REDEFINING RESILIENCE IN THE WORKPLACE THRIVING IN UNPREDICTABLE TIMES AND PRESSURE YSC CONSULTING • Nov 2017 1 © 2017 YSC
YSC TEAM
Ambica Saxena Director
Shelley Winter Global Head of Coaching YSC Australia & New Zealand
YSC India Ambica.Saxena@ysc.com
Shelley.Winter@ysc.com
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HAVE YOU EXPERIENCED A SIGNIFICANT PERSONAL OR PROFESSIONAL CHANGE? • Yes • No
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HAS YOUR TEAM GONE THROUGH AT LEAST ONE SIGNIFICANT CHANGE? • Yes • No
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DOES YOUR TEAM ANTICIPATE A CHALLENGING YEAR AHEAD? • Yes • No
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REDEFINING RESILIENCE
• Redefining resilience • Overcoming the myths • Leadership Resilience Profiler • 5 resilience resources • Case study
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WHY RESILIENCE?
Exponential technological change
Socio-political uncertainty
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Economic uncertainty
HOW ARE LEADERS FEELING….
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I WILL BE OK, BUT I AM NOT SURE MY PEOPLE HAVE THE RESILIENCE TO GET THROUGH THIS”
I WANT TO FEEL LIKE I’M THRIVING, NOT BARELY SURVIVING”
I FEEL LIKE I’VE CLIMBED A MOUNTAIN, I AM ABOUT TO REACH THE TOP BUT THEN I FIND ANOTHER MOUNTAIN”
I LOOK AROUND AND WONDER WHETHER I AM THE ONLY ONE THAT IS EXHAUSTED FROM ALL THE PERFORMANCE PRESSURES”
96% of senior leaders feel somewhat burned out, and a third describe it as extreme. - Harvard Medical School Study
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OVERCOMING THE MYTHS
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• Not showing emotion to avoid vulnerability.
OUTDATED ROLE MODELS OF RESILIENCE
• Going it alone shows strength. • Perseverance no matter what is admirable. • Maintaining ‘down time’ is not needed. • Keep your head down and you will survive.
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WHICH BELIEF RESONATES MOST WITH YOU? • Not showing emotion to avoid vulnerability. • Going it alone shows strength. • Perseverance no matter what is admirable. • Maintaining ‘down time’ is not needed. • Keep your head down and you will survive.
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A QUICK FIX – GOOD BUT NOT ENOUGH
• Top tips articles. • Exercise classes. • Nutrition education. • Breathing exercises. • Mindfulness courses. • Education on mental health issues. • Extra leave.
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BALANCING PRESSURES WITH RESILIENCE RESOURCES LOAD
RESOURCES
JOB PERFORMANCE MULTIPLE ROLE
REST
CHANGE, CHALLENGE, PRESSURE
HOLIDAYS
FAMILY/FRIENDS COMMENTS
CHANGE
HEALTHY EATING
FINANCIAL COMMITMENTS
MINDFULNESS
SLEEP
CAREER CONCERNS
EXERCISE
PERSONAL GOALS
MANAGING ENERGY IS NOT ENOUGH…
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RESILIENCE…
THRIVING NOT SURVIVING
• Is not fixed, sheer persistence, withholding emotion or coping.
• It blends preparedness, responsiveness and the ability to learn and grow. • Is dynamic, malleable, and developable. • Is cultivated in times of low stress, not just in the face of challenge.
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LEADERSHIP RESILIENCE…
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RESILIENCE IS THE ABILITY TO GROW, ADAPT AND PERFORM THROUGH TIMES OF CHANGE AND CHALLENGE. LEADERSHIP RESILIENCE IS A COLLECTIVE RESOURCE THAT LEADERS CAN DEVELOP IN THEMSELVES AND IN THOSE AROUND THEM. Y S C ’S D E F IN IT ION OF R E S IL IE N C E
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OUR RESEARCH APPROACH: INTEGRATING THEORY AND APPLIED LEARNINGS
Literature review: • Child development literature and ‘protective factors’ – Optimism (Masten, 1994) – Self-esteem, striving and self-discipline (Garmezy, Masten, & Tellegen, 1984) – External factors of receiving social support by a caregiver (Masten & Coatsworth, 1998) • Adult development – Capacity to grow from adversity (Bonanno, 2004) – Psychological Fitness (Seligman & Fowler, 2011, Bartone, 2006) • Organisational research – Practical interventions to increase PsyCap (Luthans, Avey, Avolio, & Peterson, 2010)
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LEADERSHIP RESILIENCE PROFILER TM CONFIDENCE: The capacity to build belief in abilities to achieve goals
SUPPORT: The ability to build positive relationships which create systems of support during stressful events
STRIVING: The ability to persevere by seeing multiple routes to a goal in the face of challenges CHANGING: The capacity to incorporate learning to evolve with the changing context
RECOVERING: The ability to re-energise toward your goal
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BALANCING PRESSURES WITH RESOURCES AND DEVELOPING STRATEGIES TO GROW AND ADAPT THROUGH CHANGE LOAD
RESOURCES
CHANGE, CHALLENGE, PRESSURE
JOB PERFORMANCE MULTIPLE ROLE
FAMILY/FRIENDS COMMENTS
CHANGE
CAREER CONCERNS
FINANCIAL COMMITMENTS
PERSONAL GOALS
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THE 5 RESILIENCE RESOURCES
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SUPPORT AND LEADERSHIP RESILIENCE
SUPPORT IS: • Knowing when help is needed. • Talking through challenges. • Proactively offering support. • Processing negative emotions.
