Hr Strategy icon

Develop a Resilient Workforce

Reinforce resilient behaviors in your workforce to help your organization thrive during times of change and adversity.

Get Instant Access
to this Blueprint

View Storyboard

Solution Set Storyboard Thumbnail


  • Anonymous contributor
  • Rumeet Billan, President and CEO, Viewpoint Leadership
  • David Collins, President and CEO, TRACOM Group
  • Steve Franklin, Director of Learning and Development, CoBank
  • Dr. Linda Hoopes, President, Resilience Alliance
  • Dr. Joana Kuntz, Director of Applied Psychology, University of Canterbury and her colleagues: Drs. Katharina Naswall and Sanna Malinen
  • Natasha Kuzmanov, HR Director, University Health Network
  • Zaheen Nanji, TEDx Speaker, Resilience Expert and Keynote Speaker
  • Andra Popescu, Strategist | Change Agent | Thought Leader, D2L
  • Amy Roy, VP People Strategy, Ceridian
  • Denise Williams, Strategy and Performance Specialist
  • Lindsay Witcher, Vice President, Practice Strategy, RiseSmart
  • Building resilience is incredibly complex. It involves the intersection of individual mindsets and behaviors that are impacted by work factors as well as personal factors. These factors are outside the control of the organization.
  • The mindset, a key aspect of resilience, can be very difficult for the organization to directly impact.

Our Advice

Critical Insight

Work resilience is not just something you’re born with. It has to be developed by actively practicing resilient behaviors and through support from the organization.

Impact and Result

  • Focus on the three key behaviors that are connected to workplace resilience: activate networks, learn to learn, and be flexible.
  • Develop a portfolio of resilience techniques that employees can access to develop and practice resilient behaviors in the workplace.

Research & Tools

1. Define your organization’s resilience needs

Understand the current state of resilient behaviors and turn insights into resilience needs that are aligned with organizational goals.

2. Build a resilience portfolio

Identify goals and metrics for your resilience project, clarify HR’s role, and select resilience techniques.

3. Prepare to launch

Decide how to roll out the resilience techniques, build a communication plan, and plan for monitoring the techniques.

Guided Implementations

This guided implementation is a seven call advisory process.

Guided Implementation #1 - Define your organization’s resilience needs

Call #1 - Align organizational goals with resilience benefits to make the case for action.
Call #2 - Use data to define the current state of resilience and turn data insights into resilience needs.

Guided Implementation #2 - Build a resilience portfolio

Call #1 - Identify goals and metrics for the resilience project and clarify HR’s role.
Call #2 - Select resilience techniques and prepare to validate them with stakeholders.

Guided Implementation #3 - Prepare to launch

Call #1 - Determine how to roll out your selected resilience techniques.
Call #2 - Build a communication plan.
Call #3 - Plan to monitor and iterate on the project.

Resilience and Sustainability

Create business continuity plans and build organizational resilience. Learn the process of identifying threats and business disruptions, planning how to react, and communicating and launching overall business continuity.

You must be enrolled in this course to play this video

Course Information

  • Title: Resilience and Sustainability
  • Number of Course Modules: 5
  • Estimated Completion Time: 1.5 hours

Learning Objectives

By the end of this course, learners will be able to:

  • Describe the connection between organizational resilience, employee resilience, and business continuity.
  • Define the role of HR in building business continuity plans and resilience behaviors for the organization.
  • Outline requirements to build a business continuity plan that includes organizational resilience techniques.
HRPA Certification Pre-Approved Logo

1 to 1.5 CPD hours per course.

SHRM Certification Logo

McLean & Company is recognized by SHRM and can award Professional Development Credits (PDCs) for the SHRM-CP® or SHRM-SCP®.

HRCI Institute Recognized Provider Logo

The use of this seal confirms that this activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.

Course Modules

258c69ef09add6b4cc524c3d7ad1e10e original
Now playing


01c818f5c063c7a26e81a414d07ceeff original
Now playing

Module 1

E78f0b008ce494a9df2593651df49259 original
Now playing

Module 2

3553873121c8ce38cc4eebb2ac68c655 original
Now playing

Module 3

7c78ae5382cb1c394d4b650a18312a32 original
Now playing

Module 4

Search Code: 89284
Published: July 30, 2019
Last Revised: July 30, 2019