What do you do if your leaders are struggling to develop resilience?

10 practices for developing resilient leadership skills. ... Agility and resilience in VUCA times. ... Become a continuous learner. ... Managing hybrid teams. ... Communicating with candor. ... Genuine relationships through empathy.

I believe in the following approaches: 1. Deliver resilience training and education: Conduct workshops, seminars, or training sessions that specifically target the development of resilience skills 2. Provide personalized coaching or counseling: individualized coaching or counseling services from professionals, enabling them to address personal or professional obstacles they may encounter. 3. Promote self-care practices: Highlight the significance of engaging in self-care activities such as exercise, meditation, and spending quality time with loved ones. 4. Cultivate a supportive organizational culture 5. Lead by example: As a leader, demonstrate resilience through your own actions and behaviors.

Come?aria avaliando os desafios específicos que os líderes est?o enfrentando. Em seguida, desenvolveria um plano personalizado para fortalecer sua resiliência, incluindo técnicas de gest?o de estresse, habilidades de comunica??o eficazes e estratégias para lidar com a adversidade. Utilizaria abordagens baseadas em evidências e práticas de desenvolvimento de lideran?a para promover uma mentalidade resiliente e capacitar os líderes a superar os desafios com confian?a.

When we say Resilience, we are talking about the ability of one's Mind to handle any kind of a difficult situation and come out of it, without giving up. So, when I see my coachee struggling to face adversities, I empower & enable them to create a Mindset which is able to THINK without the influence of emotions, arising due to the situation outside. The self doubts, fears and judgements created due to past experiences stop one from believing in themselves. It weakens one's mind form creating the resilience to fight and overcome any difficulty. Hence, the need to THINK with Awareness becomes the solution.

In my experience there can be a number of causes that leaders find impact their ability to be resilient and being able to help them identify these is a great starting point to putting a plan in place to address or mitigate. Some of the common causes can be - Demands of their role Long working hours over a sustained period Lack of appropriate resources Not having complete clarity of their role and responsibilities Insufficient training and support Conflict with other colleagues and general relationships with others Our general feelings of a lack of empowerment or control of areas of their work. The UK Health and Safety Executive did a good study on this if you wish to read more.

Resilience training might help, but rather start to shift your organisation to the 'celebrating the failures' (#google) mindset

Some of the skills which I have help leaders to build to address and improve their resilience have been around the following - Helping individuals to find a way to relax Improve their ability to be self-aware and self reflect Understand that we all learn more from our failures than we do from successes and that it is ok to fail Maintain your perspective on work situations and live in general Set clear and achievable goals and celebrate their achievement Work on your self-confidence and self esteem Develop strong positive relationships and surround yourself with people who can support you Learn to be adaptable and flexible Accept that you can not control everything and focus on what you can influence The above all require time and practice.

Helping anyone to have a healthy support framework around them is vital to helping develop resilience both in their professional and personal lives. Often, the same people can be part of each hemisphere of our lives, e.g. our partners or line manager. Some things which you should look for in your support network are - Openness and consistency, Help with conflict and relationship issues, Sharing of experience, knowledge and guidance People that can support your personal growth and professional development, Wellbeing and this must encompass physical, emotional and mental, Knowing when and who in your network to turn to and how to ask for the support are also important parts of creating a strong and robust support system.

It's critical for leaders to implement self-care. How can they care for others if they're not caring for themselves? Whether it's yoga, meditation, running, walking in nature, mindfulness or whatever gets the leader into that healthy state, IMHO they must do so. They should want to do so for themselves and their families, and owe it to their team members to do so. Here's another reason for leaders to do so: Your teams believe what you do, not what you say. If the leader is encouraging their team members to embrace wellness, but bragging about how they worked 12 hour days and weekends, their followers will believe that's what their leader wants them to do as well.

Self-care is essential for leaders. And a good time-management, where they can block times and establish habits for small breaks between tasks, take a stroll, make breathing exercises or have enough buffer time to get from one meeting to another. Small habits done daily have a big impact on the well-being and resilience.

Keep track on your daily habits for your self-care. And reflect what went well, what didn't go so well. Adapt your strategy accordingly. It is easier to change small steps to establish your daily habits than to make a big reassessment at the end of the month. Allow time to find the right time and the right method for your well-being habit. You will learn a lot about yourself and what throws you off track.

Dans un monde VUCA la réflexivité est essentielle. (VUCA est basé sur les théories de Leadership de Warren Bennis et Burt Nanus, qui décrivent la volatilité,, complexité et ambiguité des conditions et des situations du monde actuel auxquelles doivent faire face les managers). Un apport éclairant sur les techniques pour entrer en vision d'altitude, prise de distance, développer la metacognition permettra de s'épanouir dans le monde VUCA.

The means and methods that build up resilience will differ according to the leaders' personality. So there has to be an individual strategy and path to build up resilience. Also keep in mind the other situations. A leader is a human being, who does not only exist at work but also in the private, family and social life. And disruptions in the social, private, family life can have an impact on the resilience the leader shows at work. This should be taken into account, also by the leader him-/herself.

Todo esto está muy bien y a la vez: dales mayor autonomía. No necesitan saber como sentir la maravilla de levantarse y mirar atrás. Decía de Mello: ?te gustaría que alguien masticara la fruta antes de dártela? Hay tareas indelegables que ata?en a todo hombre y mujer. En las caídas dejar ese espacio de soledad puede hacer que tus líderes forjen carácter.

Just something which I haven't seen covered on this topic is an understanding of the different types of resilience that exist. There is physical which is how our bodies deal with change and recover from demands like illness or injury. Mental, which is about how we adapt to change and uncertainty. It can help us to solve problems and remain positive even when we face set backs. Emotional, this involves us being able to regulate or emotions during times of stress. Helping to remain positive and have a sense of optimism when times are tough and overcome adversity. Social, sometimes called community resilience and is about how groups recover from difficult situations that affect them individually and collectively. Think pandemic.