We’re operating in a period of extraordinary uncertainty and change so strategies need to evolve to consider what makes a business vulnerable and what makes it more resilient.
Consider this – human resilience is waning across the globe.
This presents a cautionary challenge to business leaders. This is because most executives have some pretty solid resilience calluses – recessions, crises, scandals, hardship, etc., but this doesn’t always flow down the line.
And talking about resilience can prompt a bunch of eyerolls in leadership circles.
Lived experience and grit account for so much in the face of challenge and the ability to keep going. To dust yourself off and persevere is often something that comes with age and adversity.
You should therefore be building employee resilience into your strategy.
Our younger professionals are missing out and it’s our future leadership pool that will be impacted. Admittedly, WFH 2-3 days a week doesn’t help…
Young professionals need opportunities to be exposed to big challenges, to step up, be given enough rope and to know you’ve got their backs when things go wrong.
But they also need to want it. The rise of the lifestyle career and mindset isn’t helping.
Be mindful of the younger people in your business and their ability to respond to change, challenge and adversity. They’ve done it differently to us.
You should also be thinking about what makes your business vulnerable and strategies that mitigate that vulnerability and strengthen the resilience of the organisation. You really need to step away from the Kool-Aid for this.
I suggest starting a list and capturing everything you can think of, then talking about it with people outside your orbit.
Catch up next week,
Nina
PS.
If you have a moment, I’d love to hear what you’re already doing and what else you think we can do
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