Why Building Resilience Leads To Long Term Success

Setting boundaries at work
Resilience is key to business success. Resilient people bounce through problems and come out the other side with more confidence, more experience and more hope for the future. They experience high levels of wellbeing, leading to decreased illness and absenteeism and feel more in control of tough situations and make better decision making under pressure. High levels of workforce resilience allow employees to increase productivity, efficiency, innovation, competitive advantage and profitability in the face of intense change and seemingly insurmountable odds.

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If you don’t think you need resilience then you probably don’t know what a skill based resilience programme is!

“Resilience and focus are the key to business success in 2017” Stephen Martin – Director General Institute of Directors. Building resilience is part of the change management and employee engagement puzzle and people often mistake resilience to be about mental toughness and the ability to push through stress, illness and long working hours.

Resilience skills enable people to resolve conflict and solve problems, create strong relationships and create new solutions to old challenges. An organisation that promotes on technical qualities rather than management skills or focuses on change processes and procedures without careful consideration for the people side of change, fuel poor productivity, disengagement, lack of trust, poor relationships and eventual burnout. Get it wrong and it impacts employee wellbeing, talent retention and the bottom line.

We all know when relationships are strong and connections are open; teams can produce amazing results. When relationships are fractured, people and results suffer.

5 reasons why every organisation needs resilience training
  1. A recent Investors In People report found that £84bn is wasted in the UK each year through poor people management and leadership.
  2. The Bank of England’s Andy Haldane has said that there would be “potentially high returns to policies which improve the quality of management within companies”. However, only 71 per cent of companies invest in training their managers.
  3. Only 36% of middle managers fully trust their leaders. Those middle managers are at the heart of organisations, playing a pivotal role in engaging employees and turning strategy into action, yet just 31% feel the importance of their role in building trust is valued by their leaders.
  4. Trust and growth go hand-in-hand. In rapidly growing organisations 68% of managers have high trust in leaders, whereas in declining organisations that number plummets to just 15%.
  5. On average, employers face a cost of £30,000 to replace a member of staff (2014 study from Oxford Economics). (Source CMI leadership for change. CMI’s Management Manifesto)
What does a resilient culture look like?
  1. Setbacks are temporary rather than long lasting.
  2. Teams have a forward focus, learning from experience as they propel themselves forward
  3. People, appraisals, results are looked at from a position of strength rather than weakness.
  4. People are positive and assertive rather than negative and aggressive.
  5. People have high quality connections in and across teams with high levels of collaboration, innovation and trust even in difficult and challenging times.
  6. People have a strong sense of why and what they are there to do with high levels of confidence and pride in the organisation.
  7. Teams handle criticism without denial or blame, excuses or anxiety.
  8. People have a knack for helping others quickly put things right.
  9. There is an environment where people look out for each other and avoid burnout.
  10. Individuals and teams are better able to navigate through change.
  11. There is a decrease in silo behaviour with high levels of goodwill and tolerance.
What changes will be seen in your people?
  1. They will gain an understanding of how to develop and maintain quality relationships that thrive through intense change and face life’s many demands with energy, focus and confidence.
  2. Your people will be more proactive they will have the skillset, mindset and resources to deal with a problem before it arises to prevent it from becoming a crisis.
  3. Boost self-awareness, productivity and happiness by understanding how they work better. They become more aware of the harmful behaviour that drains their energy and motivation.
  4. Maintain strong relationships, whilst productively resolving conflict. Your people become more aware of how their behaviour effects the people around them which reduces second hand stress and harmful behaviour that drains the energy and motivation of the people around them.
  5. They learn how to reduce stress, avoid burn out and increase those factors that make people want to come to work and give their best.

Resilience is key to business success. Resilient people bounce through problems and come out the other side with more confidence, more experience and more hope for the future. They experience high levels of wellbeing, leading to decreased illness and absenteeism and feel more in control of tough situations and make better decision making under pressure. High levels of workforce resilience allow employees to increase productivity, efficiency, innovation, competitive advantage and profitability in the face of intense change and seemingly insurmountable odds. Allowing poor behaviour and negative habits to become the norm has toxic results for the organisational culture, engagement and wellbeing of employees.

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