Resilient Teams Start with Resilient Leaders
Resilience isn’t built in crisis—it’s cultivated daily so your team can thrive, no matter what comes next.
In a world of lots of noise and needs it can be hard to stay on top of, let alone ahead. My philosophy as a coach and leader is that you only need to stay "two steps ahead," so that you are prepared for changes rather than simply reacting when they arise. By pausing to take a step back and understand the broader landscape, you’re keeping your feet on the ground in the present while focusing an eye towards the future.
This is so important through all types of shifts, and especially major ones like administrative or organizational changes. You need to be ready to guide your team or students with informed recommendations and directions. If you are staying two steps ahead you then are processing your own reaction - mind, emotional, and nervous system - in advance. This is different than overanalyzing or catatrophizing though, which involves getting stuck in ruminating and in hyper or hypo arousal that can then lead to emotional spiraling.
By adopting a proactive stance, you can maintain resilience and stability amidst chaos, using creative thinking for problem solving and future planning while role modeling adaptability to navigate uncertainties. Even if you are in a region or at an institution that offers a buffer, you need to avoid becoming complacent, as this could lead to overlooking broader risks that others (staff, colleagues, stakeholders, students) may be experiencing or stressing as we move into 2025.
For example, earlier this year I trained a team in my Resilient Teams program in the midst of organizational layoffs. In checking in with that leader post-election, the leader sees that her staff is navigating changes more effectively because the group has fostered a culture of adaptability, emotional awareness, and mutual support through our work together. She sees resilience not merely as a set of behaviors but as a framework that enables teams to remain steady and connected amid disruptions.
Through resilience training, her staff developed key competencies in emotional regulation, boundary-setting, and proactive communication, all of which are critical for managing stress and staying grounded during times of uncertainty. This foundational work equips teams to make decisions that align with both the company’s values and the changing external landscape, rather than being driven by fear or short-term reactions. By fostering a resilient team culture, this leader feels better positioned to anticipate, absorb, and adapt to shifts, ensuring they can continue meeting their objectives while staying aligned with personal values and work that matters.
Ready to take action and help build your own resilience, as well as that of your team? Try these three things.
Self Assessment: Engage in regular scanning of your own responses. Ask yourself: How am I managing my own reactions—emotionally, mentally, and physically—to recent changes? What resilience strategies do I need to implement for reset and regeneration so that I can spend time visioning support? How does my current leadership approach contribute to a culture of resilience and adaptability?
Proactive Check-In: Take time to meaningfully connect with folks to check-in about their current concerns or anxieties as they think forward about upcoming transitions. Identify common themes to understand where proactive support may be beneficial.
Practice Resilience Competencies: Engage in or offer a session on resilience competencies like emotional regulation, boundary-setting, and proactive communication. If you’re not sure where to begin or need to begin this with yourself and leadership, reach out to me for a free consultation call. This is exactly what my Resilient Teams and Leaders curriculum series does.
It’s time for leaders like you to be proactive by thinking strategically, anticipating shifts, and keeping a close eye on trends and patterns. I can support you in this work. Let’s collaborate together.