How to Build Resilient Business Practices

The phrase "crashing out" is rapidly gaining traction, describing a breaking point where employees, overwhelmed and exhausted, impulsively disengage—sometimes even quitting without a backup plan. This trend reflects a deeper crisis of mental fatigue, burnout, and a collective inability to cope with prolonged stress and intense workplace pressures. It’s a symptom that goes beyond simple job dissatisfaction, stemming from a fundamental disconnect between individual needs and organizational support. Research highlights several core reasons behind this phenomenon: employees' quest for progress isn't being met; they feel a loss of control, a misalignment with company values, or simply need to take a critical next step in their lives. Coupled with inadequate communication, poor performance management, and a lack of psychological safety, these factors create environments where stress turns into systemic overload, leading individuals to hit a wall. For HR leaders, this is a critical call to action. To stem the tide of "crashing out" and foster a resilient workforce, consider these essential responses: Prioritize Individual Progress: Understand each employee's unique career quest and provide pathways for skill development, challenge, and advancement. Enhance Communication & Transparency: Establish clear, consistent communication channels, ensuring employees feel informed, heard, and supported. Vague benefit details or unclear performance metrics are no longer acceptable. Revamp Performance Management: Move beyond annual reviews to continuous, supportive feedback that clarifies expectations and helps employees align their work with their goals. Cultivate Psychological Safety: Create an environment where employees feel safe to express vulnerability, set boundaries, and admit when they are not okay, without fear of repercussions. Normalize Rest & Well-being: Actively promote work-life balance and model healthy boundaries. Invest in mental health resources and peer support systems to build a more resilient workforce. Empower Managers: Equip leaders with the tools and training to have ongoing, empathetic conversations about well-being and progress, truly knowing their teams' needs. Addressing "crashing out" isn't just about retention; it's about building a sustainable, human-centric workplace where employees can thrive. https://lnkd.in/eYRGhZ3g #HR #EmployeeWellbeing #Burnout #WorkplaceCulture #HumanResources #FutureOfWork #EmployeeEngagement

Resilience in teams is more important than ever. Lately, I’ve been hearing a lot about resilience—whether from my students in the classroom or clients in the field. Everyone’s asking the same thing: How do we keep our teams strong and adaptable when everything is changing so quickly? It reminds me of 2008, when I had to close one of my four restaurants during the economic downturn. It was a tough call, but keeping the other businesses running smoothly and focused was key to weathering the storm. That experience taught me the four pillars of team resilience, and they’ve been my go-to guide ever since. Here's how they can help you lead through turbulent times.👇 1️⃣ Adaptability Teams that iterate fast outperform rigid ones by up to 30% in volatile markets (McKinsey). • Run small experiments and treat “failures” as data. • Re-align goals whenever new info hits the table. 2️⃣ Supportive Relationships Psychological safety is rocket fuel for innovation. • Host regular “ask-me-anything” huddles so people know you’ve got their back. • Practice active listening—no multitasking. 3️⃣ Shared Purpose A common mission turns rough seas into rally cries. • Show each person how their role moves the needle. • Co-create goals; ownership beats compliance. 4️⃣ Continuous Learning Growth-mindset teams absorb shocks and come out stronger. • Budget time and money for upskilling. • Make feedback loops routine—peer shadowing, micro-lessons, post-mortems. Your turn: ➡️ Which pillar is your team already nailing, and which needs a boost? Drop one action you’ll take this week to fortify the weaker pillar. Want the full playbook (with real-world cases and examples)? Grab my Coursera course with Starweaver “Building Resilient Teams” here ➡️ https://lnkd.in/gisNVxRK Let’s build teams that don’t just survive storms—they harness them. #LIPostingDayApril #Leadership #TeamResilience #ContinuousLearning

