What do you do if your employees are struggling with failure and need to develop resilience?

When things get tough at work whether it’s too much freight or not enough, I say “Keep on Truckin’” as my mantra as I know we will figure it out if we work smart…be resilient!

Resilience is an essential aspect of maintaining a positive work environment. Creating a culture where everyone feels supported and valued can go a long way in helping employees cultivate resilience. Leading by example is also crucial; as a leader, you set the tone for how your team handles challenges and setbacks. Providing feedback and coaching are also critical components of building resilience. By offering constructive criticism and guidance, you can help your employees develop the skills they need to overcome obstacles and thrive in the face of adversity.

Resilience is a life component. When people begin to realize resiliency is part of your ability to survive, participate and thrive is when you really discover your ability to rise above and continue your pursuit. On my team, development of resiliency comes from encouragement, partnership, listening and moving on. My team practices all of these thing as well as encourages them in each other. Just like any other thing, practice makes perfect!

Being a Leader needs to support employees struggling with failure by providing encouragement, constructive feedback, and resources for skill development. Encourage reflection on lessons learned, promote a growth mindset, and offer resilience-building workshops or coaching.

Create a culture that is accepting and supportive and steer away from a blame culture. People struggle with failure when they are scared of the repercussions. Then, your company will no longer use the term failure but instead use the term temporary setbacks which can always be resolved.

The ability to bounce back from challenges requires an optimistic mindset. Focus on solutions, be open to new ideas, and learn how to pivot. Another big component is managing one’s stress. Taking the time to do this is necessary. And make it a priority to celebrate small wins. Acknowledge efforts. Goes a long way!

In my experience working with teammates facing failure, I've learned the importance of providing compassionate support. Also, I found that sharing my own journey of overcoming setbacks fosters connection and resilience in struggling teammates. I also make it a point of duty to celebrate even the smallest victories.

As someone who's weathered her fair share of storms, I know the value of bouncing back from setbacks. When team members hit rough patches, it's all about showing them how to turn setbacks into comebacks. Lead by example, share your own stories of resilience, and remind them that failure is just a stepping stone to success. Offer feedback with a dose of encouragement, coach them through the tough times, and create an environment where they feel supported and empowered. Remember, resilience isn't just about toughening up—it's about thriving in the face of challenges. So let's cultivate a workplace where setbacks are seen as opportunities to grow stronger together.

Someone who is facing failure needs to be listened to, with empathy, first and foremost. A leader who can do that for the duration of the conversation while keeping results aside would help the person come to terms with acceptance of that failure which is the first step before anything else. Next steps would definitely be sharing of personal stories of themselves or their team members' resilience as also mentioned above.

Lead by example and demonstrate resilience in your own actions and behaviors. Share stories of overcoming challenges and setbacks in your career. Show vulnerability and transparency in how you handle failure, highlighting the importance of resilience in bouncing back.

Effective communication, including constant feedback and check-ins, is essential for maintaining team momentum during setbacks. It's vital to stay positive and offer affirmations to the team. Providing constructive feedback and regularly checking in with the team are also highly beneficial. As a leader, it's important to lead by example and "walk the talk."

One of the most important things I've learned throughout my career is that giving feedback, even if it's tough or less than stellar, is one of the greatest gifts you can give someone. When presently properly, the impacts of being honest, direct and transparent can transform an employee's confidence, commitment and performance. As Brené Brown says, "clear is kind, unclear is unkind".

I was told recently that there is a difference between feedback and pushback, and this is so true. The primary purpose of feedback is to provide guidance, support improvement and promote learning and growth. The purpose of pushback is challenge assumptions and provide alternative perspectives. Both are valuable aspects of leadership, yet I do see leaders thinking they are providing feedback when it really is pushback they are providing. It’s worth recognizing that they are providing guidance and support when offering feedback.

Its important for you to build a culture where people are responsible for their actions. The work they do, the contributions they make and the deliveries for which they are responsible.

Providing feedback is a very serious business. It needs to be dealt with high responsibility and accountability. Any feedback conveyed in the wrong manner can derail someone's career and can hurt their confidence especially when it comes to improvement areas. So prior preparation is very much needed before conveying feedback.

One thing that coaching can do is help your employees build resilience longer term. Questions leveraging a framework of event, evaluation and emotion can help your employees to become more aware and therefore empowered of how they look at it and bounce back from failure. This framework can help your employees learn how to respond in the face of difficult situations or results they may encounter. The best part about the framework is that it is a structured way for people to coach and for people to learn how to become more resilient.

