At the expense of sounding cliché, “Nothing is constant but . . .”
I will let you finish perhaps an overused phrase. But, ponder for a moment the true grit behind it.
All around us is change—challenging change, tumultuous change, hard change, and exhilarating change. How your organization survives or thrives depends on what you tell yourself about change, how you deal with and refocus dispersed energy, and how you lead through it.
In this article, we are offering a three-step process for building resiliency skills so that individuals can see change as an opportunity to advance in today’s world—seeing change as a gain instead of a loss, something to react to, or “dealing with a disruption.”
The Role of Leaders in Building Resilience
At Wilson Learning, we see the role of leader as engaging others in committing their full energy to the creation of value and success for themselves and their organization. We also recognize that how much energy employees contribute at work is their choice; the amount of energy they are willing to give over and above the minimum needed to keep their job is at their discretion. In times of change, their energy is at risk—and so is yours.
Leaders are often the first ones to hear about a change as organizations devise new strategic imperatives to respond to ever-increasing challenges. All strategy calls for implementation, and all implementation requires change. Change requires the best of those involved, including executives, managers, and employees. For the organization to move forward, employees need to be resilient and leaders need to be resilient.