Unexpected crises and a rapidly changing world have become the new normal, bringing stress and exhaustion. Leaders today face a multitude of disruptions, from technological advancements to global shifts. In this environment, having an engaged and innovative workforce is crucial. But achieving resilience and adaptability is easier said than done. Our research shows that individuals with high levels of both are more likely to have better health and higher engagement. Here, we'll explore how leaders can build these skills at scale.

Unlock Success in a Volatile World with Resilience and Adaptability

Set a Compass or North Star to Help People Move in a Common Direction

In an organization where things constantly change, individuals and teams seek stability. Senior leaders can foster resilience and adaptability by pointing everyone towards a common goal. For example, setting a core value like "putting customers first" provides a source of stability during market disruptions. Leaders should also establish clear mechanisms to measure progress towards this North Star and share data with teams. This helps them stay focused and avoid siloed objectives.

Imagine a large travel company that faced safety challenges. By revamping the culture and emphasizing psychological safety, they were able to better manage risk and source innovative ideas. Employees felt trusted when they spoke up, leading to improved retention and engagement.

Build a Psychologically Safe Community, Not Just a Workforce

Most people value their fellow employees. To be resilient and adaptable at scale, leaders need to emphasize community. Psychological safety and accountability are key ingredients. Many organizations focus on one at the expense of the other, but both are needed.

For instance, in one pharmaceutical company, resilience and adaptability training was rolled out in waves. The top team attended in-person workshops, reinforced by online modules and collaboration. This led to significant improvements in adaptability and well-being across the groups.

Ensure that Leaders Themselves are Resilient, Adaptable, and Can Serve as Role Models

Collective resilience and adaptability require individual leaders to hone their skills. This includes situational and self-awareness, cognitive agility, and emotional flexibility. CEOs must be honest with themselves about their experiences with disruption.

John Plant, the CEO of Howmet Aerospace, shared his change stories in town halls and with the board. He integrated adaptability into the business strategy and championed high-potentials. Middle managers and frontline workers also need these skills to translate strategy and oversee outcomes.

Encourage Teams to Build Resilience and Adaptability Skills in Groups

Research shows that social learning accelerates the intake of new information and motivation to change. Leaders should encourage teams to create a common learning experience.

In one company, resilience and adaptability training was rolled out in waves, covering different levels of employees. The commitment was only a few hours over three months, but it led to significant improvements. The learning was aligned with business strategy and team objectives.

When electricity replaced steam machines, it took 30 years for efficiency to improve. Today's leaders must learn and adapt quickly to avoid a similar fate. By building resilience and adaptability, they can lead their organizations to success in a volatile world.