Leadership feels harder every year. Change keeps coming faster. Resilience isn’t optional anymore. It's transforming how leaders drive performance in turbulent times. From navigating disruption to inspiring teams, resilience empowers leaders to adapt, stay focused, and deliver results. Here are 11 ways leaders can integrate resilience into their strategies: 1/ Reframe Setbacks as Growth → Views failures as learning opportunities → Shifts team focus from blame to innovation 💡 Pro Tip: Host a 15-minute post-setback debrief to pinpoint one lesson and one next step. 2/ Master Emotional Regulation → Uses mindfulness to stay calm under pressure → Reduces reactive decisions by 25% 💡 Pro Tip: Practice 5-minute daily breathing or journaling to sharpen focus before big calls. 3/ Build a Support Network → Leverages mentors and peers for perspective → Doubles performance under stress 💡 Pro Tip: Schedule monthly coffee chats with a mentor to tackle challenges. 4/ Prioritize Self-Care → Models healthy habits to combat burnout → Boosts team engagement by 20% 💡 Pro Tip: Block 30 minutes daily for a walk or reading, and encourage your team to follow. 5/ Foster Psychological Safety → Creates space for risk-taking and ideas → Increases innovation by 25% 💡 Pro Tip: Kick off meetings with, “No idea is too bold. What’s your take?” and acknowledge all input. 6/ Adapt to Change Fast → Pivots quickly to market or tech shifts → Drives 30% higher team productivity 💡 Pro Tip: Streamline one team process this quarter with a new tool and track results. 7/ Communicate Transparently → Shares clear updates during crises → Cuts turnover by 20% in tough times 💡 Pro Tip: Send daily emails during a crisis outlining what’s known and next steps. 8/ Empower Team Problem-Solving → Delegates to build team capacity → Improves outcomes by 15% 💡 Pro Tip: Assign a small project to a team member with clear goals and autonomy. 9/ Lean on Data for Clarity → Uses metrics to cut through chaos → Reduces errors by 18% in high-stakes settings 💡 Pro Tip: Compile 2-3 key metrics before decisions and share the logic with your team. 10/ Keep a Long-Term Vision → Aligns teams with a clear big picture → Boosts goal attainment by 22% 💡 Pro Tip: Craft a one-sentence 2025 vision and share it at your next all-hands. 11/ Celebrate Small Wins → Recognizes victories to build momentum → Increases motivation by 28% 💡 Pro Tip: Start weekly meetings with a 2-minute shout-out for a team win tied to goals. As disruption accelerates (up 183% since 2019), resilience is a leadership must-have. By embracing these 11 strategies, you’ll not only boost performance but also inspire your team to thrive under pressure. Which of these are you leveraging? ------- Subscribe to my newsletter: https://lnkd.in/gtkveAmJ ♻️ Repost if your network needs to see this. Follow Carolyn Healey for more leadership content.

To be a resilient organization you must have leaders who can dig deeper and respectfully challenge the work. We can no longer assume if we build what the customer asked us to build, on time and on budget, that we'll be successful. 1. Your organization can build almost anything, this is rarely your biggest risk anymore. ❌ "Are we building this the right way?" ✅ "Should we be building this at all?" 2. Too often we take customer requirements as orders, but instead we need to dig into the customer jobs behind their requests. ❌ "Did we meet all of the customer requirements?" ✅ "What evidence supports these customer requirements?" 3. Leaders can accidentally unravel months of experimentation by giving the teams the benefit of their opinion. ❌ "I still think this is a good idea!" ✅ "What would cause this idea to fail?" 4. Focusing your measurements on time and budget with high uncertainty projects will likely result in succeeding right off of a cliff. ❌ "Are we delivering on time and on budget?" ✅ "How have we reduced our risk?" 5. Good ideas and bad ideas often look the same early on. ❌ "This idea won't work!" ✅ "Let's go test and find out!" What else would you add to this list?

Most leaders treat change like an event. But in today’s world? It’s a constant. The best teams I’ve worked with don’t just make plans—they rehearse. Like athletes drilling plays or actors walking through scenes, rehearsing for change builds muscle memory. It builds resilience. That’s why you need to ask: • What if our key supplier fails? • What if demand drops by half? • What if a competitor undercuts us? These aren’t pessimistic questions—they’re practice. You don’t need perfect answers. You need to be ready to pivot with purpose. And when your team sees that preparation? They follow you with more confidence.

The recent global tech outage caused by a CrowdStrike update serves as a wake-up call for businesses of all sizes. It highlights the fragility of our interconnected digital infrastructure and the need for more resilient, decentralized solutions. As small and medium-sized businesses, we need to rethink our approach to tech infrastructure: 1. Redundancy is key: Diversify your tech stack to avoid single points of failure. 2. Local is resilient: Implement local backup systems and explore peer-to-peer networking options. 3. Trust your network: Build connections with local businesses and partners for resource sharing during crises. 4. Be prepared for offline operations: Maintain and regularly test manual workarounds. Moreover, this incident underscores the potential for new, alternative network architectures to emerge. We may see the rise of localized, redundant networks and trusted connectivity webs among businesses and organizations. https://lnkd.in/gFec3VNs As we move forward, it's crucial to balance the benefits of global connectivity with the need for local resilience. By taking proactive steps and advocating for more distributed network solutions, we can better protect our businesses from the ripple effects of large-scale tech disruptions. What steps is your business taking to enhance its tech resilience? Let's discuss in the comments below. #BusinessContinuity #TechResilience #NetworkInfrastructure #SmallBusinessSolutions

