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Creating resilient teams by delivering and developing (PART 2)

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This blog continues the discussion on how to create a resilient team culture that is able to respond positively to the inevitable changes in the internal and external environments that characterise modern workplaces.

In the previous blog we discussed the key elements for leaders to:

1. Demonstrate their leadership by building self awareness and role modelling positive behaviours

2. The importance of communication as a tool to create resilient teams.

Following on from this, the below details the importance of delivering on your promises, ensuring continual development and nurturing of relationships.

DELIVER

10. Navigate the path forward for your team. Work together to identify the key challenges, risks and milestonesahead. 

Break major goals down into manageable steps and manage the risks through analysis, scenario-planning, tracking and other sensible responses. Having a plan, particularly in periods of uncertainty, reduces anxiety that undermines team resilience.  Even where you are part of a larger organisation, as a team leader develop a plan with your team that they can focus on.

11. Help people get back to work, doing what they do best. 

Business continuity is important not just for the organisation and its customers. Routine and familiar tasks can be comforting in times of stress or adversity and help to restore a sense of ‘normality’ and self-confidence within your team.

12. Celebrate the wins when you do deliver.

Even small wins can be beneficial – remind yourself and everyone else in the team to reflect on what has been achieved.  Celebrating successes can increase motivation and remind everyone of their contributions and abilities to perform – even under pressure!

DEVELOP YOURSELF AND YOUR TEAM

13. Be creative in identifying opportunities to develop your own skills and that of your team. 

Encourage mentoring within the team and/or offer ‘stretch’ assignments to team members.  The most resilient teams often have overlapping skills sets which creates capacity and flexibility.  Flexibility in role leads to flexibility in thoughts and approaches which will strengthen your team.

14. Provide opportunities for team members to undertake additional learning and encourage them share it with everyone else. 

It doesn’t have to be costly or time-consuming. Look for a return on the investment for the whole group, particularly where they bring new ideas to the team. You might ask some members to do some internet research on a pertinent topic. Other development options can include project work, relieving and formal training.

15. Encourage diversity of thought – it is the key to innovation. 

Cultivate a team culture of sharing new ideas and providing respectful feedback. Encourage members to challenge assumptions that aren’t evidence-based to foster different and creative ways of thinking and doing things.

INVEST IN RELATIONSHIPS

16. Actively nurture internal and external networks, including support networks for the team.

People need time out to feel socially connected in tough times. Celebrate team and individual achievements and other happy occasions through informal get-togethers.

17. Identify opportunity to collaborate with other teams and stakeholders and deliberately construct ‘buy in’opportunities

Cultivate as many positive relationships as you can to build support for your team.  Being able to connect with others is critical and strong and constructive relationships need to be a priority investment.   Building relationships and maintaining the ability to connect with others, particularly during difficult periods will role model positive workplace behaviours that will sustain your teams through both good times and challenging periods!

For more great ideas about how to team build team resilience, please contact us.

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