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Candidates for the Resilience-Building Leadership Professional Trainer certification must be currently serving (or have served) as a senior manager. RBLP Trainer candidates typically have 10+ years of relevant experience working as part of a team in a particular occupation or industry.
Candidates for RBLP Trainer certification must complete:
The American Council on Education (ACE) recommends three (3) semester hours of credit at the upper-division baccalaureate level in Applied Leadership for the RBLP Trainer certification exam.
Senior managers are responsible for developing leadership capacity, driving long-term growth, and ensuring the organization’s overall vision and goals are met. These leaders oversee other managers and first-line supervisors while directing programs, large departments, or multiple departments. They allocate resources, establish operational priorities, and align people, processes, and organizational capabilities to achieve strategic and operational objectives.
The RBLP Trainer certification recognizes senior managers who can build organizational resilience and capacity by encouraging a culture of continuous improvement and innovation. These leaders identify and promote best practices and drive initiatives that help the organization adapt to evolving market demands. They develop leader training programs tailored to the needs of their organizations.
Read the article: Who is the RBLP Trainer Certification For?
Average cost of exam prep training: $595
Certification exam fee: $995
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Climate is the shared perceptions about attitudes and emotions that define a team. Climate can shift quickly based on the actions of leaders and team members. While culture reflects the deeper values and beliefs of an organization and changes only over time, climate is more immediate and directly felt. Positive climates are characterized by supportive attitudes and constructive emotions. Creating a positive climate improves morale, fosters creativity, and makes people more open to new ideas. Creating a positive climate strengthens problem-solving, adaptability, and resilience, even when the broader organizational culture may not be ideal.
Leader Task 1: Analyze team climate.
Leader Task 2: Earn trust.
Leader Task 3: Treat people with respect.
Leader Task 4: Enforce accountability.
Leader Task 5: Encourage people to have fun.
Leader Task 6: Manage expectations about adversity.
Leader Task 7: Be there when the going gets tough.
Cohesion is the bond that keeps a team united and committed, even in the face of adversity. It develops through collaboration, mutual support, and the trust that comes from depending on one another. Cohesion has two dimensions: social cohesion, which reflects the strength of relationships and sense of solidarity among team members, and task cohesion, which reflects how effectively a team works together to achieve shared goals. Both evolve over time, strengthening teamwork and resilience. When teams are cohesive, they are more flexible, creative, and capable of solving problems and overcoming challenges together.
Leader Task 1: Analyze team cohesion.
Leader Task 2: Organize people to work in teams.
Leader Task 3: Promote trust between team members.
Leader Task 4: Ensure mutual respect between team members.
Leader Task 5: Keep the team informed.
Leader Task 6: Keep people focused on the mission during adversity.
Leader Task 7: Talk about setbacks.
Purpose is the desire and determination that drives people to create a meaningful and fulfilling future, often through their work. In the workplace, providing purpose means enabling individuals to reach their full potential by supporting both personal and professional growth. Leaders play a key role by challenging people to develop the skills, knowledge, and experience that enrich their lives and careers, while also connecting their contributions to the organization’s larger goals. When people feel a sense of purpose, they are more motivated, committed, and resilient – better able to solve problems, adapt to challenges, and embrace new ideas.
Leader Task 1: Analyze individual purpose.
Leader Task 2: Demonstrate character.
Leader Task 3: Show genuine concern for people.
Leader Task 4: Encourage individual learning.
Leader Task 5: Delegate responsibility.
Leader Task 6: Empower decision-making.
Leader Task 7: Train the team.
Work is a team sport. Team learning is a continuous cycle of experiencing, reflecting, deciding, and acting together to improve, innovate, and solve problems. Leaders coach their teams through this cycle of experiential learning. Every experience a team has can be learned from by reflecting on what happened and why. This critical examination then informs decision-making about what needs to change. Those decisions are followed by action, where teams put plans into motion. This cycle repeats as each action creates new experiences, ensuring that learning never stops. Team learning is the foundation of organizational learning.
Leader Task 1: Analyze team learning capacity.
Leader Task 2: Set collective goals for teams.
Leader Task 3: Encourage constructive dialogue.
Leader Task 4: Build new mental models.
Learning is how organizations gain and maintain a competitive advantage. Organizational learning enables teams and organizations to continuously improve and innovate. Continuous improvement focuses on enhancing existing products, services, or processes, while innovation creates entirely new ones. Together, these practices allow organizations to adapt more quickly than competitors, which is the surest path to long-term success. Because meaningful organizational change requires the ability to learn, the process begins at the team level – where people build the skills, insights, and adaptability needed to move from the current state to a desired future state.
Leader Task 1: Analyze organizational learning capacity.
Leader Task 2: Promote a shared vision.
Leader Task 3: Foster knowledge creation.
Leader Task 4: Ensure knowledge sharing.
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