How can you use resilience to lead your team?

A culture of resilience is a built on the edifice of character-grit, courage, tenacity, vulnerability based-trust as it shows the leaders ability to spring back from adversity and face tough situations. Leaders can also equip themselves to make decisions based on their values because values stem from the core of their character and their consciousness. This can only be done with the demonstration of the desired behaviours of showing true influence, trust and compassion.

Resilience is the ability to rebound from setbacks, and leaders who embody this quality set a profound example for their team members. Leaders who demonstrate a steadfast commitment to their vision inspire their followers with confidence and determination. Adaptability and growth are fostered by resilient leaders who maintain open lines of communication, acknowledge difficulties, and focus on solutions. Leaders need to create supportive environments where team members feel empowered to face adversity head-on, creating stronger, more cohesive teams.

Resilience is your capacity for stress-related growth and adaptability in the face of both everyday challenges and major work or life hardships. But resilience is NOT about how long you can endure these stressors; it's about how regularly you recharge to cope with them over time. Prolonged periods of stress without recovery is a recipe for burnout, so how you manage your natural energy levels ultimately determines how resilient you are. There's a short assessment in the HBR article, "Manage Your Energy, Not Your Time" that can help you better understand where you're effective in doing this and where you might need to make some improvements.

Leading by example, Empathy & empowerment are the skills of any good leader. A leader who has these skills, inspires his team, and ensures that His/her team are resilient and will bounce back from any failure or adversity to ensure success the next time and every time.

Challenge yourself to attribute a score of 0 to 10 on your resilience. Then, choose different contexts of your life and repeat the exercise. Work, home, family, and friends can display different levels of resiliency in other contexts. This will clarify your life's most (and least) robust areas. Finally, try coming up with a list of your core strategies for resilience. What gives you strength, courage, support, and optimism? Optimism is not a trait. It's a process. To have the necessary resilience to lead your team, you need to have a broader view of resilience throughout your life.

Think of your resilience as the script of a movie you're directing. To lead your team effectively, you need to be the author of your own resilience story. Just as a movie director examines the script's plot, characters, and themes, you should assess your resilience level using available tools. Your resilience story isn't about enduring a toxic role or workplace that resembles a bad movie. It's about directing a blockbuster, one where you nurture your resilience skills and mindset. Rather than simply "toughening up" in a toxic script, focus on rewriting your story. Develop optimism, boost self-efficacy, sharpen your problem-solving abilities, and build a strong support cast.

It's important to show resilience when faced with challenges and setbacks. Maintaining a positive attitude and adaptability inspires your team. Encourage open communication within your team, so everyone can share their concerns and ideas. By acknowledging their efforts and giving them constructive feedback, you'll empower them. In addition, make sure your team knows how important it is to keep improving and growing, so they can bounce back stronger from setbacks.

I believe in setting an example to your team and at the same time, also learning from the team. That helps to bring a great resilient culture. "I empower the team and the team empowers me". Always try to bring change by learning from the past.

In my opinion, a resilient culture is built upon attitudes when people see the results, adjust the points that are not giving the expected result, try again and don’t give up until reach the goals. It’s a process of evolution and self development, trying to do better everytime.

In today's dynamic business landscape, building resilience in teams has become critical. Resilient leaders possess the ability to sustain their energy levels under pressure and adapt to evolving circumstances. They bounce back from setbacks with grace and fortitude while ensuring that they do not engage in dysfunctional behavior or harm others in the process. However, there's more to it than just personal resilience – leaders also share the responsibility of safeguarding the energy and resilience of the people in their teams. Hence leaders must work on building a resilient culture. Leaders must lead by example, and encourage authenticity, empathy, open communication and emotional management. This will nurture a resilient culture.

One of the best ways to build a resilient culture is to lead by example because the energy of leaders is, for better or worse, contagious. Unhealthy habits of highly stressed or burnt out leaders can have a negative impact on employee wellbeing, retention, and performance. If you're sending emails at 1am, your team members will feel pressured to do the same, and exhaustion and high-performance don't go hand-in-hand. Resilient leaders, on the other hand, know how to manage their stress levels, time, energy, and attention, and they take responsibility for safeguarding their own well-being by clarifying their priorities so they can balance work and life. Set a good example and team members will follow suit.

Biology and Psychology can help us understand how to create a resilient culture. A biological profile of resilience will involve higher levels of serotonin (fueling well-being and optimism), oxytocin (fueling connection, trust, and belonging), dopamine (fueling pleasure related to accomplishment), and testosterone (fueling dominance and control). It will also involve lower levels of cortisol (linked to stress and fear). So the question becomes: how can we create a culture that stimulates and encourages well-being & optimism, connection, trust & belonging, sense of accomplishment, perception of control, and lower stress levels? Boil down each of these into small behaviors, small actions, and little incentives. ☝️

To achieve resilience , we have to be improve our mindset. How much passionate you are to work on your desire! If you follow daily habits which will improve your control mind, positive thought & positive energy. So once mindset is strong then improve of resilience would be easy automatically. And Yes, sometimes might be for some reason, somebody not able to perform. But small help can impact lot of resilience. So should maintain empathy to each other to make wellbeing and having good relationships. We should build up strong relationship among all kind of delegates. This will help to deliver productive work, personal growth, security, empower and motivated of all individuals. To follow the compassionate, it will create significance.

