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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.

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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

Your Challenge

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

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