In a world where the speed and volatility of change is ever increasing, we need to stop talking about managing resistance to change and start talking about building resilience to change.
The World Health Organization describes stress as the “global health epidemic of the 21st century.”
It is time to unleash The Resiliator!
Read MoreWe are now in an era of continuous change, and this will require a culture of adaptation, agility, resilience and innovation for organisational survival.
The CIO has a key role in the establishment of the right ways of thinking and the right ways of working. The CIO has to build the right mindsets for this era of constant and disruptive change.
Gartner predicts that by 2021, “CIOs will be as responsible for culture change as chief HR officers (CHROs).”
Read MoreCIOs and their teams will need a change management strategy that embraces the can-do attitude and agile approaches that got employees working remotely in a timeframe never experienced before.
They will need a change management strategy to be future fit.
Read Moreelationship management is useful when it comes to dealing with conflict; by engaging and collaborating with others earlier than later, we can prevent the inevitable blowup in the future.
Relationship management builds upon self-awareness, self-management, and social awareness skills.
Read MoreSocial awareness is a keen understanding of other people and their emotions. Additionally, it involves using this understanding to determine your interactions with the people around you. The emotional cues that people send you will help put yourself in the other person’s shoes so that you are able to empathise with them.
Read MoreSelf-awareness means you know who you are. Understanding yourself is foundational to other leadership competencies including self-control, empathy, collaboration, effective decision-making and building trust.
Also critical for leadership is self-management. Self-management is your ability to use your awareness of your emotions to stay flexible and direct your behaviour positively. This involves your ability to put your immediate needs aside to focus on long-term goals.
Read MoreSelf-awareness is one of the most important capabilities for leaders to develop. Self-awareness is one of the core components of emotional intelligence.
According to Travis Bradberry and Jean Greaves, authors of Emotional Intelligence 2.0, describe self-awareness as your ability to recognise and understand emotions in yourself and others, and your ability to use this awareness to manage your behaviour and relationships.”
Read MoreWhen we try something different, the chances are we will have setbacks. We have to have no fear about those setbacks. They are part of the growth process.
if you are not making mistakes, you are not trying hard enough.
Read MoreIf you are committed to being a leader, then you probably want to learn how to fulfil your potential. You will need a growth mindset.
In this article we will explore the difference between a growth mindset and a fixed mindset and how to move to the former.
Read MoreIf you are committed to being a leader, then you probably already know many of the things that you need to do.
If you haven’t taken action on those things, there will be a reason. This could be fear, lack of confidence and uncertainty of outcomes.
You have to get out of the comfort zone.
Read MoreIn becoming a leader you have to have confidence in your abilities.
Self-efficacy is about having the strong, positive belief that you have the capacity and the skills to achieve your goals.
If we look up to the leaders we admire, we can learn from them. There are many great leaders, past and present, that you could look up to and learn how they presented themselves, how they communicated, their values and behaviours, their differentiators and their expertise.
Read MoreThe first thing you need to understand as an employee is what is meant by leadership. Leadership is not a title that is bestowed upon you. Leadership is about having a positive impact on those around you.
If you can identify areas of improvement, and rally others to move towards that better place, you are a leader.
If you can connect with other people, have an empathetic approach and motivate them, you are a leader.
If you are respected and trusted, you are a leader.
Read MoreYou have a choice. You can accept the status quo or you can step up and become the leader you are looking for.
Stop waiting and start leading. Leadership is not bestowed. It is not a title. It is earned through action and example.
“Leadership is not about titles, positions or flowcharts. It is about one life influencing another.”
~ John C. Maxwell ~
Read MoreThe only person that can be held accountable for my physical and mental well-being is me. If I want to be physically and mentally fit, I have an obligation to myself to take action, and I need a willingness to do so.
Ultimately, the buck stops with me.On the other side of the coin, when I am asked to work in an environment in which change is constant, uncertain, disruptive and unpredictable, that can cause stress, anxiety, fatigue and burnout, the organisation that asked me has a responsibility.
Read MoreA key factor in high performing teams is the resilience of the team and each individual within it.
The Increased stress and anxiety brought about by constant and uncertain change means resilience is not just a ‘nice-to-have’ in the workplace – it’s vital.
Read MoreWhen we are resilient, we are better able to focus and make better decisions. Our minds are not clouded by the stress and anxiety that is brought about through constant and uncertain change. Our emotions are balanced.
Read MoreOrganisations need to maintain a competitive advantage if they are to stay ahead of the competition and remain relevant.
Resilience provides a competitive advantage. A resilient workforce is not distracted and able to sense, innovate, adapt, respond and work in an agile manner.
Read MoreAn organisation full of pessimists will just give up when they face challenges or obstacles.
When the realistic optimist faces challenges or obstacles, they try harder, they propel themselves toward it, and find ways to overcome it and achieve their goals.
Read MoreEmployers who have invested in developing and maintaining a workforce resilient in the face of constant change reap the benefits because of their employees growth mindset and their grit.
Setbacks are inevitable. Resilient employees don’t see setbacks as bad things. They see them as opportunities to learn and grow. They know that through persistence and perseverance they can make change for the better.
Read MoreThe importance of employee engagement can't be overstated – employee engagement strategies have been proven to reduce staff turnover, improve productivity and efficiency, retain customers at a higher rate, and make more profits.
Now, more than ever, investing and supporting your workforce to develop and maintain resilience will equip your organisation to not only face current challenges now but to thrive in an uncertain future.
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