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You’re a Workforce Management leader. How can you be more resilient in your role?

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As a Workforce Management leader, you have to deal with complex and dynamic challenges every day. You need to balance the needs of your employees, customers, and business, while also adapting to changing conditions and expectations. How can you cope with the stress and uncertainty of your role, and maintain your well-being and performance? In this article, we will share some tips on how to be more resilient in your role, and how to foster a resilient culture in your team.

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Vedhagiri Lalitha

Senior Manager - TA & HRBP @ Refex | Seasoned HR professional | Talent Management | Employee Engagement | strategic HR…
Susan Heather Jones

WFM Leader

1 What is resilience?

Resilience is the ability to bounce back from adversity, learn from setbacks, and grow from challenges. It is not a fixed trait that you either have or don't have, but a skill that you can develop and improve over time. Resilience helps you cope with stress, change, and uncertainty, and enables you to recover faster and stronger from difficulties. Resilience is especially important for Workforce Management leaders, who face high demands and pressures in their role, and who need to support their team members through challenging situations.

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Vedhagiri Lalitha

Senior Manager - TA & HRBP @ Refex | Seasoned HR professional | Talent Management | Employee Engagement | strategic HR partner | Training & Development | Employee Relations
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Resilience is one of the most essential quality/trait any leader should possess, more so inevitable in a workforce management leader, who is often exposed to demanding work pressures, conflicts, people issues, setbacks, chaotic situation at workplace which demands his/her intervention to resolve issues and guide the workforce towards maintaining a harmonious, productive work environment. WFM should be perseverant, balanced, unbiased, highly knowledgeable to steer and support his team through workplace challenges & always take neutral, logical decisions. WFM leader should encourage and develop the best qualities such as Resilience, Team spirit, empathy, interpersonal skills to emerge as successful teams and to foster a positive work culture.

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Ashiq Miandad

AVP - HRBP | Transformational HR Leader Driving Talent Strategies, Employee Experience & Total Rewards Excellence | Multi-Industry Expertise | GCC Specialist | Award-Winning HR Professional
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To enhance resilience as a Workforce Management leader from an HR standpoint, focus on self-care, fostering a supportive team culture, and developing adaptive strategies. Prioritize mental health initiatives, provide resources for stress management, and encourage open communication. Emphasize flexibility in approaches to challenges, foster a growth mindset, and promote learning from setbacks. By nurturing both individual and team resilience, HR leaders can navigate uncertainties and sustain performance in dynamic work environments.

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2 How to build your resilience

Building your resilience is essential, and there are many effective ways to do so. Cultivating a positive mindset by focusing on what you can control and looking for opportunities to learn and grow is one such way. Additionally, managing your stress through relaxation techniques, physical activities, or seeking support from others is important. Developing your skills and knowledge by seeking feedback, taking advantage of training opportunities, and challenging yourself to take on new tasks or projects will also help. Moreover, building your network and relationships with other Workforce Management leaders, joining online communities, forums, or groups relevant to your field, and nurturing relationships with your team members can all contribute to greater resilience.

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3 How to foster a resilient culture in your team

As a Workforce Management leader, you have the ability to influence the resilience of your team by creating a supportive and empowering environment. This can be done by communicating clearly and frequently with your team, delegating and empowering them, collaborating and cooperating with them, and supporting and caring for them. Additionally, you should recognize their efforts and achievements, trust them to make decisions and solve problems, offer resources to help them perform their tasks, encourage team meetings or activities that foster communication and cooperation, and provide flexibility when they face difficulties or challenges. By being more resilient in your role, you can improve your well-being and performance, as well as inspire your team to do the same. Resilience is a skill that can be developed over time to make a difference in your career and life.

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Susan Heather Jones

WFM Leader
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Understand the concept of a leadership shadow...and that everyone has one, not just the folks that have direct reports. Anyone that you directly interact with and have the potential to influence should be considered 'in your shadow'. Leaders with direct reports have a bigger shadow. Individuals that are in your shadow are influenced by everything you say (or don't say) and everything you do (or don't do). If you are working through sickness, they will feel compelled to do the same. If you are responding to setbacks negatively, your team will too. And if you are not focusing on solutions, your team won't learn how to do that either. Model the resilient behaviors you want to see within your team.

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4 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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You’re a Workforce Management leader. How can you be more resilient in your role?

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1 What is resilience?

2 How to build your resilience

3 How to foster a resilient culture in your team

4 Here’s what else to consider

Workforce Management

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You’re a Workforce Management leader. How can you be more resilient in your role?

1

2

3

4

1 What is resilience?

2 How to build your resilience

3 How to foster a resilient culture in your team

4 Here’s what else to consider

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