What are the best ways to build resilience in a team?

It is incredible to engage with the team and switch the lens in my own eyes to get into the others view of the world. Too often I have coached leaders that fail the switch and subsequently fail to apply empathy to ones situation, worse still reporting to managers forgetting we are all just people. The corporate requirements are important, however to be a great leader it is critical to remember the human factor first. Not enough time is spent on understanding our people and their EQ.

I feel a resilient team can adapt to changes, overcome obstacles, and bounce back from setbacks stronger than before. To build this kind of behaviour one need to fostere a culture of trust, communication, and collaboration, team members need to support each other and create a sense of shared purpose that fuels their resilience. If the team has conflict resolve it with open communication and build a trust to bring resilience a a state. In one of the deal where my team from business development, sales, practise and solutions had their own disagreements understanding each other point of view, importance of change and ask if that hour was clear, achieving resilience and relied toward goal becomes easier. Hope this helps.

One of the unique aspects of the Enneagram is that it recognizes nine different personality types, each with their own set of strengths, weaknesses, and emotional tendencies. By understanding their Enneagram type, individuals can gain insight into why they may react to certain situations in particular ways and what they can do to manage their emotions more effectively. The ESCI and EQ-i, on the other hand, measure emotional intelligence through a series of standardized questions. These inventories are useful for identifying areas I may need to improve my emotional intelligence skills providing with strategies to do so. Enneagram can be a useful tool for me and teams improving their overall emotional awareness and management skills.

The first step is to assess the level of EI is pay close attention to how team members interact with each other. And try to find out signs of empathy, active listening and effective communication. Also how they handle stress and helping each other to go through tough situations. Their level of self awareness is plays a important role in this matter how they adapt in different situations. I trust the process of put your feet in their shoes, one member at a time. It helps to get them know better and in the other hand it builds respect and trust. Open communication is a best way to find out their feelings, concerns and also their perspective of the overall team's emotional behavior.

Before assessing, leaders need to create a safe space, which I think it should start at senior leadership meetings. Resilience > Grit > Growth Mindset should not be just a HR/People & Culture matter. Assessment tools can be helpful to get team on same page and have a common language - they're indicators, not determinants. I find them more effective when presented within a context. Rather than simply asking staff to complete one and email them a report, make the topic part of a senior team meeting agenda. Discuss the overall findings (preserving privacy, of course), share key attributes of each competency and how each can work to improve some of the core clusters and enhance relationship with their peers.

Creating and building self-awareness require us to understand the iceberg theory, lowering the waterline by understanding what drives us in our actions, behaviours and results, is crucial in building resilience. This can be done through learning but it has to be integrated with other modalities for greater efficiency. Self regulation is tougher, as the pent up fight and flight in our nervous systems are stored in our brains - namely emotional and dinosaur brains. Our bodies trapped these negative emotions such as rage, anger, sadness, disapointment, frustation etc and affect our way of being with oneself and others. One of the most effective ways we practise and incorporate in our coaching program is TRE, Tension Release Exercise.

I dont think you can be an effective leader without a high sense of self awareness and self regulation. People need to feel good in your presence. Self awareness is usually built with effective feedback techniques and regular open communication or coaching. Self regulation is an important strategy and people can find that their behaviours and actions at work can have a direct affect on another persons experience at work. Any company should be providing their employees with stress management techniques that they can implement both at work and at home.

It would also be good to identify the stumbling blocks to awareness of emotions, like a belief that it's not necessary or certain beliefs about certain emotions. For example a belief that ' men don't cry' that may be seen as men are not supposed to be sad at all. Many of these underlying beliefs can ve the stumbling blocks for understanding and awareness of emotions.

Self-awareness is like the compass that guides resilience. By understanding our emotions, recognizing stressors, and reflecting on our responses, we can navigate challenges with greater composure. Self-awareness empowers us to adapt, seek support when needed, and develop effective coping strategies, ultimately building the resilience necessary to thrive in the face of adversity.

I have found the start to developing your EQ is self awareness. Once you can observe your reactions, your patterns and also why you behave this way you can begin to turn off the 'autopilot' and begin to respond in a more appropriate way that will lead you to how you want to show up in this world and how you want your relationships to be. How do you want to feel at the end of the day?

Learning how to give and receive feedback, requires openness and some level of psychological safety. When the team are oriented that feedback is neutral and not personal, it is more likely that it is better received. The way feedback is given can be structured: - state the subject matter which the feedback is about - highlight the reason for improvement or change - how it has impacted the person/team giving the feedback - suggestion on how it can be improved - the tonality when giving the feedback to be neutral Reducing unconscious bias would aid in fostering empathy and communication. Taking time to understand one another’s cultural differences would foster curiosity and instill interests while increasing relationship building.

Especially if you are the leader of the team, or someone respected in the team, the impact of giving recognition, listening actively, is multiplied. What is important then is to let the team know that this is good behaviour that will help everyone. If this positive behaveiour is being picked up by others as well, then everyone is supporting each other, and it will bring the team closer together. When team comes closer together, they will be more resilient as they know someone is there for them and they are not alone when facing challenges

Empathy is the ability to understand and share the feelings of another person. Communication is the ability to effectively convey one's thoughts and feelings to others. To foster empathy and communication in your team, you can create a culture where team members feel comfortable sharing their thoughts and feelings with each other. You can also encourage team members to listen to and support each other during difficult times.

