Build a Resilient Team! 4 Tips for Weathering Uncertain Times

Learn what resilient teams do differently to function well during crises

Enduring and recovering from challenging times requires a fundamental characteristic: resiliency. Whether these hardships are caused by external events such as a recession or internal forces like a high-stakes environment, resilient teams not only withstand a crisis but come out stronger on the other side.

Unfortunately, only 2% of teams are resilient, according to research by RallyBright—which doesn’t bode well, since every organization eventually endures hardship. So, what exactly is resilience, and how can organizations build a hardy team? Let’s discuss.

What is resilience?

“Resilience is the capacity for stress-related growth.” It is the result of challenging, often fast-paced, work environments that force teams to adapt quickly. Resilient teams usually share several characteristics, such as recovering from challenges rapidly, maintaining personal and group wellbeing, and being realistic about their situation.

Resiliency can result from many triggers, including high-risk work, rapid innovation, failures, and poor management.

It's the focus of so many leadership discussions because of its benefits for both individuals and organizations. Resiliency is proven to be associated with greater job satisfaction, employee engagement, self-esteem, and interpersonal relationships.

4 things resilient teams do differently

1. Embrace the Stockdale Paradox

This term was coined by business analyst Jim Collins, who named it after James Stockdale, a U.S. naval aviator held prisoner for seven years during the Vietnam War. Stockdale attributed his survival to his ability to face the reality of his situation while also being optimistic that he would make it out alive. 

Collins analyzed data from nearly 1,500 companies and discovered that the most exceptional ones embraced the same mentality. Executives could balance a realistic view of their current situation—no matter how dire—with steadfast faith in their team and its ultimate success. The realism allowed them to make practical decisions in the moment, and the optimism inspired the group to keep moving forward.

2. Practice psychological safety

Psychological safety allows people to express themselves without fear of negative consequences or backlash. Studies trying to identify contributing factors among resilient teams find that psychological safety is shared among all of them. This safety results in a culture where team members not only feel empowered to contribute, try new things, share their concerns, and ask questions but leadership values the environment enough to prioritize it.

3. Connect socially and personally

Teams with strong interpersonal connections have an increased ability to withstand challenges. One of the most impactful methods leaders can use to establish these connections is guided one-on-one coaching. Meeting personally with team members to discuss their challenges, successes, and visions for the future has been shown to create resilient employees.

Similarly, mentorship programs and inter-team discussions are impactful ways to develop the connections necessary for resilience. Team members can learn from one another, build a supportive network, and feed the culture of safety.

4. Prioritize well-being

One million employees miss work each day because of job-related stress. This pressure and the resulting burnout leads to disengagement, low job satisfaction, and high turnover. Resilient teams take steps to mitigate stress and prioritize wellbeing. 

Simply taking time to debrief and openly discuss projects has been shown to lower employee burnout levels because it facilitates the exchange of information and gives everyone a chance to identify issues. Leaders and organizations should help teams prioritize wellbeing to build resilience.

Resiliency is necessary for success in a changing environment

While individuals can be resilient, it takes a strong leader to build a resilient team. This vital characteristic is widely recognized as a necessity for long-term success. And for organizations to achieve it, they have to invest in leadership that values resiliency, empowers team members, and leads by example.

Carrington Legal Search is celebrating 20 years in business: we were in the trenches with our clients during 9/11 and 2008. We partner with our clients to identify leaders and mission-critical talent to shore up and grow companies even during the most challenging times. We are here for you! To make our nationwide network work for you, get in touch at 512-627-7467 or email carrie@carringtonlegal.com.