Business resilience: How to strengthen the resilience of your teams

What is resilience?

Resilience describes the ability of an individual or an organization to cope with difficult life circumstances, stress, changes and obstacles and to emerge stronger from them. In today’s working world, which is characterized by constant change and uncertainty, resilience is a key success factor.

In the context of organizations, resilience means the ability to withstand crises and change. Resilient organizations can adapt more quickly to new circumstances and are able to support their employees in mastering the difficulties of the modern working world. This is particularly important in times of New Work, where flexibility and adaptability are essential.

Adaptability is also very important for the employees themselves. Resilient employees are better able to deal with stress and change, which makes them less susceptible to burnout and other psychological stresses. They can recover more quickly from setbacks and remain productive and motivated even in difficult times.

Personal versus business resilience

Personal and organizational adaptability go hand in hand when it comes to the long-term success of organizations. However, they differ in their focus and application.

Personal resilience

Personal adaptability refers to an individual’s ability to cope with and recover from stress, difficulties and setbacks. It shows how resilient and adaptable a person is in difficult situations.

The characteristics of personal resilience are:

1. Optimism
2. Solution orientation
3. Acceptance
4. Orientation towards one’s own network
5. Taking responsibility
6. Self-regulation
7. Planning for the future

Employees with a high level of personal adaptability are able to deal with the pressure and demands of their position. They remain capable of acting even in times of crisis and inspire their team members with their steadfastness.

Business resilience

In contrast, organizational resilience with proper strategic planning refers to the ability of a company or an organization as a whole to overcome crises, adapt to change and emerge stronger from obstacles. Above all, it shows the resilience and adaptability of the entire structure.

Characteristics of organizational resilience are:

1. Robust business processes (Keyword: Business Continuity)
2. Flexible organizational structures
3. Effective risk management
4. Strong corporate culture
5. Ability to innovate
6. Financial stability

Organizations with a high level of adaptability can respond to unforeseen events, recover more quickly from setbacks and enjoy long-term success.

The connection

Although personal and organizational resilience are different concepts, they are closely related. Resilient employees and managers make a significant contribution to the adaptability of their organization by:

1. Fostering a culture of adaptability
2. Planning ahead and managing risks
3. Communicating effectively and motivating teams
4. Supporting innovative thinking and problem solving

Conversely, a resilient organization creates an environment in which personal resilience can develop and grow.

Why are resilient teams so important today?

Nowadays, it is more important than ever to be crisis-proof. After all, our (working) world demands a great deal of resilience from teams. Organizations face an increasing number of disruptions in today’s business environment – from technological changes to global crises.

Rapid technological change
The digital transformation is progressing at breathtaking speed. Resilient teams can adapt more quickly to new technologies and working methods without losing their productivity or cohesion. They see change as an opportunity for further development, not as a threat.

Global networking and complexity
In an increasingly interconnected world, teams often have to work together across time zones, cultures and specialist areas. Resilient teams navigate this complexity skillfully and remain efficient even under difficult conditions.

Economic uncertainty
Economic crises, market volatility and geopolitical tensions can present organizations with unexpected difficulties at any time. Resilient teams remain focused and productive even in uncertain times.

Rising customer expectations
Today’s customers expect more than ever – from product quality to customer service. Resilient teams can respond flexibly to changing customer needs and develop innovative solutions to remain competitive.

Work-life balance and mental health
Burnout and increasing mental stress in the workplace are unfortunately part of everyday life today. Resilient teams are able to manage this stress and maintain a healthy work-life balance. The result: higher job satisfaction and lower staff turnover.

Agile working methods
Agile work processes require teams that can react quickly to change. Resilient teams adapt more easily to new project requirements and remain productive even in the face of unexpected obstacles.

Continuous learning
Knowledge has never become obsolete as quickly as it does now. Teams therefore need to keep learning. Resilient employees have a positive attitude towards learning and personal development, which makes them competitive in the long term.

Crisis management
From pandemics to cybersecurity threats – crises can occur at any time. Resilient teams remain capable of acting in crisis situations and find creative solutions to overcome adversities.

Pressure to innovate
In order to remain competitive, companies need to be constantly innovative. Resilient teams are not discouraged by setbacks and maintain their creative energy even in difficult phases.

Sustainable corporate management
Sustainability and social responsibility are becoming increasingly important. Adapted teams are better able to deal with the associated obstacles and changes and contribute to a sustainable corporate culture.

How to strengthen the personal adaptability of employees

Would you like to finally initiate the process towards more resilient workers? There are many things you can do to support your employees. Learn how to implement these measures effectively in your organization to build lasting resilience.