Generally I help my employees to see the context, to understand better the impact of failure, and how to learn from it, not to be afraid of sharing and in fact the importance of doing so with me and the team as early as possible to get additional support, and also how to accept that sometimes there is nothing we can do to avoid failures.

Sometimes we take this simple act for granted: Start by letting them know that you'll be taking them on a coaching journey; and share what's expected of them in that process as well as what they can expect of you. Some employees may view coaching / guiding / managing/ mentoring as the same but they aren't. So when there's a shared understanding between manager and employee, that's where the magic and power of coaching happens. You'll have them commit to the process, take accountability for the ideas or actions discussed and follow through with the intended outcomes for greater success.

Coaching employees involves cultivating an environment of trust and collaboration. It begins by setting clear expectations together, ensuring everyone is on the same page. Providing regular feedback is also very important. It is also important to find coachable moments, and in those moments, you emphasize both strengths and areas needing development. Coaching should also focus on the employee and not on you as the manager or leader.

Take a coaching approach to help employees build resilience. Encourage them to set realistic goals, break tasks into manageable steps, and celebrate small victories along the way. Provide ongoing encouragement and support, and help them develop coping strategies for dealing with stress and adversity.

Para criar um ambiente de trabalho resiliente: Cultive comunica??o aberta e apoio mútuo entre os colaboradores. Ofere?a recursos de bem-estar e flexibilidade no trabalho. Incentive o desenvolvimento pessoal e profissional. Reconhe?a e celebre o sucesso individual e coletivo. Promova autonomia e tomada de decis?es dos funcionários. Essas práticas ajudam a fortalecer a resiliência dos colaboradores e a criar um ambiente de trabalho mais adaptável e positivo.

Foster a culture of resilience within the organization by promoting open communication, collaboration, and teamwork. Encourage employees to support each other and share experiences of overcoming challenges. Provide resources and training on resilience-building techniques such as mindfulness, stress management, and self-care.

some strategies to help them build resilience Celebrate Successes: Acknowledge and celebrate both small and large successes within the team. Lead by Example: Demonstrate resilience as a leader by openly discussing your own failures and how you've overcome them. Encourage Problem-Solving Create a Supportive Environment: Foster a supportive team environment where employees feel comfortable seeking help and sharing their concerns. Encourage open communication, collaboration, and mutual support among team members.

Cultivating a resilient work environment takes time, requires consistent effort and takes commitment. All actions must be grounded in mutual respect and understanding while maintaining a accountability and transparency. Supervisors need to know their team members. Provide constructive criticism, clear goals, expectations, and regular feedback, while also being actively receptive to employee concerns and ideas. Leaders must foster a sense of belonging where everyone feels respected and valued. When challenges arise, the team must support one another, offering encouragement and assistance to overcome obstacles. This all takes time and requires top leaders to model and set these high expectations with everyone.

You need to be a coach and a good mentor to train your team on how to handle setbacks. This is the time you should be with your team in motivating and inspiring. There are ups and downs in any journey and it will not there permanently, leaders job is to build a resilient culture.

As "new" manager in an organisation I always informed staff "it's okay to make a mistake - just tell me. We will then: 1. Correct the error. 2. Analyse hoe the error was made 3. Work together to devise a work program where the error doesn't occur again. This is my "no blame solution", as everyone makes mistakes, as long as we follow together the 3 points above, the employee build trust in me as well as in themselves. My Teams have always gone from strength to strength with resilience.

Failure and success are two sides of a coin and two sides of our life. But that doesn't mean a person sees only failure all the time and that shows there is something wrong fundamentally. Also see if they are praise worthy failures or blame worthy failures. When a failure happens if the person doesnt analyze root cause and preventive measures then that's a bigger failure than the failure. So coach employees on root cause analysis and preventive mindset for handling failures. Coach employees on emotional intelligence to help them bounce back quickly and positively from failures. On line tools available to measure and improve emotional intelligence.

In my experience, practicing design thinking is a great antidote to fear of failure. It teaches mindsets of experimentation and iteration over perfection. It helps build a culture of innovation and resilience.

it is always important to understand individual perspectives and preferences when engaging team members and employees. I think that every leader should also be a people manager, and understand human dynamics to be able to support their teammates and drive resilience, and optimal performance