”I have missed more than 9,000 shots in my career. I have lost almost 300 games. On 26 occasions I have been entrusted to take the game winning shot… and I missed. I have failed over and over and over again in my life. And that’s precisely why I succeed.”
Michael Jordan
No matter what your focus is with your clients or your organisation, leadership, management performance, team potential etc' as we recover from COVID19 building resilience is likely to be a big factor.
Defined as the ability to recover from adversity; Resilience is the ultimate tool because it allows us to adapt, to learn, to turn setbacks into progress.
It can be tough enough to manage your own stress. But how can you, as a manager, help the members of your team handle their feelings of stress, burnout, or disengagement?
Because work is getting more demanding and complex, and because many of us now work in 24/7 environments, anxiety and burnout are not uncommon.
Especially as we move back to office or to hybrid working.
In our high-pressure workplaces, staying productive and engaged can be challenging.
Although it’s unlikely that the pace or intensity of work will change much anytime soon, there’s a growing body of research that suggests certain types of development activities can effectively build the capacity for resilience.
One approach is to focus on employees’ personal growth and development.
But how does this teach people to be more resilient?
Research tells us there are four key components that resilient people have:
Confidence - having feelings of competence, effectiveness in coping with stressful situations and strong self esteem are inherent in being resilient.
Social Support - building good relationships and seeking support so individuals overcome adverse situations.
Adaptability - being flexible and changing in situations which are beyond our control are essential to maintaining resilience.
Purposefulness - having a clear sense of purpose, clear values, drive and direction helps individuals persist in the face of setbacks.
These four components of resilience can be learnt and grown through understanding and developing your Emotional Intelligence at work (Business EQ).
For example, we are not born with self confidence. It is a learned skill. We either learn it by accident, or on purpose. Or we live our lives never learning it at all.
By using Emotional Intelligence to focus on building resilience you can quickly help people to deal better with the stresses and strains of work and raise performance at the same time.
How to introduce Emotional Intelligence at work?
Build your expertise with assessments and tools, such as the EBW, and help leaders and teams understand how their emotions impact their behaviour and what to do about it.
By using EBW emotional intelligence assessments and tools you will be able to explore the reasons why your colleagues and clients may struggle at work and how to change their performance by:
Shifting performance blocks by using unique insights & powerful conversations
Successfully deal with turbulent change with tools that focus on action generating results
Building sustainable results by using a series of reinforcing ‘motivational nudges’ and steps to develop and embed new emotional behaviours
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