Here's how you can build a resilient workforce as a higher education administrator.

'The only constant is change'... yes, a cliche but so true. This one is tricky to navigate as change brings uncertainty and uncertainty brings anxiety. I've found the best way to navigate change is to communicate upcoming changes as early as possible and present them as opportunities to 'frame our future.' Of course, these efforts need to be genuine. Little ruins one's credibility more than rallying a team together to chart a course and then sticking the map in the drawer and pulling your own out... but a team genuinely and proactively engaged will fair far better moving into the new model than one simply instructed to.

To build a resilient workforce as a higher education administrator, prioritize fostering a culture of adaptability and continuous learning. Offer professional development opportunities, mentorship programs, and resources for mental health support. Emphasize communication and transparency to keep faculty and staff informed and engaged. Encourage collaboration and teamwork to strengthen resilience and problem-solving skills. Create a supportive environment that values diversity, inclusion, and work-life balance. By investing in the well-being and growth of your workforce, you'll cultivate resilience and empower individuals to thrive in the face of challenges

Create and put into effect policies that promote employee wellbeing, mental health awareness, and work-life balance. Provide employees with coaching, support systems, and mentorship programs to enable them to succeed in their positions. Adopt a mindset that values innovation, lifelong learning, and flexibility in response to changing conditions. Urge academic staff and faculty to investigate cutting-edge techniques, pedagogies, and best practices in higher education. Provide resources like webinars, workshops, and initiatives that foster resilience. Give people access to employee assistance programs, counseling services, and other forms of support.

Encourage a culture that sees change as a chance to grow, not a setback. Keep communication open so staff can share ideas and concerns. Provide training to help them adapt to new methods and technologies. Lead by example, showing resilience in tough times. By embracing change, you create a team that can thrive in the dynamic higher education environment.

Effective communication and Commitment to the change really matters in all sectors as it does to higher learning institutions.

Universities and colleges are blessed with so many resources available for lifelong learning, be they formal degrees or dedicated short courses. Oftentimes, the challenge is finding time for an overburdened team to dedicate to these upskilling. A genuine, guarded break from duties so the proper focus can be paid to the classwork is a must, otherwise the to-do list dominates the day and this type of long-term growth is compromised.

A aprendizagem contínua é muito importante na forma??o de uma for?a de trabalho resiliente, pois os saberes s?o atualizados e expandidos a velocidades cada vez maiores. O trabalhador que n?o busca atualizar suas habilidades para desempenhar sua fun??o, n?o consegue se adaptar às mudan?as que surgem no ambiente corporativo, n?o consegue se reinventar e torna-se dispensável. Ocorre que no mundo corporativo é mais eficiente e econ?mico atualizar seus colaboradores e readequá-los às novas necessidades da empresa que desligá-lo e treinar um novo colaborador para assumir a fun??o. Assim sendo, faz todo o sentido que as empresas desenvolvam programas de educa??o continuada para seus colaboradores, e busquem motivá-los a desenvolver resiliência.

Ningun educador, docente o profesor deja de ser estudiante jamás. Nunca dejamos de ser aprendices en nuestro labor. De los alumnos también aprendemos, y del estudio permanente y necesario, mas aún.

A resilient workforce is one that never stops learning. As a higher education administrator, you can promote continuous professional development by providing access to training and educational resources. Encourage your staff to pursue new knowledge and skills that will not only enhance their current roles but also prepare them for future challenges. A culture of lifelong learning contributes to personal and institutional resilience, ensuring that your workforce stays relevant and capable.

Fomentar una cultura de aprendizaje permanente tiene múltiples beneficios. A nivel personal, los empleados se sienten valorados y empoderados, lo que puede aumentar su satisfacción y compromiso laboral. A nivel institucional, esta cultura asegura que la fuerza laboral se mantenga actualizada y competente en un entorno educativo en constante cambio. La relevancia y capacidad de adaptación de la institución se ven fortalecidas, lo que contribuye a su éxito a largo plazo. En resumen, incentivar el aprendizaje continuo y el desarrollo profesional no solo construye resiliencia, sino que también prepara a la institución y a su personal para un futuro dinámico y desafiante.

