How can you build team resilience in a changing environment?

Totally agree, you have to make sure this is an ongoing process. Already by onboarding of new team members, they must also be coached so that they are aware of what is expected of them, know what the goals are, their own contribution, and possess the instruments required to succeed.

It is important to clearly articulate the rationale behind our actions. “WHY we are doing this? “ By providing a comprehensive explanation of the challenges we face and the opportunities that lie ahead, we can foster a stronger commitment. Equally crucial is articulating our team responsibility, expectations and goals. It is important for them to recognise that we’re ALL in this together and share the same objectives. By showing our commitment and aligning our efforts, we can create a more effective team!

Trust starts with the leader of the group and creates an environment of security. Within a trusting team, employees have confidence that their supervisors and peers will stand by them during mistakes, providing assistance in a non-critical manner when needed. This environment cultivates a sense of security, encouraging open and sincere communication

The key to empowering and trusting your team is clearly outlining expectations and boundaries from the start. Believe people will do the right thing (most will). If they don't deal with the exceptions.

It is important for everyone to understand the why, and the WIIFM. Why is this the right thing long term for customers and the organization. Cross-functional teams typically represent departments directly impacted, team members need to know how this will affect them and their department team members who will be looking to them during and after the project as the person responsible for the outcome. Giving external examples of organizations that were successful or failed at a similar endeavor helps the learning in a non-personal manner.

Yes, we are more apt to commit (in our hearts, not just in our heads) to that which we help create, to then team up more readily with those around us to bring those outside the circle ... for what reason they are outside ... inside. This results in really spirited action and execution trust to tackle the mission together, including when we need to course correct, back up, practice/repeat new team plays, reset priorities. These cycles result in very powerful relationship trust building to keep us moving and innovating. Even radically collaborating to DESIGN our way forward, not just solve problems.

Modeling genuine care, thoughtfulness and kindness (clear is kind) while being empathetic shows your colleagues we are all in this together.

It all starts by leaders showing the example. No emails should be sent after business hours. No phone calls should be placed during week-ends. There needs to be a line between professional and personal time. And it's up to the leader to walk the talk.

During the uncertain times of change, the team members increasingly depend on guidance and cues from the leader. Providing them with frequent progress updates and appreciating their contributions towards the bigger cause, could elevate their performance to a much higher level. I have experienced exponential growth in teams when they see your optimism, confidence in their capabilities and receive instant appreciation / recognition.

Having a vision for the future is something a manager or leader can control in times of change. I've always set a "Big, Hairy Audacious Goal" [BHAG] to communicate the importance of focusing on the future, even if the present is crummy. Keeping your team focused on what they can control about the future creates organizational resilience in the face of uncertainty.

Resiliency is often used to describe the ability to “bounce back”. I prefer to look at resilience as the ability to meet planned deliverables & agreed targets, irrespective of the environment. Change is an aspect that can require resilience. Resilient teams require trust and psychological safety. If we go back to Maslow’s hierarchy, it is not reasonable to build on the next skill until the previous layer of the pyramid is met. Professionally speaking, this means in order to expect your teams to “ignore” or disregard the change/ distractions around them and focus on their key deliverables and performance, they need to have trust in their peers/ leaders and they need to feel safe to express their concerns and questions.

Authentic resilience comes from a side of us that is rarely spoken about in business , our spirit. Our spiritual well-being requires attention - seeking a foundation that is greater than any difficult situation that we will ever encounter in business or life. We should ask (and be able to answer), “Where does my hope come from?” “Where does help come from when things seem hopeless?” “How can I stand alone if necessary?” Image how resilient one can be who says and believes - “My hope comes from the LORD, the maker of Heaven and Earth.”