How can you encourage your team to be more resilient in the face of change?

To foster resilience in the face of change, start by creating a supportive team environment that values open communication. Encourage adaptability by sharing success stories of past changes. Offer training and resources to build skills needed for new challenges. Promote a culture of feedback and continuous improvement, where learning from setbacks is valued. Recognize and reward resilience and adaptability. Lastly, lead by example—show your own resilience in dealing with changes, demonstrating a positive attitude and a focus on solutions. This approach helps build a team that's equipped and motivated to handle change effectively.

To communicate the vision is to set the tone for purpose. This sense drives people to go towards something together. As you define, it needs to be concise, resonate with what we do and something people can relate by their day-today-work.

The right communication is the key to everything. Always keep your team informed about changes and encourage open dialogue. Transparent communication promotes trust and reduces anxiety. It helps to clearly set out the company vision and goals and focus on the next steps. The purpose and the why should have already been developed together with the vision. Then it will also be supported by all team members.

A resilient vision extends well beyond the scope of the organization to uniquely identify the big picture "why" behind strategic decisions and tactical activities. Vision based on products, shareholders, and corporate success will crumble when products falter or the context changes, but a resilient vision places the CEO and front line support team members on equal footing to uniquely serve the community at large in some meaningful way. Establishing an ultimate "why" which is unique to the enterprise, but independent from the enterprise, will allow: engagement even in failure, investment beyond expectation, and latent flexibility in "how" we collectively pursue the vision.

Showing personal interest, investment and vulnerability is critical to creating safe space for rationalized support and resource allocation. Some of the most effective tools for nurturing this creative environment are trade-off analysis and task ranking exercises with the team. By genuinely asking team members how they would approach trade off scenarios and how they rank the significance of personal or collective tasks, one opens dialog, exposes unknown expectations, surfaces fear, and shows personal concern for the team's well being in the face of challenge. Teams which understand and experience their leader as a protector, provider and investor enjoy greater resilience than those following a distant visionary.

Learning is part of evolution and doing better than what we were compared to yesterday. Learning fosters progress and ability to unlearn old ways and embrace change which is something constantly evolving in every industry. Ability to catch and ride the next wave of tech, skills, competencies and making our everyday work interesting.

Further development is a continuous process for every team member that leads to satisfaction and at the same time to the company's success. As a leader, it is beneficial to create a learning environment that encourages curiosity, feedback, collaboration and reflection. It is important to recognise and allow not only successes but also failures as opportunities for learning and improvement. Therefore, invest in training to strengthen your team's skills and empower them for change. A well-trained workforce is more resilient and flexible.

Getting diverse skills, knowledge, voice helps us shape how we work as a team. Bringing everyone along the journey of growth is building strong foundations of right mindset and culture for people to evolve. It also breaks fixed mindset, preset bias we all carry and makes one thing beyond the box to there is no box. Also, it is respect to others voice, views and how listen and get better understand others to be later understood.

Stress makes you fat! Do I have your attention? Yes stress increases cortisol production, which increases appetite, all the while your metabolism is slowing down, a double whammy ... Stressing it out, won't help! Anticipating the potential failure, or dwelling on the past (mistake, bad luck) won't either. There will be setbacks, it is hard, with new data you will readjust, one step at a time you will make it happen and all the while learning a ton. 1)Rooting communications with team around its purpose. 2)Speaking to team's capability to handle setbacks. 3)take care of yourself, gym, walks - what works for you to be in good spirit 4)Get stuff done, deal with stuff 5) Goto 1) you are already driving hard - be kind to yourself!

Transparency is crucial. Share information about the changes, reasons behind them, and the expected impact. WHY drives people to join the cause. Address concerns and questions proactively. Be available for discussions. Understand each team members personalities, strengths, and motivators. Identify informal champions within the team who can inspire and encourage others. Change can be unsettling. Acknowledge fears and uncertainties. Address any negative consequences of the changes promptly. Ensure teams have the necessary tools, training, and support. Encourage a growth mindset. Emphasize learning & development. Involve team members in projects aligned with their interests & skills. Set ambitious but achievable goals to keep motivation high.

1) Don't wait until you NEED to be resilient to practice resilience. Modeling it is great, but I'm a major change, most folks are too busy trying to make sense of the change to have the strength and focus to study a leader's response. Practicing resilience through strategic gameplay or other non- traditional training approaches can have numerous benefits. 2) Don't wait for a change to arrive to start changing. Strategic Foresight lets you think much farther down the road to anticipate changes, which you can start gradually positioning for well in advance of necessity. This spreads the burden of change and resilience over a longer timeframe, which is a less jarring (and inefficient) experience.

Another way you can positively influence your team and each team member in particular is by giving your team members more responsibility and decision-making powers. This increases their commitment and ownership, which makes them more resilient to change. The experience gained helps them to adapt more quickly to new changes and find new solutions. Praise for milestones and goals achieved and the contributions they make to the company's success show appreciation for your team. A positive working environment promotes the self-confidence and resilience of employees and helps to strengthen the team.