We speak of MQ, IQ, and now far more on EQ and CQ (cultural) when it comes to engaging teams. In HE, we serve students... young adults dealing with circumstances no generation has ever encountered, all complicated by technology and mental health stressors, inculcating a sense of EQ to support such populations, and offer self-sustaining support, is essential. It's clear the turn to appreciating the importance of EQ is here to stay.

One notable book on empathy-building is "The Empathy Edge: Harnessing the Value of Compassion as an Engine for Success" by Maria Ross. It offers practical strategies for cultivating empathy in the workplace and explores how empathy can drive business success by enhancing relationships, collaboration, and innovation. The book provides actionable tips and case studies to help leaders and teams develop empathy as a core competency, leading to greater employee engagement, customer satisfaction, and overall organizational resilience.

It’s critical for staff to model the EQ that we want to see in our students. Building staff EQ will help them develop skills that can be modeled and ultimately taught in the classroom.

Humaniza??o das Rela??es de Trabalho: A humaniza??o das rela??es de trabalho se configura como um movimento crucial no cenário atual, onde a busca por um ambiente laboral mais positivo e engajador se torna cada vez mais essencial. Mais do que um conceito abstrato, a humaniza??o se traduz em a??es e práticas que visam valorizar o colaborador como indivíduo, reconhecendo suas necessidades, anseios e potencialidades. Um ambiente de trabalho positivo contribui para a saúde mental e o bem-estar dos colaboradores, reduzindo o estresse e outros fatores que impactam negativamente a qualidade de vida.

La inteligencia emocional es en todos los entornos una habilidad fundamental en la que se debe trabajar de forma constante pued es lo que permite que las personas puedan interrelacionarse de forma positiva consigo mismos y con los demás. Tener habilidades como la asertividad al comunicarse, la compasión y empatía garantiza equipos de trabajo sólidos que trabajan en entornos agradables lo cual los motiva a dar lo mejor de si por la empresa y por si mismos, son personas que se priorizan frente al trabajo y eso genera un sentido de bienestar el cual es se traduce en resultados.

Having a diverse has been proven, over and over and over again, to improve productivity, collaboration, satisfaction... it's wild some still question this. When I look around the room and find everyone looks like me, it's usually a room I want to leave. Let's build our teams correspondingly.

I've noticed some of the issues with creating support networks is that they lack commitment, so aren't treated as genuine by the team. From a structural perspective, these can't be 'one-off' events whenever it seems 'en vogue.' It needs a concerted, regular approach and a variety of mechanisms... weekly coffee breaks, some off-sites, appropriate non-workplace socials that respect boundaries... etc. There is also the organic perspective. Friendships develop at work and, knowing how important these relationships are to satisfaction and creating a supportive environment, they should be promoted. Giving team members a chance to work on projects side-by-side, for example, gives them that chance to connect beyond their 'silos.'

Durante mi experiencia en educación superior me resultó muy útil para fortalecer las redes de apoyo, abrir espacios de integración, de socialización, de compartir espacios agradables dentro y fuera del lugar de trabajo. Esto fortaleció la relación del equipo, generando empatía entre todos, cari?o y una mejor fluidez al trabajar de manera colaborativa pues ese sentido de pertenencia al equipo permitía apoyarse unos a otros en lo laborat e incluso en lo personal. Los equipos de trabajo no son una "familia" pero si pueden llegar a ser espacios seguros, cuidados, y de bienestar para los trabajadores sobretodo si estamos educando a otros seres humanos.

I think this is the most important aspect of health and growth in higher education but in my short time I found that feedback was shut down if it did not ingratiate that leaders in power. There was no room for truth seeking with curiosity and compassion.

Comunica??o Transparente: Manter linhas de comunica??o abertas e transparentes é crucial para construir confian?a e resiliência em toda a equipe. Fomentar a Autonomia e a Capacidade de Tomada de Decis?o: Empoderar os membros da equipe a tomar decis?es e resolver problemas por conta própria promove um senso de autonomia e responsabilidade. Oferecer Suporte e Recursos: Garantir que a equipe tenha acesso ao suporte e aos recursos necessários para lidar com o estresse e a press?o do trabalho é essencial para promover a resiliência. Promover um Ambiente de Trabalho Colaborativo: Quando os membros da equipe se sentem apoiados pelos colegas, s?o mais capazes de enfrentar os desafios com confian?a.