Create a positive working environment

Start by promoting a culture of appreciation and mutual respect. Celebrate small successes to boost your employees’ motivation and self-confidence. Encourage your team to communicate openly and listen actively.

Offer development opportunities

Invest in training courses and workshops – for example on combating stress or promoting resilience. Enable your employees to learn new skills and develop themselves further. Mentoring programs are also a good measure within the organization to promote the exchange of experience and personal growth.

Promote autonomy and personal responsibility

Give your employees the freedom to make their own decisions and delegate responsibility – this boosts self-confidence. Encourage creative problem-solving approaches to improve problem-solving skills and a sense of self-efficacy.

Establish a work-life balance

Establish boundaries between work and private life and promote flexible working hours and locations wherever possible. Encourage your employees to actually use vacation days and time off. Only those who can switch off can get back to work after a break. 

Support social connections

Create space for team-building activities to strengthen team cohesion. Encourage the formation of peer support groups in which employees can support and learn from each other.

Enforce empathic leadership

Show understanding for the individual difficulties of your employees and offer emotional support in difficult times. Managers should be a role model in dealing with stress and setbacks, speak openly about their own experiences and demonstrate constructive coping strategies.

Promote positive mindsets

Encourage your employees to see adversities as opportunities for further development. Help them to learn from mistakes and promote a solution-oriented approach to problems. This will keep your team optimistic and able to act even in difficult situations.

Implement mindfulness practices

Some organizations already offer courses or workshops on meditation and mindfulness to promote stress reduction and emotional regulation. Quiet break rooms also improve the ability to concentrate – and reduce the risk of burnout. 

Set realistic goals and expectations

Help your employees to set clear and achievable goals and avoid excessive pressure and unrealistic deadlines. Teams should rely on constructive feedback to build self-confidence and develop sustainably. 

Promote physical health

Wellness programs and sports activities, healthy snacks and meals, regular breaks and exercise during the working day – these are all measures that support your employees’ resilience in the long term. After all, only a good physical condition can provide a basis for mental resilience and performance.

Offer professional support

Provide access to counselling services or an Employee Assistance Program (EAP) and normalize the use of psychological support – especially at the first signs of overload or burnout. 

Leading resiliently: Insights into the role of the leader

Management is no longer just responsible for operational performance – leaders must create suitable conditions that enable employees to become more resilient in the first place.

Leaders are role models. Employees look to their behavior, especially in challenging situations. It is therefore all the more important that leaders set a good example when dealing with stress and setbacks – thus being true examples of adaptability.

Leaders are also culture shapers. They have the power to promote a corporate culture that supports resilience. This primarily includes an environment where mistakes are seen as learning opportunities and open communication is valued.

Additionally important: Leaders must provide resources. Possible resources might include stress management training, access to coaching, or mentoring programs. It is the leader’s responsibility to ensure that these resources are available and easily accessible.

Leaders also act as bridge builders. They should promote networking and collaboration within their team and beyond. Strong social bonds are a key element of adaptability.

Another important task: Leaders must nurture growth. They should recognize the potential in their employees and help them develop it. Constructive feedback, appropriate challenges, and recognition of progress are particularly important for this.

Leaders also serve as protective shields. In turbulent times, it is their task to protect their team from unnecessary stress and distractions. This includes prioritizing tasks, as well as filtering information and buffering pressure from above.

Last but not least, leaders are meaning makers. They should help their employees understand the broader context of their work and regularly emphasize how their work contributes to the company’s success.

The 5 characteristics of resilient companies

In 2021, Deloitte published the Deloitte Resilience Report. 2,260 leaders in Germany were surveyed. The result: Five different characteristics that distinguish resilient organizations.

Preparation

The fine balance between long-term planning and spontaneous changes determines how well companies can respond to crises. Management can plan strategically on one hand, but also react flexibly to challenges.

Flexibility

Flexible employees who can adapt to changing circumstances are indispensable for organizations today. Employees should therefore be able to question the status quo. Only then can changes be responded to early.

Team Collaboration

Only a strong team is also resilient. And a growing number of disruptions in the business world make strong team collaboration even more crucial – and it is not limited to a single team. Collaboration between different teams is also valuable to drive solution proposals and innovations forward more quickly. 

Trust

Trust is needed for organizations to survive even tough times of crisis. Crucial for this can be an open exchange, an honest feedback culture, and empathetic leadership. Employees feel well-supported this way, which in turn positively affects their adaptability.

Social Responsibility

Inclusive and diverse teams are generally more resilient – presumably due to the greater amount of ideas and possibilities during operations. Therefore, taking social responsibility pays off twice.