Last week’s blog focused on the importance of building a resilient workforce to respond to the current pandemic, its aftereffects and the inevitable crises that will come in the normal course of business down the road. In addition to building one’s own resilience in the workplace, corporate leadership can have a significant impact on the resilience of their workforce. Resilience is a crucial characteristic of high-performing leaders enabling them to bounce back from setbacks, sustain their energy level under pressure, cope with disruptive and unplanned changes while finding a path forward, manage stress and avoid burnout. Employees often emulate the resilient behaviors they observe from the top, so there is a trickle-down effect as well. Here are some ways in which you can become a more resilient leader.
How to Become a More Resilient Leader
Among the many ways you can become more resilient, commit to the following actions:
- Enthusiastically accept and use productive feedback. Giving and receiving feedback is inherently a two-way street with some give and take. It should be a constructive conversation between two people. When receiving feedback as a leader, listen attentively and let the other person finish without getting defensive. Acknowledge that you are grateful for the feedback, and explain ways in which you will use the feedback.
- Build positive relationships based on trust and mutual respect. Strong, cohesive teams are the cornerstone to a successful operation. Employees must believe in you and be confident in your decisions in order to do their best work. Being honest and supportive and doing what you say you will do builds trust and a commitment from your employees to follow your lead. Remember to acknowledge your own mistakes and react appropriately and respectfully to theirs.
- Develop a sense of purpose and belonging. Leaders are in a position to engage in activities that promote and develop a collective sense of togetherness and belonging among team members that helps employees get through times of stress and change. Research has shown that families that focus on cohesion, display good communication, regularly celebrate family events and support each other are more resilient during times of crises.
- Develop others. When leaders take steps to develop others, employees feel more confident and obtain a greater skill set. Those qualities build a stronger workforce that feels re-energized in times of transition and change.
- Communicate well and often. There is no such thing as too much information. You must be clear with employees about your expectations and their roles to ensure they are equipped with the knowledge needed to perform their jobs. When turbulent times hit, employees are clear on their responsibilities to ensure continued, stable operations.
- Champion change. Actively research new, more productive and efficient ways to accomplish tasks. Cultivate a mindset of transformation and provide employees the leadership needed to move forward, setting new goals along the way.
- Incorporate a strong culture of accountability. Lead by example, assuming full responsibility for your accomplishments, setbacks and failures.
By implementing and remaining committed to these leadership strategies, you and your employees will reap the benefits a much more resilient workforce. Even if you manage a smaller team, you will have a positive impact on them and your whole organization.
Call Smart HR
Whether it is a fresh look at the leadership styles and skills in your organization or a need for executive coaching for your leadership team, Smart HR can help. Our dedicated team of consultants have the expertise you need to guide you and your employees through current and future workplace challenges. Call today.
