's how you can foster resilience and adaptability in your organization.

When we talk about mindset, normally discussion focus is how to change employee's mindset. However, it is better to start that leader (or manager, CEO etc) should show their mindset at first. Leaders need to explain how mindset is important for associates' career path as well as organizational sustainable growth in uncertain times. If leader show what they learn (or they are learning) in front of team members at regular basis, associates will gradually understand its importance of having growth mindset. Then, let's encourage associates to learn new skills, ideally related to their current job. Besides, during learning period, leaders need to have continuous feedback to them like coaching in order for them to navigate learning pass way.

Fostering a culture of resilience and adaptability begins with clear communication. Share the destination and the "why" behind our actions—why are we doing what we’re doing? Be as transparent as possible within regulatory limits. Encourage open dialogue; explain, clarify, and re-explain our objectives and values. Trust in our people’s intelligence—they will adapt if they believe in the change. Actively listen to feedback and diverse opinions, assessing whether they address a need or improve our processes. By building trust and aligning everyone with our mission, we create a resilient, adaptable organization ready to navigate any challenge.

To cultivate a growth mindset for resilience in your team, we collectively need to create opportunities and spaces to explore safely without the fear of judgment and once we firm the thoughts, hold ourselves accountable. By Separating the learning process from accountability makes a fertile ground for learning and excellence.

To foster resilience and adaptability in your organization, start by cultivating a culture of continuous learning and open communication. Equip your team with the tools, training, and resources they need to build new skills and pivot quickly when challenges arise. Lead by example: demonstrate adaptability in your leadership style, make flexible yet strategic decisions, and show that setbacks are opportunities for growth, not failure. Promote resilience by recognizing small wins and creating a safe space for innovation and calculated risks. Resilient organizations are built not just on strong processes but on people who are empowered, engaged, and ready for the unexpected.

Au delà des défis à voir comme des opportunités, il faut aussi créer un climat encourageant les expérimentations et, surtout, avec le droit à l'erreur. Se tromper = Apprendre

The part I love most about my job is when a group of people come together to achieve a challenging goal, one that requires teamwork and without which the group itself doesn't have a reason to exist. In my 15 years of experience in experiential learning, the fastest way I've seen groups transform into teams is through outdoor experiential activities. In outdoor training, the barriers typical of professional settings come down. People open up, sharing both positive and negative emotions. By the end of the experience, challenges that once seemed insurmountable feel like small obstacles. The group becomes a team because individuals have strengthened their relationships and skills.

Empowering teams is crucial for building a resilient culture. Granting autonomy fosters ownership and accountability. However, we as leaders need to balance that autonomy with also providing the initial direction, having clear goals to align the work of our teams, and checking in along the way to see how we can support. When people feel trusted and supported with the necessary resources, they are more likely to embrace challenges, take initiative, and maybe push themselves beyond their comfort zone, where they will continue to learn and grow. Leaders must also foster a culture that celebrates successes and encourages learning from failures. This continuous learning and culture of innovation helps drive adaptability.

Empowerment is the driving force behind building resilience. When teams are given the autonomy to make decisions and take calculated risks, they develop a sense of ownership that transforms how they respond to challenges. I’ve learned that, by empowering individuals, they ignite their potential to adapt and thrive, especially during times of uncertainty. It’s about more than delegation—it’s about inspiring confidence and fostering a culture where innovation and problem-solving flourish independently. Creating the conditions where people feel both trusted and equipped to lead change themselves. When that happens, resilience becomes a natural part of the team’s DNA, driving lasting growth and transformation

Empowerment is key to fostering resilience. Give your teams the autonomy to make decisions and the confidence to take calculated risks. This not only motivates them but also builds a sense of ownership over their work, which is crucial during times of change. Provide the necessary resources and support for your teams to innovate and problem-solve independently. When employees feel trusted and valued, they are more likely to embrace change and contribute positively to the organization's adaptability.

Change management is pain management. Sharing the big vision Why behind any change, repeatedly, is key to being an open, honest leader and garnering buy-in. Being upfront about how the change will impact your teammates and corporate culture—both for the better and the worse—are best practices expected in today’s highly informed workplaces. You cannot over communicate when it comes to change management!

