Organisational resilience is not a wellbeing programme — it is the upstream performance capability that determines whether your commercial, people and change strategies actually deliver, and this blog makes the complete evidence-based case for building it deliberately.

What separates leaders who navigate change well from those who don't? It's rarely skill. Russell Harvey explores the answer in CLO Lens magazine. Read the full article.

Resilient Teams are more Optimistic, happier and better at making optimal decisions. How important are these Team behaviours to you and your Organisation?

How are you currently developing your teams Resilience? How well does your team face into constant change? Are they experiencing change fatigue?

How well does your Team face into constant change and actually learn from its experiences? Are you in a learning team? Are you more powerful as a collective?

Some of the benefits of role modelling Springing Forward with Learning are improved decision making, improved innovation and growth and an increased openness to change.

Organisations that role model Springing Forward with Learning improve their performance, engagement, retention and overall adaptability.

A Resilient Leader is able to define and follow their path. Resilient people and Leaders choose to have Learning has part of their day to day behaviours.

I define Resilience as “Springing Forward with Learning” and I am not a fan of the term bouncback, as it implies a risk of a lack of learning and reflection if we “go back” to how were were. We can only move forward. I am curious what and how you are learning through your experiences.