Braving the storm: Why resilient leadership is more important than ever in a viral age

Resilient leadership in the face of COVID-19

In recent weeks, the world has been engulfed in uncertainty due to the rapid and widespread impact of COVID-19. This new reality has forced us to adapt quickly, making Resilient Leadership more crucial than ever for organizations navigating the challenges brought on by the pandemic.

As we witness the devastating human toll and upheaval in people's lives, we also see the profound economic repercussions and significant shifts in our work environments.

Originally, I set out to explore how disruption is a necessary component of the transformation needed for growth. However, the current situation has thrust most organizations into a realm of unforeseen circumstances beyond their control. Instead of focusing on expansion, many are now in survival mode as they grapple with the unprecedented disruptions.

While disruption may seem daunting, when managed effectively, it can present new opportunities and push individuals within the organization to grow both personally and professionally. The magnitude of the current disruption is unparalleled, catching even the most prepared companies off guard despite their robust risk management strategies.

Resilience and uncertainty

In a world filled with uncertainty, resilience is the key to successfully navigating through disruptions, both on an individual and organizational level. Despite the current challenges and difficulties we face, it is crucial to maintain focus on our goals and mission. Good leaders not only steer their organizations through crises but also actively seek out and nurture opportunities for growth and development.

The ability to bounce back isn’t something that only leaders and HR professionals understand. In a report commissioned by Innovate UK, researchers found three major areas where businesses underestimate what investors look for in a scale-up investment: communication, adaptability, and resilience.

This last piece is what I want to talk about in this post — what resilience looks like in individuals, and how to build resilience into your organization for long-term growth.

First Things First: What is Resilience?

Judith Rodin, author of The Resilience Dividend: Being Strong In A World Where Things Go Wrong, defines resilience as “the capacity of any entity…to prepare for disruptions, to recover from shocks and stresses, and to adapt and grow from a disruptive experience.”

In the business context, resilience is critical to weathering disruptive periods and coming out on the other side intact, or even better for the experience.

Here are a few of the traits that indicate personal resilience and why they matter in growing your organization.

Comfort with Risk

Resilience should not be mistaken for invulnerability in the face of challenges. Rather, it reflects how effectively individuals bounce back from adversity. Resilient individuals tend to swiftly recover from setbacks, which in turn strengthens their resilience. With time, they cultivate a sense of confidence amidst uncertainty, making them more open to taking risks. Not because they are oblivious to the possibility of failure, but because they inherently grasp their ability to rebound from any misstep.

Resilience is what enables individuals to navigate an environment that may be fraught with risk.

As organizations transition into periods of rapid growth or face unexpected environmental changes, avoiding risk can prove detrimental. Instead of retreating into safe practices, employees must embrace adaptability, navigating evolving priorities with resilience. A comfort with risk empowers individuals to pioneer innovative solutions and swiftly adjust to new business landscapes.

In times of hypergrowth or contraction, the pace of change accelerates, demanding a willingness to explore unconventional approaches and implement fresh perspectives to tackle challenges effectively.

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Ability to Admit Mistakes

As a crucial aspect of bouncing back from setbacks, acknowledging mistakes is paramount in the journey towards resilience. While individuals lacking in resilience may tend to deflect blame to shield their ego, resilient individuals embrace ownership and swiftly transition to a plan for recovery.

This practice holds significance not only in maintaining focus on their goals and propelling forward, but also in setting a positive example for those around them. Such transparency not only cultivates accountability but also fosters trust, a fundamental element of high-performing teams.

IIn dynamic and challenging work environments, it is essential for everyone to contribute towards achieving organizational objectives. Embracing accountability when faced with setbacks is crucial for swift recovery and continuous progress.

Willingness to Learn

Similarly, another hallmark of resilient people is what’s commonly referred to as a “growth mindset.”

In her book Mindset: The New Psychology of Success, According to Stanford University psychologist Carol Dweck, fostering a belief in the power of hard work and mentorship to enhance abilities significantly enhances individual performance when faced with challenges.

This ties in with our existing understanding of resilience. Individuals who exhibit resilience are better equipped to handle uncertainty and ambiguity than those who do not. They view their areas of improvement as chances for growth rather than shortcomings, showcasing a willingness to learn and adapt. Additionally, they are not fixated on being infallible, allowing them to embrace new perspectives and evolve without the need to always be right.

Maintaining a growth mindset allows individuals to remain receptive to new perspectives and be willing to adjust their viewpoints based on fresh evidence. Instead of dwelling on failures, they see these setbacks as opportunities for learning and gaining valuable insights.

