Resilience - Currency of the 21st Century

What do we mean by Resilience?  Simply put, it is the degree to which we can “bounce back” from adversity of any kind. It is characterized by the ability to turn a negative situation into a positive one through re-framing. Our own research and experience has led us to define 4 stages to develop resilience – Adapting to Change, Building Strategic Networks, Continuous Learning and Empowering Self.

Psychological resilience is the capacity to respond quickly and constructively to crises.  It is the core dynamic in most survival stories and our experience with past challenges can be a useful learning guide that points towards negative emotions (stress behaviors) that may interfere with our ability to adapt and move forward.      

Decades of psychological research in learned optimism, perception, hostage taking, stress management and programs such as Outward Bound have confirmed that each of us has our own unique pattern of reacting to adverse events – and that we are, for the most part, unaware of the thinking that drives our responses.  It is, however, also true that we can elevate this awareness through the use of tools and techniques such as the Birkman Method to harness our experience and grow our skills in resilience to be better prepared for adversity.  In some cases, we may even be able to anticipate the challenge in ways that allow us to increase the likelihood of success (or survival) exponentially.  This is the focus and purpose of any coping skills learning experience.

Enlightened leadership realizes that in a world of unprecedented change, having everyone focused on the challenges of the enterprise will allow it to more quickly adapt and react to subtle market forces.  Much like the navigators of the past, today’s leadership needs the responsiveness of a crew that can read the signs - the wind, the waves, the currents of today’s sea of opportunity – to anticipate and “lean into the wind” when necessary.  The days of the definition of jobs as a well-defined series of tasks performed over and over and controlled by a hierarchy of supervisors is virtually obsolete in today’s dynamic, interdependent workplace.

The core objectives for any Resiliency development program are:

Better understand individual Change & Transition challenges                      

– “Manage Self”

Be able to articulate & discuss current initiatives and individual needs   

– “Build Dialogue”

Adapt & better align strengths, abilities & skills with transformation      

- “Take Personal Control”

Plan personal development to anticipate and be prepared for the future

– “Be Ready”.

21st century organizations understand the importance of an engaged workforce aligned with the company strategy.  Ultimately, it is the frontline employee who implements and embodies the strategy as well as being the foremost resource of innovation and improvement of the core processes and activities.  However, it is the Leader of People who is at the intersection of creating a balance between the individual and the organization.  This is another form of resiliency – the ability to shift leadership role to continually align and connect their resources with the evolving strategy.

Leave a comment or answer the question-How strong is your umbrella when you face the winds of change?