What do you do if your team lacks resilience and perseverance in the face of failure?

Failure is painful, but necessary. It always brings new lessons and is an essential part of the process of achieving success. The thing is how are you going to face it? Are you going to stop trying or are you going to try harder? Thomas Edison said... "I have not failed. I've just found 10,000 ways that won't work".

To cultivate resilience in a team facing failure, as an Agile project manager, I prioritize open communication to understand underlying issues. I provide support and celebrate efforts, promoting a growth mindset and emphasizing learning from setbacks. Realistic expectations, leading by example, and providing resources for skill development are key in fostering a resilient team culture.

According sede21 experience in business human feelings, here is a decalogue of actions and a plan to help a team build resilience and perseverance in the face of failure: 1- Acknowledge the failure: Recognize and accept the failure as a team, and discuss its impact. 2- Encourage open communication 3- Reframe the failure 4- Identify the causes 5- Set new goals 6- Provide support 7- Celebrate small wins: Recognize and celebrate small successes along the way to boost morale and motivation. 8- Encourage self-care 9- Foster a growth mindset 10- Lead by example: As a leader, model resilience and perseverance, and show the team how to bounce back from failure. By Sede21 Search & Develpment

Lo primero que debemos hacer es trabajar en la gestión de las emociones, así como en habilidades para la vida en las cuales podamos identificar las falencias que estamos teniendo como equipo para afrontar la adversidad. Así podremos tener un panorama más amplio y buscar estrategias que permitan la mejora en estos temas. También es muy importante el reconocimiento no solamente monetario sino también emocional para motivar al equipo a que sigamos trabajando por el desarrollo organizacional.

D'après mon expérience, la communication est un élément indubitable face à ces limites tout à fait compréhensible dans la vie professionnelle. Il faudrait encourager l'équipe, leur apporter du soutien et surtout leur faire comprendre que l'échec : * c'est une possibilité mais c'est nous qui donnons la possibilité qu'elle se réalise; * peut arriver mais ce n'est pas l'occasion de baisser les bras bien au contraire c'est au fil de beaucoup d'échecs qu'on développe de la résilience.

According our experience in sede21, 1- Be Specific: Clearly define what you want to achieve, including specific details and timelines. 2- Make it Measurable: Set goals that can be measured, so you can track your progress and know when you have achieved them. 3- Ensure it's Attainable: Set goals that are challenging but realistic and achievable, given your current resources and constraints. 5- Make it Relevant: Ensure your goals align with your values, long-term objectives, and overall life plan. 5- Set a Time-bound Deadline: Set a specific deadline for achieving your goal, to create a sense of urgency and keep you motivated

Selon moi, un objectif doit être SMART, c'est - à- dire: * Spécifique: avoir une idée claire de ce que l'on voudrait atteindre; *Mesurable: Etre capable de suivre son objectif et de l'évaluer tout au long *Atteignable: Il faut se demander est-ce que je peux atteindre mon objectif ? une analyse doit - être faite selon ses capacités (physique, émotionnelle, financière) *Réaliste: pour qu'un objectif soit atteint, il faudrait qu'il soit basé sur de la réalité, qu'on peut se dire je peux l'atteindre. *Limité dans le temps: plus l'objectif perdure plus il peut engendrer du découragement ou de l'abandon. Le mieux est de limiter l'atteinte de ses objectifs sur un temps bien défini

According our experience and knowledge working close leaders in companies: Here are 3 points to foster collaboration in the workplace and business: 1- Encourage open communication: Create an environment where team members feel comfortable sharing their ideas, opinions, and concerns. 2- Encourage active listening and respectful dialogue. 2- Set clear goals and expectations: Ensure that everyone understands the team's objectives and their role in achieving them. This helps to align efforts and promote cooperation. 3- Promote a positive work culture: Foster a culture of trust, respect, and inclusivity. Recognize and celebrate team successes, and encourage team members to support and help each other.

To foster collaboration within your team: 1.Set a shared goal. 2.Encourage open communication. 3.Promote diverse perspectives. 4.Establish clear roles and responsibilities. 5.Provide tools and resources. 6.Celebrate teamwork. 7.Offer constructive feedback. 8.Lead by example.

Une chose m'a été très utile c'est d'apprendre de mes échecs. Apprendre de ses échecs est une opportunité de s'améliorer, de développer des mécanismes pour ne plus faire les mêmes erreurs ou de mieux encaisser la douleur. Par ailleurs, c'est aussi l'occasion d'être un guide ou un exemple pour ceux qui passerait par le même chemin que ?a soit sur le plan professionnel, sentimental aussi.

in a team, many of us prefer to dwell on failures rather than victories, even if they're not big or numerous. To celebrate progress is to say to ourselves and/or our colleagues that we've made it together, we can do better, we're not lagging behind. It's a conquering attitude that boosts your career and that of others, and fosters a competitive spirit conducive to creativity.

Recognize and celebrate small victories and progress, even if the overall outcome may not have been successful. Acknowledge the effort and dedication that went into the project and highlight areas of improvement for future endeavors. By focusing on the positives and celebrating progress, you can motivate your team to persevere in the face of failure.

1. Foster a growth mindset: Reframe failures as learning opportunities, not personal shortcomings. 2. Celebrate small wins: Recognize and reward incremental progress to build momentum. 3. Encourage peer support: Cultivate a culture of empathy and collaboration. 4. Lead by example: Demonstrate resilience and perseverance in your own work. 5. Provide resources: Offer training, coaching, or counseling to develop coping strategies.

In my experience, many of us think we're no good, not good enough for the job or the company, but that's a big mistake. To avoid swimming in thoughts of defeat, you have to learn to say "I can". Even when everything seems to be black, say "I can". It may sound stupid, but I've tried it and it's been working for several years now, and my colleagues and superiors no longer hit me with words or attitudes of defeat.

Lead by Example: As a leader, demonstrate resilience and perseverance in your own actions and behaviors. Share stories of your own failures and setbacks, highlighting the lessons you've learned and how you've grown from these experiences. Lead by example by remaining positive, adaptable, and determined, even in the face of adversity.

An additional crucial solution is demonstrating resilience and perseverance, as team members frequently imitate your conduct. To lead by example effectively, one must exhibit authenticity, empathy, support, inspiration, accountability, and positivity, even when confronted with setbacks. If you lead by example, your team will be empowered to surmount challenges and accomplish their objectives.

I often work with senior leadership teams of organisations that are going through significant transformation. One of the things we often discuss during times of frustration is balancing of priorities and, through a facilitated discussion, we are usually about to identify the order of the main priorities to help focus the teams again.