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What are the best ways to promote resilience and inclusion in times of crisis?

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Crisis situations can challenge the mental and emotional well-being of your team, as well as the cohesion and collaboration among diverse members. As a leader, you have a critical role in promoting resilience and inclusion in times of crisis, which can help your team cope, adapt, and thrive in the face of adversity. In this article, you will learn some of the best ways to foster a resilient and inclusive culture in your team, based on the latest research and best practices.

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1 Define resilience and inclusion

Before you can promote resilience and inclusion, you need to understand what they mean and why they matter. Resilience is the ability to bounce back from stress, trauma, or change, and to use those experiences as opportunities for learning and growth. Inclusion is the sense of belonging and acceptance that each team member feels, regardless of their background, identity, or perspective. Resilience and inclusion are closely related, as they both contribute to the psychological safety, trust, and engagement of your team.

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Puneet Singh Singhal

Co-founder Billion Strong | Empowering Young Innovators with Disabilities | Curator, "Green Disability" | Exploring Conscious AI for Social Change | Advaita Vedanta | SDGs 10 & 17 |
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Resilience is the capacity to recover from difficulties and adapt in the face of adversity. It encompasses the mental, emotional, and physical toughness required to bounce back from setbacks and also view them as an opportunity for growth. Resilience is not just individual but can also be a characteristic of teams and organizations, allowing them to navigate challenges effectively. Inclusion, on the other hand, is about creating an environment where everyone, regardless of their background, identity, or perspective, feels valued and accepted. In an inclusive setting, diversity is not just tolerated but embraced, and each individual feels that their contributions are recognized and important.

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2 Assess your team's needs and strengths

To promote resilience and inclusion, you need to know where your team stands and what they need. You can use various tools and methods to assess your team's needs and strengths, such as surveys, interviews, focus groups, or feedback sessions. You can also observe your team's behavior, communication, and performance, and look for signs of stress, burnout, or isolation. By assessing your team's needs and strengths, you can identify the areas that need improvement and the resources that can support your team.

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Eugina Jordan

CEO and Co-founder (Stealth AI startup) I 8 granted patents/16 pending I AI Trailblazer Award Winner
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To nurture resilience and inclusion amid crises, assess your team's needs and strengths. Conduct surveys and open dialogues to understand their challenges. Tailor support based on individual requirements, considering factors like family situations and mental health. Embrace the diversity of skills within your team, encouraging collaboration. Promote inclusive decision-making to ensure all voices are heard. Provide training for technical and emotional resilience. Maintain transparent communication and establish a feedback loop for ongoing adjustment. By addressing needs and leveraging strengths, you foster resilience and an inclusive environment during challenging times.

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3 Provide support and resources

One of the best ways to promote resilience and inclusion is to provide your team with adequate support and resources, especially in times of crisis. Support can include emotional, social, informational, or practical assistance, such as counseling, coaching, mentoring, peer support, training, or flexible work arrangements. Resources can include tools, systems, policies, or practices that enable your team to do their work effectively and efficiently, such as technology, processes, guidelines, or incentives. By providing support and resources, you can help your team cope with stress, overcome challenges, and achieve their goals.

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4 Encourage learning and growth

Another way to promote resilience and inclusion is to encourage your team to learn and grow from their experiences, both positive and negative. Learning and growth can involve developing new skills, knowledge, or competencies, as well as enhancing existing ones. You can foster a learning and growth mindset in your team by setting clear and realistic expectations, providing constructive feedback, recognizing achievements, celebrating successes, and facilitating reflection and debriefing. By encouraging learning and growth, you can help your team improve their performance, confidence, and satisfaction.

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5 Model resilience and inclusion

As a leader, you have a powerful influence on your team's resilience and inclusion, through your own behavior, attitude, and actions. You can model resilience and inclusion by demonstrating how you cope with stress, adversity, or change, and how you embrace diversity and inclusion in your own interactions. You can also share your own stories, challenges, and lessons learned, and invite your team to do the same. By modeling resilience and inclusion, you can inspire your team to follow your example and to trust and respect you.

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6 Create a resilient and inclusive culture

Finally, you can promote resilience and inclusion by creating a culture that supports and values them. A resilient and inclusive culture is one that fosters a sense of purpose, belonging, and empowerment among your team members, and that encourages collaboration, innovation, and excellence. You can create a resilient and inclusive culture by establishing a clear vision, mission, and values for your team, by communicating openly and transparently, by involving your team in decision making and problem solving, and by celebrating diversity and inclusion in your team.

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Sunny Bonnell

Co-Founder & CEO, Motto? | Visionary Leadership & Brand Expert | Author | Thinkers50 Radar | Keynote Speaker | GDUSA 25 People to Watch | Top 30 GlobalGurus in Brand
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To create a resilient culture, you need an optimistic undertone. Leaders set the mood, especially when storm clouds gather. This isn't about putting on rose-colored glasses and ignoring the icebergs ahead. It's about acknowledging them, framing them, and steering with strategy. Crisis can paralyze. Optimism keeps people moving.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Yuri Kruman ????

AI x HR | I build Enterprise-Grade HR Tech Stacks for Startups and SMBs | M&A and GTM strategy for HR Techs | Executive Transition Coach | 7x book author | Book to Course AI Co-Founder
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Well, how about just being honest and transparent with people? Ya know, treating them like adults. Business is hard, lots of mistake are made. When those who made them take ownership and speak only about, they gain employees’ trust. No, transparency may not be a magic panacea, but when times get tough, people who have been told all along what’s going on are more likely to go the extra mile to help the team and company weather the storm. I’ve seen this time and time again when coming in as a head of HR into an organization where trust is lacking. When you model it and inject it everywhere, the tone changes. Peoples’ expressions change. They feel more free and open to share the bad and good. Problems get fixed faster because there’s ownership

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What are the best ways to promote resilience and inclusion in times of crisis?

1

2

3

4

5

6

7

1 Define resilience and inclusion

2 Assess your team's needs and strengths

3 Provide support and resources

4 Encourage learning and growth

5 Model resilience and inclusion

6 Create a resilient and inclusive culture

7 Here’s what else to consider

Leadership

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What are the best ways to promote resilience and inclusion in times of crisis?

1

2

3

4

5

6

7

1 Define resilience and inclusion

2 Assess your team's needs and strengths

3 Provide support and resources

4 Encourage learning and growth

5 Model resilience and inclusion

6 Create a resilient and inclusive culture

7 Here’s what else to consider

Leadership

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