You can encourage your team to be bold, work hard, and take risks. But make sure they know (and feel) you've got their backs. You can incentivize your team to become more autonomous and improve each time. But ensure they have the correct dose of support (technical and emotional) when needed. You can challenge your team to take on more responsibilities or vital tasks. But ensure they have the conditions to dedicate and succeed in those. Empowering a team requires excellent use of an accelerator and a robust stability system.

A cohesive and robust relationship with your team (and between team members) is the basis for emotional support and stability. Stress is the result of a lack (or perceived lack) of control. You can enable additional resources such as mental health programs or services as a leader. A coaching or affiliative leadership style can be quite suitable to help your team manage emotions. This approach invites higher-quality feedback and open conversations. As a leader, it's important to find a balance between connecting with your team's vulnerability, and displaying robustness and courage.

Think of your role as a leader in managing stress and emotions as a ship captain navigating stormy seas. Just as a captain ensures the safety and well-being of both the crew and the vessel, you must prioritize the emotional and psychological health of your team and yourself. Create a 'Crew Well-Being Plan', your team requires self-care and emotional support. Encourage them to maintain emotional anchors through self-care routines like regular exercise, proper nutrition, and sufficient sleep. Be a lighthouse for your crew by offering empathy, understanding, and a safe space to express their feelings. Remember, resilience is not about simply toughening up in an abusive environment; it's about steering your team towards calmer waters.

Instilling a growth and learning mindset in your team is a powerful way to learn and grow from challenges. Being upfront with challenges and setbacks contributes to a culture of honesty and transparency. The most crucial asset a team could have is learning to become "solution-focused." Instead of complaining about challenges, team members share their views, concerns, and ideas to solve the problem, not just complaining about it.

In my roles as a filmmaker-business coach and a senior-level leader within a prominent direct selling company, I've witnessed the transformative power of resilience in leading the team. Embracing challenges, setbacks, and failures as catalysts for growth has been fundamental. We understand that risks, when timed appropriately, are essential for progress. We view every challenge as a golden opportunity, a chance to evolve. Analyzing issues, forms the bedrock of our continuous improvement. We meticulously extract lessons and formulate decisive actions through a culture of learning. And through it all, we remember to celebrate not just the achievements, but also the journey. We continually elevate our goals for superior performance.

Leading by example, you can motivate your team during challenging situations by using your resilient and tenacious will to offer solutions to problems. This method can influence them to bring out their best defenses to protect the team's interest during difficulty. Resilience thrives while learning from mistakes, obstacles, etc, and not allowing setbacks to distract focus on the goals, or failure to define your altitude. A leaders perspective impacts the team's output, hence always share and leverage the learning points to make improvements for subsequent projects.

Think of resilience as the superpower of your leadership journey. You're not the invincible hero, and you don't effortlessly triumph over every challenge. Instead, your true strength lies in your capacity to be the 'Comeback Hero.' Imagine your team as a city under the constant threat of chaos and adversity. You, as their leader, wear the resilient cape, not because you can prevent every disaster, but because you can weather the storm and emerge stronger each time. In the world of superheroes, it's not the absence of enemies or obstacles that defines a hero; it's the unwavering commitment to stand up, even when knocked down. Encourage your team to share their 'Comeback Hero' stories with one another, and create a league of resilience.

You can inspire resilience in your team, but it's essential to be strategic about it. Timing is important. You can inspire resilience in your team by sharing with them how challenging a particular time was and how you overcame it. Sharing it after the experience can become more efficient as your team will feel safe. Also, make it accessible. Some leaders put themselves on a pedestal as if they were made of other materials. This might create pressure on the team instead of making them feel inspired. I don't mind sharing challenges or struggles. But I do it in a way that they feel included and valued. Challenges or setbacks are met with a fighting spirit and a solution-focused approach.

My life experience as a Soldier taught me three important influencers... Make resilience a habit, so it becomes ingrained in the way individuals and teams approach challenges. Effective sleep it can significantly impact a person's ability to bounce back from challenges and influences resilience around Physical Resilience, mental Resilience and Emotional Resilience. Energy management plays crucial role in managing resilience, and I see it akin to charging a battery in two fundamental approach:- Preventing deep energy depletion of energy is crucial for maintaining physical and mental health Intelligent Charging -When to work out to rejuvenate and when to stay focused on action to be on track, is an important choice, to remain relevant.

Resiliency can sometimes make us focus too much on ourselves. However, the most resilient people I know surround themselves with a strong net of trusted people. They know how to seek and use the support of others as a source of resilience. Resilience is not just about bouncing back. It's about adaptation and growth. This process will be more efficient with the support of others. ☝️