Amidst the uncertainties brought about by COVID-19, the upcoming weeks may present more challenges than triumphs, more uncertainties than answers. It is crucial for leaders to exhibit resilience, embrace the unknown, inspire their teams to excel, and direct their focus towards solutions. Resilient leaders not only acknowledge the possibilities within such situations but also propel their organizations forward through their proactive responses.

Building Resilient Organizations

Attracting and onboarding resilient employees is crucial for fostering sustainable growth within an organization. However, simply seeking out resilience in candidates is not sufficient. It is essential to embed resilience into the very fabric of the company's culture to drive a profound and enduring impact on business operations and development.

Leaders play a pivotal role in this endeavor. By exemplifying the right attitudes and behaviors, they cultivate an environment characterized by mutual support and encouragement, fostering a sense of belonging and unity.

 psychological safety that encourages experimentation and challenges the status quo.

Here are a few simple — but important — ways that leaders can build resilience into their organizations.

Be Transparent

Transparency serves as a cornerstone for resilient organizations, playing a vital role in fostering trust and unity within the team. While transparency is always beneficial, it becomes even more crucial during phases of growth and disruptive transformations.

In essence, transparency equates to effective communication - openly discussing new policies and procedures put in place to address increased demands, shifting business priorities, or responses to unforeseen disruptions like the impact of COVID-19, and how these adjustments impact the team.

Neglecting to communicate openly and transparently can lead to detrimental consequences. A lack of transparency can erode trust and cohesion within the organization, hindering its resilience. This becomes even more critical during times of uncertainty when clear and honest communication is paramount.

By prioritizing transparency and open communication, organizations can build a foundation of trust and collaboration, empowering their team to navigate challenges with confidence and resilience. In the Work and Well-Being Survey, the American Psychological Association found that almost a third of employees surveyed said they believed management had a hidden agenda for recent organizational changes.

Maintaining trust is paramount in any organization, and the repercussions of unclear communication can be long-lasting, especially during periods of uncertainty and stress. To promote transparency, it is essential to communicate openly and consistently about the challenges and opportunities ahead. Being a proactive communicator fosters trust, confidence, and a shared sense of purpose among team members, laying the foundation for organizational unity and resilience.

COVID-19 is forcing organizations to work differently; remote working and communication through tools like zoom, MS Teams, and Google Hangouts have quickly become the new norm for communication and staying connected. Organizations with high levels of transparency are good at taking advantage of these tools to keep their teams engaged and up to date.

Be an Ally Not a Critic

Part of the reason that resilient people can admit mistakes (see above) is that they’ve often developed and operated in a work environment that doesn’t punish failure.

In times of unprecedented disruption, the gravest error is to be paralyzed by fear of failure

Allowing people to make mistakes, and supporting them when they do, keeps team morale and engagement high. Because a work environment that penalizes mistakes ends up killing the experimentation and innovation that are important to growth. In fact, the agile development mantra of “fail fast” is predicated on the idea that not every idea will work.

Instead of playing the role of a critic, strive to be an ally.

Begin by cultivating an environment of psychological safety. Employees should feel encouraged to make mistakes and share alternative viewpoints without fear of negative consequences. This doesn't mean that leaders and managers should refrain from offering constructive feedback – rather, feedback should be provided in a supportive manner.

Further, emphasizing a sense of belonging and self-worth in your organization encourages individual team members to take more calculated risks and to speak up when they don’t agree — because even in the face of disagreement, a strong sense of cohesion remains.

Now more than ever, it is important to maintain a “we are all in this together” culture. Leaders who create a safe environment where people can try and fail, see a much higher capacity to weather storms and grow through adversity.

Encourage Growth

Scaling up requires everyone to level up, no matter their role, experience or current skill set. Fortunately, this is exactly what draws resilient people to scale-ups in the first place.

The ultimate outcome of resilience is growth. Every time an individual or team works through a difficult problem, they learn what worked and didn’t work, and what they’re capable of, individually and as a team.

Exceptional leaders cultivate an environment that fosters ongoing learning and growth, inspiring employees to push their boundaries. This ability not only helps in attracting top talent in a competitive landscape but also aids in retaining employees, a vital component for sustaining business growth.

Resilience Creates a Thriving Work Culture

Resilience goes beyond just bouncing back from challenges; it's a mindset that empowers individuals and teams to not only survive but thrive in the face of adversity.

Businesses navigating disruptive changes and growth must embed resilience into their organizational DNA, from talent acquisition to daily work practices. Companies that prioritize resilience are positioned to succeed in the long term.