Resiliency Training Courses
The stronger your team, the better equipped you will be to:
- Quickly adapt to changes in the marketplace.
- Provide courteous, attentive, and loyal customer service.
- Change should be implemented as swiftly and as quietly as feasible.
- Get the most out of your employees while not exhausting them.
- Instead of a "us" versus "them" mentality that festers in a stressed-out environment, benefit from organizational performance because teams and departments collaborate efficiently.
- Encourage a "can-do" mentality, or "Warrior Spirit," as Southwest Airlines refers to it.
- So, how do you go about creating resiliency training courses that are stress-resistant and resilient?
Get Rid of Unnecessary Stressors
Smart managers should question their staff, "What do we do that drives you insane?" "What are we doing to make it difficult for you to carry out your duties?" Employee energy spent on bureaucratic annoyances and other performance barriers is employee energy that cannot be employed for innovation or productivity. Energy may also be the difference between employees who say, "Bring it on!" when confronted with a problem and those who respond, "I can't handle another item on my plate!" Determine which restrictions, or red tape, must be eliminated. Remove any unwanted obstructions with a ferret. This will liberate a significant amount of staff energy, which may then be used more efficiently.
There should be as little ambiguity as possible.
While everyone recognizes the importance of keeping employees informed, few businesses do a good job of it. If you want to maintain good employee morale and organizational resilience, you must shift your focus from "knowing it" to "acting on it." Employees spend less time and energy thinking — and worrying — about what they don't know as they learn more about what's going on. According to the stress and control study, knowing what will happen, even if it is unpleasant, makes us feel less anxious than when we are faced with the unknown. Determine where employees believe they have been misled and how to effectively keep them informed.
Keep the Dream Alive
Having motivated and engaged employees becomes much more important—and more difficult to achieve—during challenging times. When employees are inspired by a compelling vision of a better future or how they might make a difference in the world, they bring their Higher Selves to work rather than their Lower, It's-All-About-Me Selves.
To keep the notion alive, share stories about the great things you're doing, stories about employees who are making a difference, and customer letters of thanks. Make it a point to incorporate this in meetings, company newsletters, and other forms of communication.
Make sure your team is looking forward to the excitement of triumph rather than the sorrow of defeat.
Employees will bring that mindset and emotional state to everything they do, including their response to significant changes you ask them to make if their daily experience is one of frustration and failure. By providing employees with the skills, training, and resources they need to achieve in their professions, you not only enhance productivity and work quality, but you also build people who feel and act like "Can do" winners.
Victories should be celebrated.
When you celebrate both company and individual accomplishments, it's not just about generating a positive "feel." It also makes employees feel like valuable members of a winning team. Employees who see themselves as "losers" and part of a helpless, dejected team are more likely to have a "Can do" attitude and a brave response to issues.
Furthermore, when difficult times deliver a steady stream of bad news, it's easy to see oneself as a victim of circumstance. By purposefully emphasizing accomplishments and victories, you can counteract the doom and gloom with genuine positivity. By sharing examples of people who have done fantastic things, you may reinforce the notion that you are a team of winners who can do big things. Because emotions influence perception, shifting your workforce's emotional state to a more optimistic, positive state enables employees to see setbacks as opportunities rather than obstacles.
Balance "We must move forward," she says, adding, "I understand your grief."
When people communicate their pain, they remain in "broadcast mode" because they do not feel heard or respected. They are deafeningly deafeningly deafeningly deafeningly deafeningly deafeningly deafeningly de Recognize your employees' discontent with large changes and problems verbally. It's not enough to say, "It is what it is; get over it," and expect it to work. Great leaders acknowledge their followers' emotions and perceptions during difficult times, then shift their focus to their vision of the future and how each person can participate in making that vision a reality. This not only motivates but also boosts, your employees' productivity.