YOU CAN BUILD IT IN YOUR TEAM BY: • Setting up formal and informal forums for team to connect. • Setting up shared goals and identify synergies. • Facilitating supportive relationships with other teams.
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CONFIDENCE AND LEADERSHIP RESILIENCE
CONFIDENCE IS: • Knowing your strengths and weaknesses to draw on in difficult times. • Having the courage to seek out new challenges or put yourself in new situations to learn. • Putting self doubts into perspective.
YOU CAN BUILD CONFIDENCE IN YOUR TEAM BY: • Stretching people out of their comfort zone without stretching them too far. • Spotlight lighting achievements (even the small steps toward bigger goals – especially during change). • Calling out unique strengths or contributions.
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STRIVING AND LEADERSHIP RESILIENCE
STRIVING IS: • Moving towards a goal. • Hope, backed up with effort. • Perseverance with a flexible focus.
YOU CAN BUILD STRIVING IN YOUR TEAM BY: • Coaching your people to think more about possible solutions, and dwell less on the problem. • Reminding them of the bigger picture when they get stuck. • Tapping into their personal motivations and connect these to their work.
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RECOVERING
RECOVERING IS: • Proactive energy management to be at your best and re-energise after setbacks. • Using multiple physical and mental strategies. • Understanding that setbacks are normal. • Acknowledging it is different for everyone.
YOU CAN AID RECOVERY IN YOUR TEAM BY: • Role modelling your own energy management. • Encouraging your people to think about how best to manage their personal energy levels. • Encourage reflection and review after high volume periods.
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ADAPTING
ADAPTING IS: • Learning from past experiences to form new perspectives for the present. • Seeking out new contextual information in the present to anticipate the future. • Letting go of thinking that is no longer relevant to the current context. • Generating new ideas or opportunities to go after.
YOU CAN ENCOURAGE ADAPTING IN YOUR TEAM BY : • Ensuring a mix of past, present, future thinking. • Helping your people to learn from successes and mistakes. • Getting them to connect to information in your business context. • Brainstorming what may change in the future.
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BENEFITS OF INCREASED LEADERSHIP RESILIENCE ARE 2-FOLD: INDIVIDUAL AND ORGANISATIONAL THOSE WHO HAVE HIGH LEVELS OF LEADERSHIP RESILIENCE PROFILER ELEVATED: • Organisational commitment. • Job satisfaction. • Work engagement. • Life satisfaction. Empirical research shows higher job satisfaction, organisational commitment and work engagement all lead to increases in job performance.
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Individual Resilience
Leader Resilience
Support
7.00 6.00
6.57 4.46
5.00 4.00 6.03
6.00
3.00
Change
Confidence
2.00
6.11
5.97
1.00
5.57
5.94 5.26
Recovering
6.03
Striving
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CASE STUDY
SUPPORT NETWORKS AND RECOVERY MECHANISMS NEEDED FOR THE COHORT TO IMPROVE RESILIENCE
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HOW WOULD YOUR TEAM BENEFIT FROM GREATER LEVELS OF RESILIENCE? • Enable or enhance change management. • Effectively respond to Significant Market changes. • Manage increased Performance pressures. • Decrease Employee burnout or turnover. • Increase innovation.
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WHAT DO YOU DO TO INCREASE RESILIENCE IN YOURSELF?
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WE DON’T ALWAYS DO WHAT IS GOOD FOR US Raising awareness raising is not enough… resilience efforts need to be
PERSONAL
PRACTICAL
PROACTIVE
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RESILIENCE WEBINAR PART 2: UNDERSTANDING YOUR RESILIENCE REPORT Date: Wednesday 17th January 2018 Time: 1:00 - 2:00PM
Discounted fee of the Leadership Resilience
Group Debrief of the Resilience Profiler:
Profile @ 5000 INR
• YSC’s Resilience Model – How to read your report – Norms – Developmental tips • Creating lifelong resilience habits – Choosing your goals, creating habits around your goals • Increasing Resilience – overcoming competing goals
As pre-work for the next webinar, please contact Carisa Rocha on Carisa.Rocha@ysc.com to set-up your Leadership Resilience Profiler.
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WOULD YOU LIKE TO BE A PART OF THE SECOND WEBINAR TO UNDERSTAND YOUR RESILIENCE REPORT? • Yes, please contact me. • No, I’m not interested.
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HOW INTERESTING WAS THE WEBINAR? • Poor • Fair • Good • Very Good • Excellent
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TO WHAT EXTENT DID THE EVENT GIVE YOU IDEAS THAT YOU COULD IMPLEMENT AT WORK? • To a great extent • To a moderate extent • To a slight extent • Not at all
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HOW WOULD YOU RATE THE PRESENTERS? • Poor • Fair • Good • Very Good • Excellent
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HOW LEADERS KNOW
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