Developing a culture of resilience
This involves :
- Cultivating a development mindset, encouraging continuous learning and adaptation to change. This enables teams to remain flexible and see challenges as opportunities for growth.
- Scenario planning to prepare the organization for different eventualities... and thus improve its ability to react effectively when a real crisis occurs.
Strengthen communication
This avoids misunderstandings and misunderstandings. Particularly if you strive to :
- Maintain a clear and regular dialogue that goes beyond the usual and possibly superficial information meetings. Think of “town halls” (consultation assemblies) where everyone can ask management questions. The idea is to organize moments of sharing and reflection on the changes underway, to maintain trust and commitment.
- Encourage collaboration between teams/services/departments. For example, by setting up cross-functional working groups to reflect together on the challenges encountered.
Optimizing organizational structure
If everything around you is changing... you're going to have to change too.
- Adopt a flexible structure that encourages rapid decision-making and efficient redistribution of resources.
- Encourage multi-skilling to ensure internal mobility, and make it easier for employees to bounce back (or simply to fill in for an interim position), thanks to shadowing (job shadowing) for example.
Invest in leadership development
Because leadership is everyone's business.
- Reinforce emotional stability, so that everyone is able to manage stress and maintain a stable mood, and be a pillar for the team (or even the organization).
- Develop “real-time” decision-making skills while maintaining team cohesion under pressure.
Prioritizing employee well-being
Mens sana in corpore sano. In other words: a healthy mind in a healthy body.
- Promote work-life balance: encourage practices that promote a healthy lifestyle (sleep, diet, physical activity...) and help manage stress. And ensure a respectful work environment (encourage breaks, digital disconnection, etc.).
- Offer psychological support, with a coach or simply by providing access to external resources.
Staying in control
Let's face it: uncertainty and change are destabilizing... but they don't have to be. With prepared teams, an agile culture and strong leaders, it can be transformed into an opportunity for innovation and collective strengthening. What distinguishes organizations that weather storms is not the absence of hazards... but their ability to navigate with confidence.
Developing these skills doesn't happen overnight. That's why many organizations invest in training their teams to build resilience and adaptability.
To find out more :
Dealing with uncertainty
