Resiliency Can't be Injected

Resiliency can be defined as a person’s ability to bounce back from setbacks and to maintain their course and push through challenging times. Resiliency is a trainable skill. However, the lessons from resiliency come from both formal and informal learning, as well as from internal and external efforts. Mental health can be predicted by a person’s resiliency level, higher levels of which support positive mental health.

I spend a significant amount of time supporting organizations to develop globally and implement strategies and programs designed to improve workplace psychological health and safety. The objective is to reduce mental harm and promote mental health.

Often, I’m asked how to help employees develop resiliency. My answer is often another question: how do you think employees build resiliency? The response to my question is often disappointment but understanding. Many think the solution is to provide employees a resiliency course.

Now, the premise is fine as a starting place. I’ve created courses and books, and I deliver many talks focused on promoting resiliency and mental fitness. I ensure employers that resiliency is not like a B-12 shot. They can’t inject resiliency into an employee, no more than they can inject the ability to run 10 km without support and training. The goal is to accept that building resiliency is like building physical health: you must have a plan and act on it.

Resiliency Three Es

Resiliency is dynamic, meaning there’s no mastery. It’s influenced by what we do and what we experience. Like any other skill, mastery begins with self-awareness, intention and commitment. Employers and employees can influence resiliency levels when they understand the three E’s. Resiliency can’t be created by one action like taking a course. Ultimately an employee’s resiliency levels will be defined by life learnings, quality of social connections and commitment to practice.

• Experience — Our genetics have evolved over thousands of years. Hardships like COVID-19, as challenging and as much as we don’t want to catch it or face other undesirable realities such as cancer, divorce, job loss, bankruptcy, trauma and alcoholism, can help us develop resiliency that we can tap into when faced with the next setback. Adversity, challenges, setbacks, and rejection all are things we don’t want but that can result in growth. These are examples of experiences most people dread. However, when faced with these realities, it’s common to focus on doing all we can to move through the experience. The by-product of this effort can be transformational personal growth and learning. These experiences can help us discover and learn in the most challenging times that it’s possible to get through. This can foster hope and confidence to move forward in some of life’s most challenging moments. The by-product can be increased resiliency.
• Environment— The environment refers to all social supports in a person’s life, such as family, community and employer. What can build resiliency, which at the core is the belief they can cope in a difficult and challenging time. A trusted and loving partner relationship and authentic social connections who care about our well-being help us know that we’re not alone, and have supports in place that care. Every social interaction can be viewed as a positive, neutral or negative. The more positive deposits of things we value, the more confidence and support we can feel. Nothing can charge our battery more than feeling valued and cared for by meaningful social connections. The more we feel supported, the more likely we’ll use this energy to believe that in the tough times we have the supports in place to help push through.
• Education — Resiliency can be taught, like any other course. There’s core competency such as being aware of the difference between mental health and mental illness. By developing foundational coping skills such as emotional intelligence as well as creating a mental fitness plan where the focus is on engaging in prosocial coping skills can mitigate the risk of engaging in at-risk coping skills. Like any muscle, the more we train the brain, the more likely it will be able to perform under stress. No different than physical training, where if you train to run 10 km you build capacity to tax the body to achieve this outcome. The key to education is keeping in mind that having information alone is not enough. I promote to organizations the value of supporting their employees to develop their mental fitness.

Building resiliency is an ongoing journey that combines personal experience, supportive environments, and continuous education. It's not a quick fix but a sustained effort akin to physical training. By fostering self-awareness, intentional action, and a commitment to growth, individuals can develop the resilience needed to navigate life's inevitable challenges. Employers play a crucial role in this process by creating supportive workplaces and providing resources for mental fitness. Ultimately, a resilient workforce is not only better equipped to handle adversity but also contributes to a healthier, more productive organizational culture.

The?Workplace Psychological Safety Assessment (WPSA)?is not just another survey. This new tool that we have brought to market stems from 14+ years of research and provides both employees and employers with useful, meaningful data and resources to better support their journey towards psychological safety.For more information on the?WPSA, send us an email at: [email protected]