logotype

Why is Resilience-Building Leadership Important to Organizations?

Resilience-Building Leadership is about building resilient leaders and teams that can get the work done. When leaders and teams are resilient, the organization is resilient.

Resilience-Building Leadership is about outcomes, not methods. Resilient leaders and teams are an outcome. Getting the work done is an outcome. Resilient organizations are an outcome.

Resilient leaders and teams are characterized by their ability to maintain high performance under pressure, recover quickly from setbacks, and find opportunities for growth amid challenges. Resilient leaders and teams work collaboratively, leveraging the strengths and perspectives of the team members to tackle complex problems.

Building resilient leaders and teams isn’t just a responsibility – it’s an essential capability for managers in today’s dynamic and often unpredictable world. Getting the work done is what leadership is all about.

Build Resilient Leaders | Build Resilient Teams | Build Resilient Organizations

The Organizational Impact

Organizations want to hire and promote resilient leaders that can build and lead resilient teams that get the work done.

Why?

Organizations face a range of challenges, from economic uncertainty and technological disruptions to workforce dynamics and global crises. In such an environment, the ability to navigate adversity and emerge stronger is paramount.

This is where resilient leaders and teams come into play.

Resilient leaders and teams are the backbone of a resilient organization, enabling it to navigate disruptions, seize opportunities, and sustain success. They enable organizations to thrive in ways that go beyond just getting the work done.

Resilient leaders and teams drive improvement and innovation (for themselves and the organization) by continuously seeking ways to learn and do better. They embrace change as an opportunity rather than a threat, making them instrumental in organizational transformation and progress.

Resilient leaders and teams get the work done, and they get better and better at what they do.

Examples of Workplace Adversity

  • Periods of high demand or tight deadlines can lead to burnout, stress, and decreased job satisfaction among employees.
  • Interpersonal conflicts, harassment, or discrimination can create a toxic work environment, affecting team dynamics and overall morale.
  • The rapid pace of technological advancements can render existing processes or skills obsolete, requiring employees to adapt quickly to new tools or systems.
  • Mergers, acquisitions, or restructuring can create uncertainty and fear among employees, leading to resistance, loss of morale, and a decline in productivity.
  • Increased competition can pressure organizations to innovate rapidly or adjust their strategies to maintain market share, which can be challenging and stressful for employees.
  • Natural disasters, cybersecurity breaches, or public relations crises can disrupt normal operations and require immediate, coordinated responses.
  • A shift in leadership, such as a new CEO or management team, can bring changes in company direction or culture, causing anxiety or confusion among employees.
  • A recession or economic slowdown can lead to budget cuts, layoffs, and reduced resources, forcing organizations to do more with less.
  • Delays or failures in the supply chain can impact production and delivery schedules, creating pressure on teams to find solutions quickly.
  • New laws or regulations can require organizations to overhaul processes, compliance measures, and even their business models, often with little warning.

Resilience-Building Leader Program

Resilience-Building Leader Program is the credentialing body for the Resilience-Building Leadership Professional series of leadership certifications.

We convened a panel of subject matter experts (SMEs) in 2018 (reviewed and validated in 2023) to conduct a job-task-analysis (JTA) that identified and defined the competency domains and leader tasks relevant to building and leading resilient teams.

Then, we developed a first-of-its-kind, valid, and reliable series of oral certification exams for aspiring, frontline, experienced, and senior managers.

RBLP-T certified professionals may use the RBLP Competency Domain Framework to create leader development programs in their organizations. Exam prep training (oral exam rehearsal) for the RBLP Leadership Certifications is provided exclusively by our Authorized Training Partners.