What are the best practices for building a resilient workplace?

You Have To Want To Be There And Feel They Want You There 1. Want to be there, really want to be in that specific position, place, and psychological experience 2. Be open with who you are, and they're welcoming it upfront 3. People are making it easy to adapt without needing a lot of flexibility 4. You feel that your investment of time, effort, and skills is needed and appreciated 5. You are learning, teaching, and developing all at the same time 6. You feel as though you want to retire at this place as it grows and you grow up with it If you find yourself doing a lot of adjusting and flexing you are not likely fitting in, and not likely to stay.

I Hate This, I Hate This, I Hate This We have to be taught how to read and write, how to eat with utensils, about biology and chemistry properly, and how to drive a car, but when it comes to diversity, we only telling people to be diverse, equal, inclusive, etc. I have lived all over this planet; if I’m sure of anything, it’s that most people are nicer than meaner, want to contribute somehow, and need to be taught everything, not just told. Most universities/schools don't actually teach it, train on it, or simulate it; they lecture, discuss, and talk about it. I am aware most people, including educators and such, are limited to their own experiences. We business people should be leading the world by true innovative of engagement.

Addressing DEI means going beyond buzzwords and checkbox exercises. It's all about creating an environment where individuals feel valued, respected, and comfortable in expressing themselves. Walk the talk. Leaders should be role models for change, showing commitment to DEI not just through words, but through their actions. This will help foster a culture of trust and respect. Lastly, measure progress. Without metrics and benchmarks, the DEI journey can become aimless. Regularly assess the impact of your DEI initiatives and adjust accordingly. Remember, the path to a resilient and inclusive workplace isn't a one-size-fits-all. It takes continuous effort, self-assessment, and willingness to learn and adapt.

**Awareness and flexibility are the name of the game** Organizations that proactively equip team members with tools to understand themselves and others set the stage for effective communication and collaboration. Simple yet powerful tools such as Everything DiSC(r), which we use with clients of The Axela Group, help people know what their default communication and collaboration preferences are and support them in appreciating others’ preferences and styles. With this awareness in place, people can then better understand what others need and flex their style to be most effective in different situations with different folks who have different needs.

Ask Them First Before blindly adopting corporate trends, engage in meaningful conversations with your employees, particularly the core team driving your operations. If you value and have dedicated employees, seek their input to understand what aligns with their needs and the company's goals. Involving them in decisions fosters a collaborative environment and ensures that any changes benefit your team and the organization. - Prioritizing starts with asking the employees not to listen to me or anyone else first. - Increasing retention is finding out what is satisfying them, not the industry. - It doesn't matter if it's financial investments, wellness programs, accommodating flexible work options, remote work, etc. Ask them first.

To truly foster a culture of learning and innovation, integrate practices that encourage exploration and discovery. As seen in the evolution of digital avatars and solar panel usage, embracing new technologies and methodologies can dramatically accelerate progress. Encourage teams to venture beyond conventional boundaries, drawing inspiration from global solutions. This approach not only cultivates innovation but also instills a mindset geared towards continuous improvement and adaptability.

Start With One Person Promoting learning can: 1. Enhanced Employee Skills: A learning culture invites continuous skill development among employees and keeps them relevant. 2. Increased Employee Engagement: It contributes to higher levels of employee engagement; they know you have an invested interest in their professional development. Start with one person to get it going. On the other hand: 1. Time and Resource Constraints: Learning in jobs with a small staff doing repetitive tasks is difficult, especially if you have an 8-hour-and-done culture with tight schedules and limited budgets. 2. Potential Resistance to Change: If you have a group that resists just to resist and is stuck. Start with one person to get it going.

For unpopular and unfortunate it might sound the consequences of what I am writing, a resilient workplace accomplishing purpose and values by being Independent of people, and having strong capability to instill mission, purpose, values .. and processes. Business books inspire with statements that the ultimate goal of a leader ought to be replaceable. if a team must always rely on a boss to provide the compass. If a manager can not take a 1 week holiday, if a boss can not be replaced, the place is not resilient. people do not know their route. but at the same time, that turns to people, to the normal employees. Lead with purpose and value brings me often to think that I should work more to be replaceable on the manyfold aspects of my work.

So! One thing I will never do again is follow industry trends just cause everyone is doing it. Somebody write a book, do some research, or title themselves a guru, so! I'm okay with it; that's great for the industry. But! Before I listen to anybody, I will listen to the folks who have to do the work (employees).