𝗦𝗲𝗲 𝘁𝗵𝗲 𝗪𝗼𝗿𝗹𝗱 𝗪𝗶𝘁𝗵 𝗙𝗿𝗲𝘀𝗵 𝗘𝘆𝗲𝘀 Kenneth Mikkelsen's four shifts—Mind Shift, Skill Shift, Behavior Shift, and System Shift—highlight the essential transformations leaders must make to navigate downturns effectively. Here's a breakdown of each shift with examples: 1. Mind Shift Leaders must change their mindset from fixed and traditional ways of thinking to embracing new perspectives and possibilities. SKILLS TO DEVELOP: 📌 become open, 📌 be willing to adapt, 📌 learn to live with uncertainty. 🔸 Example: A CEO shifts from focusing solely on short-term profits to prioritizing long-term sustainability and stakeholder value. 🔸 Example: A CHRO works with the executive team to move the culture from a risk-averse culture to one that encourages innovation and experimentation. 2. Skill Shift Leaders need to acquire new skills and develop capabilities that are relevant to an evolving and uncertain business landscape. SKILLS TO DEVELOP: 📌 become a critical thinker, 📌 learn to adapt skills needed for the situation, 📌 learn complex problem solving. 🔸 Example: Leaders take courses on digital transformation to better understand the impact of technology on their industry. 🔸 Example: A company invests in upskilling its workforce to adapt to new tools, such as AI and data analytics. 3. Behavior Shift Leaders must change their behaviors to be more agile, collaborative, and responsive to dynamic conditions. SKILLS TO DEVELOP: 📌 cultivate the necessary actions, 📌 learn to adapt your behaviors to build the team 🔸 Example: Managers move from overmanaging to empowering their teams to make independent decisions. 🔸 Example: An executive adopts open communication practices and listens more, encouraging transparency and frequent feedback within the organization. 4. System Shift Leaders should rethink and redesign organizational structures and systems to support flexibility, innovation, and resilience. SKILLS TO DEVELOP: 📌 rethink how the organization functions, 📌 learn to flow with the needs of the project 📌 be fluid with fluid conditions 🔸 Example: A company decentralizes decision-making, giving local teams the authority to respond swiftly to market changes. 🔸 Example: An organization adopts a flat hierarchy to improve agility and cross-functional collaboration across departments. These shifts help organizations and leaders thrive by adapting to changing environments and fostering growth during downturns. Your partner in success, Joe Murphy 📣Cool to repost 📽️Leadership Insights video series on leadership, management, and success. I post these daily at the same time, ⏰ 5 PM ET, Monday through Friday. #CHROs #LeadersatAllLevels #TheLeadershipAcademy Infographic: Tanmay Vora

Resilience isn’t about bouncing back. It’s about bouncing forward. If you’re building a team that can withstand adversity, you’re already behind. The real goal? Build a team that grows because of it. Here’s the nuance: A group of resilient individuals doesn’t automatically make a resilient team. Why? Because team resilience is less about personal grit—and more about shared norms. Culture—not character—is what turns individual strength into collective endurance. That’s where this Resilience Playbook comes in—five field-tested strategies to help managers build teams that grow through adversity, not just survive it: 1️⃣ Screen for Resilience Hire and develop people with the capacity to regulate themselves under stress. A resilient disposition contributes to a resilient culture. 2️⃣ Practice Strategic Distress Ask yourself: Do we have the right balance of stability and stress? Stress isn’t the enemy—chronic, unmanaged stress is. Too much stability can quietly undermine growth. 3️⃣ Adopt a Pirate Crew Mindset This mindset fosters unity in the face of chaos. Your team should feel like they’re in the fight together, not just sharing a cubicle or email thread. 4️⃣ Narrow, Don’t Broaden In high-stakes moments, don’t widen the aperture—tighten it. Focus on the essentials and eliminate noise. 5️⃣ No Egos, No Apologies Conversations When it’s time to talk, leave your ego at the door and bring your courage. Truth is the currency of trust. The best teams aren’t just operationally excellent. They’re emotionally durable. Resilience is a function of culture. And culture is a function of leadership. Have you seen these strategies work in your organization? Let me know in the comments.