Senior leaders know the theories about resilience at work – especially in times of great change. Why don’t they put their knowledge into practice? When leaders are under enormous pressure themselves, they stop doing the things that, in fact, they know would help.
It’s important that leaders lead by example to create a resilient organisational culture which can deliver a responsive business strategy. Perhaps it is also encouraging to know that resilience can be developed in others – but it starts at the top.
If you are leading a change programme, developing such a ‘generative’ culture, means paying attention to how individual leaders and the leadership team as a whole is/are behaving.
Ten questions to help leaders reflect:
Leaders and managers who understand that resilience in a VUCA world is no longer about ‘pushing through’, who know themselves, who know how to collaborate with others and how to motivate others are needed. They need to: keep an open mind; be solution-focused; know when to seek support; keep on learning and refresh themselves.
Resilient leaders can create organisations which are more than the sum of their parts. Systems and processes that support collaboration rather than individualism are needed and emotional intelligence to manage the human relationships well is critical.
Understanding that change will be continuous and unpredictable and leading by example will be an important part of creating resilient and positive workplaces where all the staff flourish offering the best chance of future success.