What are the most effective ways to train new hires in resiliency skills?

Train new hires in resiliency skills, below are steps contributed a lot as per my experience of the decade: - Conduct workshops covering coping mechanisms and stress management techniques. - Encourage leaders to exemplify resilience in their work, demonstrating how to overcome challenges positively - Pair new hires with experienced mentors who can provide guidance on navigating challenges and building resilience. - Implement wellness initiatives that focus on mental health, mindfulness, and stress reduction. - Provide constructive feedback regularly, emphasizing the learning opportunities within setbacks. - Foster a supportive team culture through team-building exercises to strengthen interpersonal relationships.

Set clear, realistic expectations for new hires. Use SMART criteria for guidance. Establish a mentorship program for new hires to ensure ongoing support and guidance.

Here are some more ways to foster resiliency skills: Help new hires set realistic and achievable goals. Break the larger tasks into smaller, manageable steps, making it easier for individuals to navigate challenges and build confidence. Create a positive & collaborative work environment that emphasizes teamwork, appreciation, and recognition. That gives a sense of belonging, which is foundational to resilience. Offer constructive feedback and recognition. Acknowledge and celebrate achievements and provide feedback that helps individuals to learn and improve from the experiences.

Its simple. No need to do anything different: - set clear goals - keep periodic check-ins - provide timely feedback - be compassionate - ce clear in your communication And finally - set the expectations right

There are three ways I would suggest: 1. Once you have communicated clear expectations, let them get on with their jobs. Don't overwhelm them with surprises, rather provide structured feedback at pre-determined times. 2. Provide regular coaching and mentorship. This allows you to listen and guide without controlling the conversation. 3. Don't come in too early to save the day. It is like teaching someone to ride a bike. You are there to catch them if things go wrong but you need to leave them to pedal by themselves so they can get their balance.

In my experience, encouraging new hires to have a growth mindset really helps them become more resilient. This means helping them see that they can always improve through effort and learning. When they start seeing challenges as chances to learn, not just obstacles, it makes a big difference. I've found that focusing on their effort and giving helpful feedback, not just praising results, really builds this mindset. Also, when we as leaders show that we're always learning too, it sets a great example. It's not just about getting better at their jobs; it's about helping them see growth as a key part of their work life.

I am fortunate to work for a company that encourages us to ‘fail forward.’ Knowing that it is okay to make mistakes allows us to learn and grow. We are encouraged to step out of our comfort zone and explore new ideas. This also encourages our new hires, while building their confidence through their journey.

Neutral thinking and a growth mindset are complementary approaches that foster resilience, continuous learning, and personal growth. By encouraging a neutral thinking mindset and promoting a growth mindset, you can empower new hires to navigate challenges effectively, achieve their full potential, and thrive in the workplace. It helps them to embrace challenges, learn from mistakes or failures, foster continuous improvement, and practice emotional regulation and self-efficacy.

The important thing here is a true understanding of what a growth mindset is about. Leaders need to be okay with mistakes and even failure to a certain degree to truly foster a growth mindset. The emphasis should always be on learning and progress rather than on blame.

A growth mindset also supports the recognition that whatever level of seniority people are, they bring with them a diversity of skills and lived experience. This mindset also helps people to see the multi-layering skillset that is created when things don’t go as planned. Encouraging active curiosity in what was learned from these situations can greatly support resilience, and in turn growth. You actually become better at your job when you see things from different perspectives.

Indeed coping strategies are techniques that can reduce the negative impact of stress and enhance the positive aspects of it. Through coping strategies one can effectively improve the well-being, performance, and satisfaction of new hire manifolds!

Coping is vital when strong reactions occur. To reduce reliance on coping strategies, self-reflection is key. Understanding why we feel threatened, often rooted in fear, helps break the cycle of intense thoughts and emotions causing stress at work or in life. Self-reflection and observation are crucial. Identifying triggers is simplified with mental role play, imagining perspectives from others or viewing situations as a drone and seeing what comes up. Unfiltered thoughts during this exercise pinpoint areas where personal growth is needed. The goal isn't just coping but proactively understanding root causes through ongoing self-reflection. This empowers to handle stress with resilience, fostering a composed response to challenges.

I am proud to say that our company strongly supports the mental health of its employees and offers solutions. Employees are encouraged to signup for a free premium Calm app account. I personally use this almost every day. A few colleagues lead weekly yoga classes, both in-person and on Zoom after work. Employees also have access to mental health experts, who we can speak to anonymously. Working for a company that supports mental health is extremely important to me. Our company values who we are as individuals and treats our mental health as a priority.

Organize workshops focused on resilience-building skills like stress management, problem-solving, and adaptability. These workshops can include interactive activities and discussions.

One effective but often overlooked strategy I have seen is to engage new hires in role-playing scenarios. This method goes beyond traditional coping techniques - (and can be often be a hard sell - but can be very impactful). By simulating challenging workplace situations, new hires get a safe space to practice their responses to stress and conflict. It's not just about telling them what to do, but letting them experience and navigate difficulties in a controlled environment. It teaches practical resilience skills in a way that's engaging and memorable. For anyone stepping into a new role, actively practicing how to handle tough situations can make a real difference in how confidently and effectively they manage real-world challenges.

Provide new hires with projects or tasks that align with their skills and experience but also push them slightly beyond their comfort zone. Introduce challenges gradually, allowing new hires to build upon their skills and knowledge progressively. Start with smaller challenges and gradually increase the complexity as they become more comfortable and competent. Encourage collaboration with teammates or mentors to address challenges. Foster a culture that values learning from both successes and failures encountered during these challenges. Cultivate an environment where new hires feel safe to take calculated risks without the fear of severe consequences for failure.

