How do you develop resiliency skills in your team members?

Show optimism in the face of challenges by maintaining a positive outlook and focusing on opportunities rather than obstacles, then encourage your team members to approach challenges with a solution-oriented mindset and emphasize the potential for growth and learning in every situation. Flexibility is a key component of resilience, and demonstrate flexibility by adapting to changing circumstances, embracing new ideas, and being open to alternative approaches. Encourage your team to be adaptable and agile in their thinking and actions, emphasizing the importance of being able to pivot and adjust course when necessary!

By embodying resilience through optimism, flexibility, and a commitment to learning, you send a strong message to your team: that setbacks are not roadblocks but opportunities to grow stronger and more capable. This mindset encourages your team to maintain their motivation and morale, even in difficult times, and trust in their ability to overcome challenges with perseverance and a positive attitude. In the long run, this builds a more cohesive, adaptable, and high-performing team that thrives under pressure and is prepared to tackle any obstacle with confidence.

??Lead by example, showing optimism and adaptability during challenges. ??Encourage a growth mindset by framing setbacks as learning opportunities. ??Communicate openly about difficulties, fostering a transparent environment. ??Provide consistent feedback to build confidence and highlight growth. ??Support team members in setting personal resilience goals. ??Celebrate small wins to keep morale high and reinforce perseverance. ??Offer resources for mental wellness and stress management to enhance resilience.

I believe developing resiliency in your team starts with you. Show them how to stay optimistic, flexible, and learn from challenges. Communicate clearly and transparently. Give regular feedback and recognition. Your actions matter. People are always watching, even if you don’t realize it. When you model resiliency, you inspire a positive, proactive attitude in your team. Trust is built through consistent actions and genuine support. Lead by example and watch your team thrive.

I’ve found that developing resiliency in team members starts with fostering a culture of self-awareness and clarity. Cut through the fluff and create an environment where everyone feels safe to share their ideas, opinions, and emotions. Promote mutual respect, empathy, and direct feedback. Having lived and worked in various cultures, I understand the power of leveraging diverse strengths and perspectives. This isn't just about building individual resilience; it's about creating a team that tackles challenges head-on with a sense of belonging and synergy. Let’s build teams that not only survive but thrive through adversity.

To foster a culture of communication it is important that everyone hears it and acknowledged that ideas are welcomed from across the organization. Collaboration at its best expands across departments and titles and allows for discussion about various approaches, concepts, etc. Collaboration results in a feeling of a mutual mission and teams that mission together, grow together, and thus are resilient together.

As a disabled veteran who has participated in several different business cohorts and programs, I can tell you that not only did I gain invaluable skills and knowledge, but I was also able to share my journey, challenges, and energy with people who would not otherwise have connected to a community that embodies resiliency and overcoming challenges with a mission-first attitude. I hope sharing these experiences with a team would showcase opportunities and set a clear reality of what real challenges and teamwork can do to help or harm a situation. Vets help vets, but we also embody a selfless service attitude that anyone can benefit from.

"Diversity is being invited to the party; inclusion is being asked to dance" - Verna Myers. Before collaboration occurs, as a leader, it is essential to establish an inclusive environment by addressing these three questions: (1) How can I create an environment where every team member feels comfortable sharing their ideas without fear of judgment or dismissal? (2) What specific practices can we implement to actively involve quieter or less vocal team members in discussions? ; (3) How can we consistently recognize and appreciate diverse contributions to reinforce the value of each team member’s input?

One thing I’ve learned is that people don’t want to be treated like a tool or a cog in the machine. I encourage my coworkers to share about their personal lives. What did they do this weekend? How are their kids? How are they feeling? I care about them and love them to an extent. I never want them to shut down emotionally at work just because it’s work. We are all human, and that doesn’t end when the work day begins. If they can trust me with their personal life stories, they can trust me when it affects their work.

I believe building resiliency in your team starts with providing the right resources and training. Offer sessions on stress management, problem-solving, emotional intelligence, and mindfulness. These aren’t just buzzwords; they’re essential skills. Create opportunities for team members to practice these skills through simulations, role-plays, and case studies. This hands-on approach equips your team with the knowledge, tools, and confidence to handle stress, adversity, and change effectively. Resiliency isn’t just inherent; it’s a skill that can be developed and honed.

Resiliency is dependent on the ability to pivot - to both adapt to change and to initiate change where needed through dynamic circumstances. In order to be able to pivot, people need to have various ideas, resources, and support available to them. This comes through a culture of training and development, where there is a collective acceptance of and expectation for learning forward. To do this, this needs to be offered and clearly and consistently communicated. And the resources and training need to be kept up-to-date. It is beneficial, when possible, to bring someone in to consult on the best processes, content, etc. for training, to help promote staff engagement.

There is no doubt about the need of learning. I am a lifelong learner myself - and I do. Moving from TCS after 20 years into BCM domain (I did not know the B of BCM, today I am multi award winner, BCI Hall of Fame placeholder, author of 8 publish books etc. Its all becuase I have kept learning). From a comfortable job at Xansa/Steria moving into a small consultancy to be a Trainer and Consultant and after 12 years becoming a Freelancer, going up to EY etc. This is all continuous learning. If I can do it - you can do it too! is my message to my team members, and I am willing to help you if you seek help. But keep learning!

Every employee faces challenges and adversity uniquely—there’s no one-size-fits-all solution to building resilience. Using an assessment to gauge where employees stand with the seven resilience muscles, we can provide tailored support that allows each person to lean into the areas that may require more focus. We all possess these seven muscles, but certain aspects of resilience come naturally for some, while others need more energy and effort. Understanding where we are helps us intentionally strengthen the less prominent muscles, fostering personal growth and building greater resilience over time.

