Resilient decision-makers, embody my definition of Resilience, which is “Springing Forward with Learning”. They include others and collaborate as an approach and are open to being challenged.
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How many benefits do you want?!? Improved retention, improved, morale, improved performance, improved learning and many more. How are you currently doing on all of this?
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Probably the main reason that a good Line Manager relationship os important, is that it contributes hugely to the Resilience of the people and team. This is done via effective delegation and empowerment, Coaching and development and much more.
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A great Line Manager relationship creates, builds and enables Resilience in both people as well as the relationship itself. You will need ot show some vulnerability which will enable your growth and personal devleopment. Your people’s engagement and efforts will increase too.
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A quality Line Manager relationship is vital for your Resilience, happiness and wellbeing. A line Manager that role models being a Resilient Leader will contribute well to this. A poor Line Manager will not.
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Actually carrying out and implementing Resilient Leader behaviours will lead to clarity in uncertainty, a balanced attitude and a happier team - what’s not to like about that?!
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Ultimately, the importance of resilient behaviours lies in their transformative power - shaping individuals and communities to not only endure hardships but emerge stronger, more resourceful, and better equipped for future endeavours.
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How much time and effort are you actually spending on building and growing your Resilience Behaviours? How often do you spend time on nurturing your relationships or honing your problem-solving skills?
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How much enrgy and enthusiasm do you bring to work each day, as a Leader? How often do you volunteer you and your team for the difficult challenges? These are just two of many behaviours that a Resilient Leader demonstrates.
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