I will test the waters with new tasks and projects - I'll give the person a chance to show what they can do first and based on the results I'll tune my approach on the scale from coaching to mentoring to training. Depending on the need of the person I can select my tools as a manager to be the most suitable for the team member's journey.

Exposure is great, but it needs caution. Controled exposure, controled risks and controled environment, gradually increasing the complexity of the tasks and granting feedback on success or failure sounds to be a great option.

I like teaching in the moment, creating opportunities for my students and new hires. These training opportunities include a series of questions at times to challenge their knowledge and application of that knowledge. Confidence comes from competence and providing those opportunities as their supervisor or field training officer is one of my main objectives. As you coach and mentor the employee, you watch them grow into their own, you help them become what you know they're capable of with the right experiences and environment.

Agreed! Stretch goals challenge employees, exposing them to obstacles and setbacks. Encourage them to persevere and find creative solutions, and to try various options. Coach them through the difficulties to keep them focused.

Recognition is always a motivational factor, irrespective of the age and culture we are in and from. It encourages to exhibit the skills and display it too, so that the recognition can ne garnered to show off to the peers.

A friend said to me yesterday to use the phrase “how would you like to receive your feedback?” This also primes them for what’s about to come and helps them take it on board, which is 50% of the battle. Having a team that is comfortable giving and receiving direct feedback will build resilience and aid in growth.

It is so important to voice these thoughts. What often happens is that leaders think to themselves how happy they are with an employee's performance but never actually express that to the employee. Create a habit of voicing appreciation and gratitude regularly. You will see an increase in trust and thus resilience in your employees.

My first suggestion it is to provide or receive feedback in-person, even though the hybrid model is the most common scenario nowadays. Always talk about the situation, achievement or problem and do not focus on individual. Finally, always be sincere, it is always better a bitter true then a sweet lie.

Ao incorporar essas práticas de feedback e reconhecimento, as organiza??es n?o apenas cultivam resiliência nos novos contratados, mas também promovem um ambiente onde o desenvolvimento pessoal e profissional é valorizado e incentivado. Essa abordagem contribui para o engajamento dos funcionários e para a constru??o de equipes mais resilientes.

From my experience, the most powerful approach has been to provide a safety net for team members, specifically a psychological safety net. It involves ensuring that, regardless of the situation, they know you have their back. Even if they make a mistake, they should feel confident coming to you for assistance anytime. This sense of security empowers team members, assuring them that they are not alone, particularly during challenging times. I strongly believe in the importance of emotional support and the emotional safety of individuals, and I make that clear when communicating with them.

Don't think training, think modelling. There's no point in providing any of it if you're not modelling that behaviour yourself. This isn't complicated, but is still the single biggest failure I'm seeing within companies and organisations I've worked in and for.

People should not be afraid to fail. The failure is an opportunity for making things better. Don’t punish people for failures and incidents but use that cases as an opportunity to improve processes and share knowledge within and cross-teams.

Uma dica prática para líderes conseguirem criar ambientes assim é a de realizar reuni?es regulares para discutir progresso, desafios e solu??es, incentivando a transparência e a colabora??o dentro da equipe. Essas reuni?es podem fortalecer o senso de pertencimento e criar um ambiente propício para o aprendizado e crescimento conjunto.

We always forget to establish a profound and sustainable Culture of BREAKS. We have to learn how to pause again, as we unlearnt it by entering insitutional school forms, where our own needs for breaks were substituted by given breaks through the system. This Culture of Breaks should also include enough #integrationtime. Time, where processes and decisions can take place within every team members body and mind. These time slots have an enormous impact especially within transformational processes!

In resilience, managing the spotlight or "hot seat" is a critical skill. It involves maintaining composure and clarity under challenging circumstances. Key to this is effective communication: being succinct, transparent, and empathetic. A well-thought-out strategy, informed by current developments, is vital. Consistent, transparent communication builds trust and helps shape the narrative. Skills in media engagement and addressing tough inquiries are imperative. Demonstrating leadership and accountability in these moments can transform a challenging situation into an opportunity to strengthen trust and establish a reputation for resilience.

I would encourage new hires to build strong relationships from day 1. Get to know as many people as possible and take the time to understand their role and contribution. Building a network is really important. Don’t be afraid to ask for help when you need it. In time - you will be able to reciprocate. And most importantly Enjoy your Work!

Resilience without a focus on body, breath and, more precisely, the nervous system, does not work! We need to strengthen our bodywisdom and its natural intelligence to follow pathes, that support a coherent meaningful and powerful life, even in times of stress and struggle. Therefore using body and breath techniques, that nourish this intelligence are absolutely important to integrate especially in working contexts. Not only before or after work, but again and again amd again within a working day!

Learn how to be in balance to be able to develop competencies and capacities in a sustainable way. Learning this from the beginning will create good opportunities and good chances to have clarity on what he or she wants to be in life.

RESILIENCE IS EMOTIONAL INTELLIGENCE IN ACTION! Consequently, emotional intelligence stands as the primary area to cultivate to achieve success in life. Adapting to a new job requires significant emotional exertion, taking a toll on a personal and professional level. Ensuring the individual's comfort by breaking the ice and establishing trust represents the initial stride toward effective onboarding. As a certified DISC trainer, I advocate for the influential role of communication in the context of personality styles. Thus, I guide individuals to comprehend their personality style and its connection with others, fostering an awareness of their current position and future aspirations before proceeding with the aforementioned steps.