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By: Lyndsey Nelsonshutterstock_71932639

“In a fast-paced, continually shifting environment, resilience to change is often the single most important factor distinguishing those who succeed from those who fail”

– “Managing at the Speed of Change” by Darryl Conner

Last week we shared some strategies on building individual resiliency that was learned from attending a webinar on Building Resiliency in the World of Work led by Lisa Bull at Ceridian HCM. Lisa explained that the workplace is changing and moving at a pace we`ve never seen before – expectations and deadlines are in constant flux, we are doing more with less and things are becoming more complex.

Organizations are running at a pace that has never before been seen in the world of work, and resiliency is becoming a must-have competency that organizations are looking for in their employees. It’s now just as important as teamwork, initiative, decision making and accountability.

Having resilient employees can help create a resilient organization that moves past times of change faster than their competitors.Tweet: Having resilient employees can help create a resilient organization that moves past times of change faster than their competitors @EngagedHR

Just as there are strategies that can be applied in the face of change to help individuals become more resilient, there are strategies that resilient organizations can implement:

Organizations that are resilient do a few things well:

  • They acknowledge and accept that change is a part of life and that it doesn’t always have to be a bad thing. Change can lead to innovation and creativity that wouldn’t necessarily be present in an unchanging environment.
  • They have open and honest communication that happens at all levels of the organization (top-down and bottom-up). As well, there use a variety of tools to share information – emails, face to face meetings, newsletters, etc.
  • They have health and wellness programs in place to help their employees during stressful times, which deal with both the physical and emotional concerns of employees.
  • They invest into a learning culture, talent development, succession planning, and technology to create ease of work. They provide employees with the tools and skills that will enable them to successfully handle change.

By using all of these strategies, they ultimately predict and prepare for the recovery – they think “are we prepared?”; “do we have a plan in place in the face of difficult times?” They accept that change is inevitable, but they will be ready for it when it happens.

Your Engaged HR Assignment: Do you predict and prepare when it comes to change? Take a minute and think of a worst case scenario for your business.  What changes could set you back?  Now think about what you can do to prepare for those changes and be ready with a plan if it were to happen.

Thank you to Lisa Bull for sharing these insightful and practical strategies to building resiliency.


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