I have been a veteran volunteer for 6 years with Military Veteran Peer Network (MVPN) in West Texas. According to the Texas Veteran Commission, some additional methods to foster skills of trust, rapport, and collaboration include providing clear expectations and goals by completing SMART forms, promoting a positive and respectful work environment by having peers play video and board games as a group, giving team members the opportunity to provide input and contribute to decision-making processes by being a Peer Group Facilitator, recognizing and valuing diversity and individual strengths through multicultural events, and offering training and development opportunities to enhance skills and knowledge through an online platform.

I'm a big fan of a few frameworks for feedback: Yes and And - if sharing in group (it creates a safe space, without judging or censoring what was said, you acknowledge and build upon it). What Went Well / Even Better If - each participant share and the recipient (facilitator, team captain for that session, supervisor, etc.) just say thank you (to reflect on their own time). Additionally, incorporating exercises to each meeting help to welcome participants, release tension and make them feel comfortable - I nudge them to move across the room, leave their seat (usually people tend to pick the same seat/location in a meeting for 'safety') and connect with others away from them. It fosters connection.

Optimism is the belief that good things will happen. Growth mindset is the belief that one's abilities can be developed through hard work and effort. To cultivate optimism and growth mindset in your team, you can focus on the positive aspects of work, even when things are tough. You can also celebrate team successes and encourage team members to learn from their mistakes. Building resilience in a team takes time and effort, but it is worth it. Resilient teams are more productive, engaged, and innovative. They are also better able to weather storms and achieve their goals.

Self-awareness is the first step in making a change. Start with replacing negative self-talk with positive and encouraging inner dialogue. Shift your perspective on failure. Instead of seeing it as a final outcome, view it as a stepping stone. Spend time with people who have a growth mindset and are optimistic. Last but not the least, Be patient and kind to yourself.

Building a career on growing others has allowed me to use optimism and challenge others to grow. Naturally I am looking to improve and had to become comfortable with others not sharing that drive. The biggest set backs are the greatest lessons, however mindset and enthusiasm will keep things as positive as possible. I've had my share of lessons and welcome others to embrace their own journey of bumps.

Encourage curiosity - foster cross-teams collaboration for projects this helps them to see beyond their immediate sphere of influence and feel comfortable asking questions. And allow creativity to flow. There are no bad ideas/suggestions at the ideation stage. Ex: Ask IT and Ops to join a group discussing a new sales initiative (rather than always leaving this as marketing and sales teams). They're likely to offer completely different perspectives which could be very helpful.

- Promote an optimistic outlook within the team, even in challenging circumstances. - Foster a growth mindset where setbacks are viewed as opportunities for improvement.

Regular team reflection meetings are crucial for building resilience. In these sessions, teams analyze past challenges and successes. For example, after a demanding project, the team can discuss the specific hurdles faced, analyze why they occurred, and brainstorm solutions. It's equally important to celebrate achievements. These meetings foster a culture of continuous improvement, providing valuable lessons for the team's future endeavors. They enable teams to adapt, learn, and develop strategies, ultimately enhancing their ability to navigate challenges and setbacks effectively.

All team members need to feel as though they re connected to something bigger. A sense of community and connection is key to driving team success especially if the workforce is remote. Regularly catch ups, team meetings, 1-1's, walks, face to face meetings are crucial for cohesion and success.

Not mentioned here, but I find this is key in many teams to clarify roles and responsibilities within a team for its efficiency and resilience. Role clarity fosters accountability, as individuals are aware of their specific responsibilities and are more likely to take ownership of their contributions. It also mitigates the potential for conflicts arising from role ambiguity, which can hurt progress. In times of adversity or change, having well-defined roles allows team members to adapt more effectively, knowing how their functions fit into the larger team goals.

Encourage or schedule recovery time as a group and individual. One of the critical aspect of being resilient is the act of balancing the stress level and the daily recovery activities. This can include the Team Bonding activities that focusing on connecting with the team on individuals level or those daily activities that help repair the mind and the body after a stressful workday. (Exercise, Walking in the park, healthy meals, listening to music, quality sleep, etc

Some ways to build resilience in a team: ?Clear Communication: active listening, empathy, and transparency. ?Foster Trust: creating a safe space for team members to share their thoughts and ideas without fear of criticism. ?Embrace Diversity and Inclusion: to foster creativity and resilience. ?Set Clear Goals and Priorities: to give a sense of purpose and direction. ?Build Problem-Solving Skills: to find effective solutions. ?Continuous Learning and Development: to enhance their skills and knowledge. ?Encourage Self-Care: encourage a healthy work-life balance, practice mindfulness, and take breaks when necessary to prevent burnout. ? Adapt to Change: encourage flexibility and a willingness to pivot when necessary.

It is always very important to cultivate a working environment that the team members will respect, trust and support each other. By understanding each other's needs and be willing to coordinate, support and help whenever is required, then it will be a very important step in order to create a good spirit of resilience within the team and the rest of the colleagues.

Building resilience in a team is a multifaceted effort that involves nurturing individual & collective strengths while adapting to the evolving needs & challenges of the team. (6) Build a Strong Team Identity: - Develop team rituals, traditions, or shared goals that strengthen the team's identity. - Foster a sense of belonging & loyalty within the team. (7) Provide Training & Skill Development: - Offer training programs in stress management, conflict resolution skills. - Continuously invest in team skill development to enhance overall resilience. (8) Encourage Adaptability & Flexibility: - Teach team members to adapt quickly to changing circumstances. - Promote flexibility in strategies & approaches to problem-solving.