Isolated resilience-building half-day courses and workshops are a limited way of approaching the broader issues in your organisation. Much more is gained by considering how resilience development is part of the wellbeing and engagement puzzle.
Or why your employee wellness programme provides no guarantee of improving wellbeing. It is like trying to solve a Rubik’s cube with a cricket bat.
We define resilience as the ability to positively adapt to change. But did you know there are three types of resilience and one is easier to cultivate than the other two?
Have you ever experienced training from “resilience gurus” or “wellbeing warriors”, that’s left you feeling confused and frustrated with impact and outcomes. As a starting point, we may need to go back to basics and ask ourselves, ‘what is a skill?’
Being chronically bored at work can be just as harmful as burnout and we need to talk about it more. As we do, we need to keep in mind bullsh*t jobs and babies.
Becoming a more resilient leader requires three essential capabilities that reduce anxiety, improve productivity, and support leadership effectiveness.
What is organisational resilience and what does it mean? How has understanding of the term changed over time? We asked David from our team to sum it up.