Leading Through the Storm: Building Team Resilience in Times of Change
Economic uncertainty, technological disruption, and societal pressures have become the new normal. As humans, we generally do not like constant change, and this type of ambiguous environment causes many teams and organizations to falter.
How can teams be better prepared to weather the storm?
Research shows that those organizations that not only survive, but thrive, in times of change are those whose leaders are able to build resilience, not only for themselves but for their teams.
Resilience is the ability to successfully adapt to difficult or challenging life experiences, especially through mental, emotional, and behavioral flexibility.
In times of change, uncertainty, or stress, resilience is foundational, but it doesn’t happen naturally. Leaders play a critical role in cultivating it.
What are a few things that leaders can do to grow resilience in their teams?
Be honest and transparent
Resilience doesn’t mean ignoring hard truths. In fact, it depends on them. When change hits, teams need clarity to stay grounded. Leaders who withhold key information out of fear can unintentionally increase anxiety for their team.
Leaders may not be able to share every detail, but displaying openness and honesty as much as possible sets expectations and reduces uncertainty for their employees. When they are upfront about what they know, what they don’t, and what’s changing, they create a foundation of trust that helps employees feel more secure and engaged.
This transparency empowers teams to adapt proactively, rather than react defensively. A sense of stability grows when people feel they’re not being left in the dark.
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Build the future together
Leaders don't need to have all the answers, and will not know everything during times of uncertainty. That’s why they have a team. Each member brings unique expertise and perspective that can be critical when navigating challenging situations. Tapping into these strengths starts with fostering a culture where open communication is not only welcomed but expected.
Creating this environment means encouraging team members to speak up, share ideas, express concerns, and offer input without fear of judgment. It requires leaders to actively listen, respond with empathy, and show genuine appreciation for dialogue.
Resilient leaders make it a habit to ask for feedback, and more importantly, to act on it. More heads are better than one, particularly in times of ambiguity. Leaders who co-create the goals and joint vision with their team experience higher levels of buy-in and drive in overcoming their challenges.
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Change the narrative around setbacks
Mistakes happen, even more so in times of uncertainty. Resilient leaders don’t dwell on setbacks or let them define the team. They treat them as opportunities to learn, grow, and adapt.
This psychological safety encourages the team to avoid the blame game, ask for help when they truly need it, and reflect on what went well and what could go better next time.
In this type of environment, teams are more likely to take calculated risks needed to meet the current challenge and innovate towards a better future.
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These approaches are just the beginning. Resilience isn’t built in a day. It takes time and conscious effort from leaders to drive a culture that will carry their team through the storm.