Providing transparency and context to employees is key during times of change and transformation (explaining what is happening, when, why). Open, two-way communication is the cornerstone of building trust, minimizing uncertainty, and ensuring that everyone in the organization is aligned and engaged, and along for the journey. It's important to 1. really understand the concerns of employees and the potential barriers to effective change, and 2. ensure leaders are well informed, are speaking with a consistent voice and are set up to successfully support/champion the change as well. By creating feedback loops and actively listening and responding to feedback, we empower employees, making them feel valued and integral to the change process.

Transparent communication builds trust and clarity, ensuring everyone is aligned with the organization’s goals. Encourage open dialogue by making leaders accessible, sharing updates regularly, and fostering a culture where information flows freely. Be honest about challenges as well as successes to build credibility. Listen actively to feedback and encourage input from all levels. Open communication empowers teams to collaborate effectively, address issues proactively, and stay connected to the mission.

Instead of just planning training needs in advance, it’s more effective to frequently ask employees what skills they need through iterative feedback. This ensures the training is relevant and meets current demands.

Training may help but the crucial roles need to be played by the top management through promoting OCTAPACE culture. The organisational culture must support, nurture and promote resilience and adaptability.

Equip your teams with the skills they need to adapt quickly in a fast-changing environment. Invest in continuous learning through workshops, courses, and hands-on training that align with both current roles and future needs. Encourage a culture of skill development where employees are motivated to grow and innovate. Provide access to the latest tools and technologies, and support cross-training to enhance versatility. By proactively developing your team’s capabilities, you ensure they are prepared to tackle new challenges and drive the organization forward.

Sin duda alguna ofrecer a tus colaboradores la oportunidad de formarse les brinda también la posibilidad de crecer profesionalmente y desarrollar mejores competencias que inciden positivamente en su desempe?o y en su motivación

N?o fazemos nada sozinhos. Colabora??o é uma das molas mestras para levar equipes à obten??o de resultados. Entenda as capacidades do seu grupo e fomente a contribui??o das pessoas mesmo que n?o seja em temas que eles tenham total domínio. Eles aprender?o juntos e ficar?o mais fortes.

Promote teamwork and cross-functional collaboration to harness diverse perspectives and drive innovation. Create opportunities for teams to work together on projects, breaking down silos and fostering a culture of shared goals. Use collaborative tools and platforms to facilitate seamless communication and idea exchange. Recognize and reward collaborative efforts to reinforce their value. Encourage knowledge sharing across departments to build collective expertise, ensuring that solutions are well-rounded and adaptable. Strong collaboration leads to a more cohesive, resilient organization.

Cuando fomentamos la colaboración estamos propiciando la oportunidad de que todo el equipo aprenda de manera colectiva, identificando las fortalezas de cada uno para potenciar el trabajo en equipo

In driving big change implementation and transformations it is important to do periodic after action reviews. Looking at the following: 1) what went well 2) what didn’t go as plan 3) what needs to be sustained 4) what needs to be changed / improved. It’s not only important to look at what didn’t go well but to assess it from how it didn’t go as plan so that you can make changes to the plan/standards and address it systematically. It’s also important to look at what went well and what can be continued and put systems in place to encourage it to happen.

A learning organisation learns automatically. The challenge before the top management is to create that learning culture within the organisation.

Continuous improvement is key to long-term success. Regularly review what’s working and what’s not to identify areas for growth. Encourage teams to reflect on their experiences, celebrating successes while analyzing setbacks for valuable lessons. Implement feedback loops where insights from every project are documented and shared. Foster a culture that values learning from mistakes as much as from achievements. By embedding reflection into your processes, you enable your organization to adapt quickly, innovate consistently, and stay ahead in a rapidly changing environment.

Perhaps the most important aspect of this cycle is to lean in and learn from what works and doesn't work. It's important to remember that in the pursuit of agility, one does not forget that everything doesn't have to follow agile principles. It's important to learn as you go what is working well, where it is working well and the opposite. Seek continuous improvement as a part of agile mindset.