How to Build Resilient Workforces

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

Having worked with organizations and teams to build resilience, I've seen firsthand how influential a strong company culture can be. When culture is aligned with purpose, it brings out the best in every team member. Here's a checklist to ensure your culture supports resilience, motivation, and a shared vision: ✅ 1. 𝐏𝐮𝐫𝐩𝐨𝐬𝐞-𝐃𝐫𝐢𝐯𝐞𝐧 𝐄𝐧𝐯𝐢𝐫𝐨𝐧𝐦𝐞𝐧𝐭 Employees thrive when they know why their work matters.  Make the mission clear and connect it to daily tasks so that each team member feels they're contributing to something bigger. ✅ 2. 𝐏𝐬𝐲𝐜𝐡𝐨𝐥𝐨𝐠𝐢𝐜𝐚𝐥 𝐒𝐚𝐟𝐞𝐭𝐲 A resilient team is one where people feel safe to speak up, take risks, and make mistakes without fear of retribution. Leaders should encourage openness and embrace feedback to nurture this environment. ✅ 3. 𝐓𝐫𝐚𝐧𝐬𝐩𝐚𝐫𝐞𝐧𝐭 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧💬 Great culture isn't just about having an open-door policy; it's about meaningful dialogue.  Keep employees in the loop, share wins and challenges openly, and foster two-way Communication to strengthen trust and clarity. ✅ 4. 𝐆𝐫𝐨𝐰𝐭𝐡 & 𝐃𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭 🌱 Motivate your teams by investing in their growth. Regular training, mentorship, and skill-building enhance productivity and reinforce that you're invested in their future. ✅ 5. 𝐑𝐞𝐜𝐨𝐠𝐧𝐢𝐭𝐢𝐨𝐧 & 𝐀𝐩𝐩𝐫𝐞𝐜𝐢𝐚𝐭𝐢𝐨𝐧 🌟 Celebrate wins, big or small. Acknowledge hard work, and don't let milestones go unnoticed. Feeling appreciated fuels motivation and deepens commitment to the company. ✅ 6. 𝐖𝐨𝐫𝐤-𝐋𝐢𝐟𝐞 𝐁𝐚𝐥𝐚𝐧𝐜𝐞 ⚖️ Resilient teams have room to recharge. A healthy balance prevents burnout and keeps energy levels high.  Encourage your teams to disconnect, take breaks, and create boundaries that support wellness. Creating a culture that builds resilient teams isn't an overnight job, but with intentional steps, it's achievable—and the results are worth it. A resilient culture makes resilient teams. 🛠️💼 If you'd like your team to be trained in resilience, check out our company training using the first link in the comments below. I would love to discuss your challenges and provide a customized to take your company to the next level #Juliecore #OrganizationTraining

Empowering Your Team to Conquer Challenges 💪 Every team faces challenges (like climbing up the switchbacks in the photo and then climbing the mountain!), but the truly great ones don't let them stop them. They have the ability to overcome obstacles and emerge stronger than ever. But how do you cultivate that kind of resilience in your team? Here are a few tips: 1. Create a Culture of Open Communication: Encourage open and honest communication, where team members feel comfortable expressing their ideas, concerns, and frustrations. Be receptive to feedback and actively listen to their suggestions. 2. Foster Collaboration: When faced with a challenge, bring your team together. Utilize their diverse skills and perspectives to brainstorm solutions collaboratively. Encourage healthy debate and respect different view points. 3. Celebrate Mistakes and Learnings: Everyone makes mistakes, but it's how we learn from them that matters. Create a safe environment where mistakes are viewed as opportunities for growth and improvement. Celebrate the learning process and encourage team members to share their learnings with others. 4. Equip Your Team with Resources: Ensure your team has the tools, resources, and training they need to tackle challenges effectively. Invest in their professional development and create opportunities for them to acquire new skills that can help them overcome obstacles. 5. Empower Your Team: Give your team the autonomy to make decisions and take risks. This will build their confidence and foster a sense of ownership and accountability. Empowering them to overcome challenges independently will make them even more resilient in the long run. 6. Lead by Example: As a leader, set the tone for resilience. Show your team that you are confident, resourceful, and committed to overcoming difficulties. Share stories of past challenges you've faced and what you learned from the experience. 7. Encourage a Growth Mindset: Encourage your team to adopt a growth mindset, believing that their abilities can be developed through hard work and effort. This will help them approach challenges with a positive and solutions-oriented mindset. 8. Celebrate Successes: Recognizing and celebrating successes, large and small, is crucial to maintaining team morale and motivation. Highlight your team's achievements and show them the impact of their hard work. In my case it was getting to the top with my friend Lynn Noyce (teammate) and taking in the view. By fostering a culture of empowerment, open communication, and continuous learning, you can equip your team to not only overcome challenges but thrive in the face of adversity. What are some of your best practices for empowering your team members to overcome challenges? Share your thoughts in the comments below! 👇 #Teamwork #Leadership #Empowerment #Resilience #GrowthMindset

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

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