Resilience is an essential component to our overall wellbeing. Not to mention that it is a fundamental strength to have when engaging with dynamic change situations. We might think it is an inborn trait and that everybody has it, but that is a false assumption.
Resilience is core strength to obtain in this ever changing world, where seldom one day is the same as the next. Adversity and flexibility are survival tools and we need resilience when the going gets tough. When things do not play out the way we planned or hoped for. That adds to many days.
Resilience is standing up when we get knocked down, to dust ourselves off after a fall and have the energy to try it all again. We do this because we believe that the end result is worth it! We want to give it all and we know that a setback will not stop us from trying again and again.
A growth mindset and resilience are like mother and daughter. I guarantee you that you will experience failure in life situations and that you might detour before you reach a goal, but it is all about your mindset during the process. Focusing solely on the final destination, the outcome is draining and often a recipe for disaster. The smarter method is to concentrate, plan and work on the multiple processes that lead to the desired outcome. For these continuous forward-moving mini-steps we require resilience, as the path is seldom smooth.
The brilliant news is that resilience can be learnt and developed, but how? As a starter by asking these questions:
- Why not? We often find millions of excuses of why it will not work but let us for a moment think why it could work?
- Design and create a personal “pick-me-up” mantra that you can repeat to yourself over and over in tough times. Do not sensor it, even if you think it is cheesy. If “Just do it” works for you GREAT. Program yourself for success. What is your personal positive mantra?
- Develop a reliable and supportive social system around you for those moments when you cannot do it yourself. A person who you can lean on for encouragement and motivation. Who gives you the strength to try again, because they know you can.
Resilience is a mental mind muscle we all own but in some of us it is more prominent. Visualize resilience as your personal six pack. Some of us have really worked our tummy abs and have developed an admirable six pack whilst others have opted to relax the muscle and make it is less visible. Fact is we all possess these stomach muscles; we just need to train them consciously. Resilience is exactly the same, an impressive six pack. Train that mental mind muscle and become more resistant to life’s “punches.”
Sound all too easy? Guess it is when you commit to develop your resilience muscle.
Before we leave you to train that resilience-six-pack the question might be “What’s in it for me?”
Here are 5 reasons on how you can benefit from resilience.
- Cope better with pressure and stress
- Feeling more energized at work or with life
- Improve focus and attention span
- Enhancing personal self-development and growth
- Build stamina to commit, engage and perform
Change is like a tornado that we are always unprepared for!
Companies all over the world are continuously adapting to the ever-turbulent change bestowed upon them. The days of stability, consistency and security are long gone. Companies are either in a state of downsizing, restructuring, re-engineering or being bought; everybody and everything is in flux. We know that this constant change is the new norm; however, it doesn’t make it easier for us to cope with it. Throughout this change-mania, companies often underestimate the severe impact this state of flux has on the employees’ level of well-being.
We may believe that people develop a natural resilience that allows them to bounce back quicker, adapt and move on from change. Perhaps it’s possible, but that applies to the minority of people. Most employees struggle with change as the impact is frequently deeper than meets the eye. Noticeable symptoms that we are not coping with change are an increase in our stress levels, heightened risk of burnout, work overload, job insecurity, resentment, anger, or the fear of being made redundant. With change, the survivor syndrome automatically kicks in and everybody looks after themselves. “What’s in it for me?” becomes the instinctive way of thinking and behaving bringing on resistance and negativity towards the change process.
But this doesn’t have to be the predetermined scenario. We can turn the change-process into a more inclusive, supportive manner for employees by addressing how we manage change differently. Here are some suggestions on “What to avoid when going through change” as well as some suggestions on “What is best practice”.
What not to do
- Sending out mixed and confusing messages
- Not engaging with negative, resisting employees in the hope that they will “come around”
- Imposing one-way communication
- Downplaying the change process and going over to business as usual
- Being hooked on the final outcome
- Bulldozing and rushing the process
- Providing change details and plans to a selective group of individuals
- Not being exactly clear on what the change actually entails nor for whom
- Ignoring the fact that change means personal change is necessary
Best practice to manage change:
- Explain precisely what is going to change and what is not
- Openly discuss why the change is necessary and what other options were considered
- Let people know who is affected and how can they be best supported
- Discuss the various phases of change
- Map out how the change progress will be measured
- Triple your communication levels to everybody
- Allow people to adjust, adapt and align their mindset’s over time
- Talk things through with everybody over and over and over
- Address all areas of concern; answer questions honestly and with integrity and transparency
- Develop a leadership culture ready to embrace change
- Remain consistent in dialogue and interactions
When change moves from day to day improvements to major business decisions, learn to slow down, think things through, ask copious amounts of questions, dig deep, explore alternatives, talk ideas and concepts through, involve others and only then design a detailed practical focused change management plan.
For change to be successful and beneficial you need to take your employees with you on the journey of transition. A third of all re-engineering tactics fail and thirty-three percent of people said that they were worse off after the re-engineering efforts. The reason in both scenarios is that not enough time was spent on focused plans that allowed employees to realign and adapt their mindsets.
The year is just about done! You’ve survived another twelve months that at some times felt like time was flying past and other times was dragging. For some, 2016 was a magical year while for others a challenging one. Either way, we’ll all agree that it was an adventurous year filled with unexpected events, surprise outcomes, joyful moments and heart-breaking sadness. Like a good soap opera… a bit of something for everyone.
December is usually a time for reflection where we look back over the past year, and look forward to the new one. We savour moments, events and people who made the year unique and special, and think about personal changes that we need to make or things that we want to do differently next year. We all have dreams and goals; some are large and will take proper planning while others are small. Then there are those niggly behaviours that we want to change; we want to stop this or that and start something else. Both involve that dreaded word “change”!
Planning on setting goals
Even with the best intentions, we sometimes don’t move forward towards change. We’ve got the willpower and desire, but external factors get in our way. We need to learn to prepare and expect these external factors and work with or around them. You may not be able to control your external environment; however, you can control how you choose to perceive them.
Are these factors excuses or opportunities?
Are they moments to be flexible, and realign our thinking so that we can achieve our goals?
The path to goal attainment is like a treasure hunt. You know you’ll get to the finish line but on the way, you encounter challenges, detours and obstacles. That’s life – it doesn’t flow in a straight line.
As you reflect on what changes you want to make next year, take some time to answer these 10 questions will crystalize your way forward and help you stick to your New Year’s resolutions:
What precisely do I want to change?
- What will I gain from the change?
- Out of a score of 1 to 10, how much do I value the outcome?
- What are my options to reach my goal?
- How am I going to track my progress?
- Whose support can I count on?
- What will indicate that I am stuck?
- When am I going to start?
- What action am I going to take in the next 3 hours, 3 days and 3 months?
- Who is going to partner with me and hold me accountable?
Often, we don’t have the discipline to hold ourselves accountable. It’s human nature to find reasons when we start going off track. We don’t have the willpower to stay outside of our comfort zone, and it takes loads of energy to persistently do something differently and progress is at a snail’s pace.
When you’re working towards stretch ‘Everest goals’ it is advisable to have a coach and mentor by your side. It’s important to do this right from the start and not only when it gets tough. Find someone to cheer you on, be your sounding board and raise you up when you are feeling low.
If you need assistance in setting your 2017 goals or want a coach to support and motivate you, please send an email to email@example.com. Alternatively contact us for our coaching package specials.