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Develop a Resilient Workforce

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

  • 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.

Develop a Resilient Workforce

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.


Resilience and Sustainability

An active membership is required to access McLean Academy
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1 to 1.5 CPD hours per course.

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

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HR Certification Institute’s® official seal confirms that McLean & Company meets the criteria for pre-approved recertification credit(s) for any of HRCI’s eight credentials, including SPHR® and PHR®.

How to complete this course:

Use these videos, along with the Project Blueprint deck above, to gain an understanding of the subject. Start with the Introduction, then move through each of the Course Modules. At the end of each Module, you will be required to complete a short test to demonstrate your understanding. You will complete this course when you have completed all of the course tests.

  • Number of Course Modules: 5
  • Estimated Completion Time: 1.5 hours

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.

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.

Course Modules

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Introduction

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Module 1

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Module 2

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Module 3

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Module 4


About McLean & Company

McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.

What Is a Blueprint?

A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.

Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.

Need Extra Help?
Try Our Guided Implementations

Get the help you need in this 3-phase advisory process. You'll receive 7 touchpoints with our researchers, all included in your membership.

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.

Contributors

  • 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

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