For those of us not in a position to provide training and resources through the employer, we can start by being open and compassionate. I, for one, hate role playing at work. It’s uncomfortable and awkward. But having someone that cares enough about me to listen and understand that our productivity is impacted by our personal lives without holding it against us? That is worth so much more. If you’re struggling at work or with your personal life, I’ll be there to listen and offer support whenever I can.

Resilient teams don’t just happen—they’re built by leaders who foster a culture of learning and growth. When team members hit setbacks, encourage them to treat failure as data, not defeat. Create a space where challenges are discussed openly, and feedback is seen as fuel for improvement. Acknowledge their efforts, celebrate progress, and make it clear that mistakes are part of the process. The goal is to shift their mindset from avoiding failure to embracing it as a step toward getting better. That’s how you develop a team that doesn’t break under pressure but thrives in it.

I've found that building team resilience boils down to three key actions. First, normalize setbacks. Create a space where your team can openly discuss failures without fear. Second, set stretch goals. You can push your team beyond their comfort zones, but keep the targets achievable. Third, celebrate progress, not just outcomes. When someone bounces back from a setback, highlight it. Share your own resilience stories. Be vulnerable. It shows your team that setbacks are universal, even for leaders. Don't sugarcoat challenges. Instead, frame them as growth opportunities. Resilience isn't built in comfort—it's forged through adversity. By embracing this approach, you'll cultivate a team that doesn't just survive change but thrives on it.

Mistakes are going to be made. It is important that staff, teammates, etc. know that this will happen and what should take place afterward. There should be discussions about how to navigate through mistakes, including, who people should speak to, what learning can come from mistakes, and encouragement to experiment with new ideas knowing that they may not always work. This leads to a culture of innovation.

Embracing failure and learning from it are critical drivers in building resilience. When we face setbacks, how we respond determines our ability to adapt and grow. By viewing failure as an opportunity for learning rather than a defeat, we shift our mindset from avoidance to growth. This process allows us to understand our weaknesses better, develop new strategies, and become more adaptable to future challenges. Over time, learning from failures helps to strengthen our resilience —like emotional regulation, perseverance, and adaptability—so that we can bounce back more quickly and with greater confidence when facing new obstacles.

Building a culture where mistakes are seen as opportunities for learning and growth is key to building a resilient, mission-driven team. When team members feel supported, they’re more likely to stand by their colleagues during setbacks, offering help rather than judgment. To cultivate this, ensure your team has the right tools and training. Inadequate resources can hinder their progress and development, while the right support empowers them to excel.

Resiliency doesn’t come from working harder—it comes from leaders who prioritize their team’s well-being. If you want a team that thrives under pressure, give them the flexibility to manage their work in a way that fits their lives. Real flexibility, not just the appearance of it. Make it clear that their mental, physical, and emotional health is a priority. Encourage breaks, recharging, and protecting their energy. Resilient teams don’t just push through challenges—they stay engaged and motivated because they know their leader supports them. That’s how you create long-term success and stop burnout before it even starts.

When we feel valued and supported in our personal lives, it has a massive impact on our professional performance. By taking the time to understand our employees' personal goals and aspirations, we can foster an environment where they can thrive. By working together to identify ways to achieve these goals, we can create a workplace that not only values our employees' contributions but also nurtures their personal growth.

There should be opportunities for people to gather together just for fun. Establish ways of acknowledging the challenges and wins that people experience both at work and outside of work. Bring in people to help facilitate conversations around mental health. Guide staff members on strategies for time management.

When we see our own value the people whom we associate and work with feel empowered and become more motivated to take positive risks in their journeys and accumulate victories. Team members not only thrive ,but know they can do so independently as a result of their own efforts and willingness. This is how resilience changes the game for well-being.

Work isn’t life. Sure, it helps provide the life we want, but it’s not separate from our personal lives. Our 9-5 stress affects home life and home life affects our 9-5. When we insist on working evenings/weekends, take people’s lunch hours, or force them to say yes to a project they aren’t comfortable with, we aren’t helping them grow. We are exhausting them and forcing them into a path for our benefit only. Let them take time for family, have compassion when they’re struggling at home, and don’t be so angry when they aren’t doing so well at work that week. A bit of compassion at work can prevent additional stress when life gets hard. They’ll thank you for it later and be even more grateful and appreciative.

Reflection drives resilience by helping teams learn from experience. Regularly schedule reviews to assess how the team handled changes, such as meeting evolving customer expectations. Use structured frameworks like SWOT (Strengths, Weaknesses, Opportunities, Threats) to identify areas of improvement and success. For example, after implementing a new customer feedback system, evaluate its effectiveness and discuss adjustments. This iterative process strengthens your team’s ability to adapt and thrive under dynamic circumstances.

While in the corporate world we used to have annual goal setting and performance reviews - effectiveness and seriousness questionable, but these processes exist in all corporates. In the last 3 years of being a freelancer, I have been publishing my scorecard on the first of Jan (2021-22-23) on about 10 parameters. The number of parameters have increased in these 3 years, and there are ups-and-downs on various parameters. But, generally, I have been doing more - over 100% increase every year. Publishing it publically becomes my commitment to the world, keeps me on toes and is a reflection of my resilience. I am committed to doing more for the Resiliency domain.

To build resilience, share real-world stories of success in overcoming challenges. For example, highlight how another team managed a major shift in customer expectations by rapidly adopting a new process or technology. These narratives inspire confidence and provide practical insights. Additionally, celebrate resilience milestones, such as successfully adapting to an industry disruption, reinforcing the value of persistence and flexibility in achieving goals. These shared experiences foster a sense of purpose and collective growth.