Resilience is a big deal.
I mean we couldn’t have survived let alone navigated a global pandemic without it, right?
It feel to me resilience is having a moment. It’s what everyone is talking about – there are countless workshops, book, courses all teaching you on how to become more resilient. Including me.
But the concept isn’t as straightforward as we often assume.
What We Celebrate but Don’t Understand
Resilience has been heralded as the cornerstone for organizational success and longevity. There are studies that show a correlation between resilience and happiness. However, few are addressing a crucial aspect: the stark difference between healthy and toxic resilience. The former helps us recover from everyday setbacks; the latter can send us spiraling into mental and emotional chaos.
Unpacking the Myth of the ‘Lone Wolf’
Now, what does toxic resilience look like? It’s the child of a hyper-individualistic culture that glorifies the lone wolf, the alpha who disregards their own needs, or the needs of others, in relentless pursuit of success. In the context of workplace culture, toxic resilience occurs when leaders neglect the emotional well-being of their employees and subtly or not celebrate a culture of overwork. Nothing matters more than getting the job done. Success at any cost. Sound familiar?
I want to be clear: challenges are crucial. They shape us and yes, make us resilient. But true resilience is not built in an environment that asks us to consistently sacrifice our mental or physical health. This is a one way ticket to burn out. There are more effective ways to create and build resilience in humans, workplace cultures and organizations.
Real Resilience: The Human-Centric Model
If toxic resilience thrives on fear and intimidation, true resilience is nourished by a culture of support and growth. Real resilience embraces complexity-thinking, is highly adaptive, and nuanced. How do we create this?
It starts with facilitating a culture that stretches and support its employees simultaneously. Set people up for success – when people feel supported, they become more courageous, more creative, and, yes, more resilient. They are able to bounce back from set backs quicker because they are not in constant ‘fight mode,’ but in a state of engaged challenge. The pressure is still on, the stakes are real, and targets must be met but they also know that their colleagues and leaders have their back. A culture of accountability and support makes for a more functional, effective, and deeply human workplace that contributes to both personal well-being and the bottom line.
Which Resilience Are You Building?
As you navigate leadership, consider the kind of resilience you’re fostering. Is it one that embraces growth and humanity, or is it setting people up for a burnout-laden crash? Now that you know the difference, I hope you realise that resilience doesn’t have to be a double-edged sword; it can be a force for sustainable growth—both for individuals and for organizations.
