The Power of Pivoting: Tips for Developing Resilience and Flexibility in Your Team

Resilience is an essential skill in any workplace, especially when it comes to managing emotions like frustration, disappointment, and anger—common themes in many of my coaching sessions. These emotions can easily derail even the most seasoned professionals, particularly in high-pressure environments where the stakes are high and the margin for error is slim. I’m always keen to observe how managers and leaders navigate these emotional challenges, turning potential setbacks into opportunities for growth. One recent experience that truly left a lasting impression was at a startup founder weekend—a 48-hour marathon where innovative ideas are rapidly transformed into prototypes, all within a highly charged atmosphere and a diverse mix of personalities.

The weekend brought together a fascinating array of participants: the visionaries with big ideas, the meticulous planners, the tech-savvy coders, and the collaborative team players. The most remarkable moment for me, as a coach, came right after the founders presented their ideas in 1-minute pitches. Participants then engaged in speed-dating style meetings with the founders to decide which idea they wanted to work on. With more ideas than available team members, only half of the ideas garnered enough interest to form a team.

Here’s where the magic happened: the founders whose ideas didn’t attract enough team members didn’t sulk or withdraw. Instead, they pivoted immediately, joining other teams and contributing to someone else’s vision. This ability to let go of their own ideas and embrace the opportunity to learn from and support others was truly inspiring.

It made me reflect on our workplaces—how often do we cling to our own ideas, reluctant to let go, even when it’s clear that another approach might be more beneficial? The startup weekend showed me the power of flexibility, the willingness to pivot, and the positivity that comes from contributing to a collective goal, even if it means setting aside your own plans.

What Managers Can Do to Cultivate a Resilient and Collaborative Environment

Imagine how transformative our workplaces could be if we could cultivate this mindset—where team members are not only encouraged to pitch their ideas but also to fluidly switch roles from leader to supporter, without frustration or resentment but with positivity and a sense of shared purpose.?

To create such an environment, managers play a crucial role. Here are some strategies that can help:

1. Promote Role-Swapping Sessions: Managers can organize regular “role-swapping” sessions within the team. During these sessions, employees take turns leading a project or initiative, while others step back and play supporting roles. This exercise not only helps team members appreciate different perspectives but also builds resilience and adaptability. By normalizing the switch between leadership and support roles, you create a culture where everyone feels valued, regardless of their position at any given moment. And this can be the beginning of shared leadership in your team.?

2. Encourage Open Communication: Foster an environment where open communication is encouraged. Team members should feel comfortable expressing their ideas, concerns, and even their willingness to step aside if another approach seems more viable. This transparency not only builds trust but also strengthens the team's ability to adapt to changing circumstances. Keep in mind: Every idea has potential.

3. Celebrate Flexibility: Make it a point to celebrate instances where team members have shown flexibility and resilience. Acknowledge those who have successfully pivoted their roles or ideas, and highlight how their adaptability has contributed to the team’s success. This positive reinforcement encourages others to embrace change and remain open to new opportunities.

?Developing the Right Mindset: What Individuals Can Do

While managers can create an environment that fosters resilience and collaboration, individuals also need to develop the right mindset. Here are some ways to do that:

1. Practice Letting Go: It’s natural to become attached to your ideas, but learning to let go when necessary is a vital skill. Practice shifting your focus from your personal attachment to an idea to the overall success of the team. By doing so, you’ll find it easier to pivot when the situation calls for it.

2. Embrace the Learning Opportunity: When you join someone else’s project, you’re not just helping them—you’re also gaining valuable experience and insights that can enhance your own skill set. View each pivot as a learning opportunity that will make you a more versatile and effective team member.

3. Manage Your Emotions: Resilience often comes down to emotional control. Learn to recognize and manage your emotions, especially when things don’t go as planned. This doesn’t mean suppressing your feelings, but rather understanding them and using them to fuel positive actions.

4. Stay Positive: A positive mindset is contagious. By maintaining an optimistic outlook, even in challenging situations, you can inspire others to do the same. This positivity will not only help you navigate difficult times but also strengthen the team’s overall morale.

?Conclusion: Thriving in a Resilient Workplace

Resilience and adaptability are essential for success in today’s fast-paced work environment. By fostering a culture that encourages flexibility and collaboration, managers can create teams that don’t just survive but truly thrive. At the same time, individuals who develop these qualities will find themselves better equipped to navigate the ups and downs of their careers.

If you’re ready to cultivate a more resilient and adaptable team, or if you’re looking to develop these qualities in yourself, let’s connect. Together, we can create a workplace where everyone has the opportunity to grow, learn, and succeed.

Warm regards,

Karin Wellbrock