From this article , I am trying to explore another significant topic, yet it remains relatively unexplored. “How to Build resilience through learning and development” , Looking at the topic, it can be identified as a topic that has not been much discussed under learning and development in HRM. We will discover how HR professionals can take advantage by incorporating these resilience factors into learning and development programs. Developing these skills in employees will also contribute to a resilient and high-performing organizational culture.
What is Resilience?
In simple words, it is the ability to
bounce back from adversity, adapt to change, and how to thrive despite the setback.
Resilience, when viewed as a
skill within HRM learning and development, is essential for workers at all organizational
levels. Businesses may cultivate a culture of adaptability, creativity, and
well-being by humanizing resilience in the workplace, which will eventually
lead to success and sustainability in the demanding business climate of today.
When we discuss resilience, a few factors contribute to resilience such as optimism, emotional intelligence,
problem problem-solving skills. Optimism helps to create a positive outlook and maintains
confidence even during hard situations. Compared to optimistic employees with
others, they tend to perceive setbacks
are temporary and surmountable. This understanding helps them to bounce back
more effectively from adversity. This enables them to maintain their motivation,
autonomy and persistence. In the other hand problem-solving skills refer to the ability to read to situation correctly, analyze it, select correct
solutions, and implement solutions to solve the problem effectively. Resilient
employees are adept at identifying these situations as opportunities for growth
and creative solutions to overcome the situation. These skills empower
employees to take proactive steps rather than reactive steps to address challenges. The
most important skill is Emotional Intelligence means identifying self-emotions,
controlling self-emotions, identifying social emotions, and controlling social
emotions. Or we can simply say the ability to understand, manage, and express
emotions effectively, both in oneself and others. Resilient persons have high
emotional intelligence and they can face to situations without anxiety, or stress
and can maintain positive thinking. This helps them to bounce back from
setbacks, and make sound decisions under pressure, all of which are essential
components of resilience.
Resilience and Learning and Development in HR
Integrating resilience into learning and development
programs in HR involves incorporating strategies, content, and activities that
promote the development of resilience skills among employees.
HRM can Develop specific modules or training sessions
focused on resilience-building skills. These modules can cover topics such as
stress management, coping strategies, positive thinking, problem-solving, and
emotional intelligence.
Also, we can Incorporate Real-Life Scenarios. We can
use case studies or real-life scenarios that illustrate challenges and setbacks
commonly faced in the workplace. Can Encourage employees to analyze these scenarios and identify
resilience strategies that could be used to overcome them. HRM can provide
Tools and Resources. They can provide workers with useful instruments,
materials, and work aids that they can use to strengthen their resilience.
Self-assessment instruments, activities that foster resilience, mindfulness,
and self-care counsel are a few examples of this. HRM could also support
employees' self-reflection by encouraging them to consider their own resilience
strengths and areas for improvement. It could also offer chances for
self-evaluation, journaling, or group discussions so that staff members can
pinpoint their coping strategies and create plans for strengthening their resilience.
Integrate resilience into performance management also one aspect we can think of
. we can Incorporate resilience competencies into performance management
processes, such as goal-setting, feedback, and development planning. Recognize
and reward employees who demonstrate resilience in their work and provide
opportunities for growth and advancement.
References
Adini, B., Cohen, O., Eide, A. W., Nilsson, S., Aharonson-Daniel, L., and Herrera, I. A. (2017). Striving to be resilient: what concepts, approaches and practices should be incorporated in resilience management guidelines? Technol. Forecast. Soc. Change 121, 39–49. doi: 10.1016/j.techfore.2017.01.020
Al-Atwi, A. A., Amankwah-Amoah, J., and Khan, Z. (2021). Micro-foundations of organizational design and sustainability: the mediating role of learning ambidexterity. Int. Bus. Rev. 30, 11. doi: 10.1016/j.ibusrev.2019.101656
Andersen, E. (2016). Learning to learn. Harvard Buisness Review, 94. Available online at: https://hbsp.harvard.edu/product/R1603J-PDF-ENG (accessed December 12, 2021).
Anderson, J. E., Ross, A. J., Macrae, C., and Wiig, S. (2020). Defining adaptive capacity in healthcare: a new framework for researching resilient performance. Appl. Ergon. 87, 9. doi: 10.1016/j.apergo.2020.103111
Your hidden gem is nice. Problem-solving frameworks and critical thinking training help employees tackle difficulties methodically.
ReplyDeleteYes Dishad By allocating resources towards resilience-focused learning and development programs, companies may enable their employees to achieve success in the face of adversity and unpredictability
DeleteYour hidden gem is nice. Problem-solving frameworks and critical thinking training help employees tackle difficulties methodically.
ReplyDeleteYes Dishad By allocating resources towards resilience-focused learning and development programs, companies may enable their employees to achieve success in the face of adversity and unpredictability
DeleteYes Dishad By allocating resources towards resilience-focused learning and development programs, companies may enable their employees to achieve success in the face of adversity and unpredictability
ReplyDeleteThanks for sharing about building resilience through HRM learning and development. It's important to help employees bounce back from tough situations.
ReplyDeleteyes , by allocating resources towards resilience-focused learning and development programs, companies may enable their employees to achieve success
DeleteInsightful article, by providing access to resources such as coaching, mentoring, and counseling can support employees in developing resilience and coping strategies.
ReplyDeleteThis comment has been removed by the author.
DeleteThank you ! It's incredible how access to resources like coaching, mentoring, and counseling can make a significant difference in employees' well-being and performance. It's about investing in our team's growth and resilience, ultimately fostering a healthier and more productive workplace. Thanks for sharing your thoughts!
DeleteGreat topic. Building resilience through L&D is not just a beneficial strategy. It is a necessity in today's unpredictable world. By continuous learning and fostering culture of resilience, individuals and organisations can thrive admist uncertainty.
ReplyDeleteAbsolutely, I completely agree! Resilience is incredibly crucial in our rapidly changing world. When we invest in learning and development programs, we not only empower individuals but also enhance the resilience of our organizations. By fostering a culture of resilience and continuous learning, we can navigate through uncertain times and come out even stronger. Here's to building resilience and tackling tomorrow's challenges with confidence!
DeleteGreat topic. Building resilience through L&D is not just a beneficial strategy. It is a necessity in today's unpredictable world. By continuous learning and fostering culture of resilience, individuals and organisations can thrive admist uncertainty.
ReplyDeleteAbsolutely, I completely agree! Resilience is incredibly crucial in our rapidly changing world. When we invest in learning and development programs, we not only empower individuals but also enhance the resilience of our organizations. By fostering a culture of resilience and continuous learning, we can navigate through uncertain times and come out even stronger. Here's to building resilience and tackling tomorrow's challenges with confidence!
DeleteImportant article. Resilience is mostly built via perseverance and the capacity to learn from failure. In periods of development and transition, it has been demonstrated that setting objectives and scheduling time for reflection may assist keep focus and generate momentum.
ReplyDeleteThis comment has been removed by the author.
DeleteThank you for your insightful comment! Indeed, resilience is a journey that often involves perseverance and the ability to learn from setbacks. Setting clear objectives and making time for reflection can be powerful tools in maintaining focus and moving forward, especially during times of change and growth. Your perspective adds valuable insights to the discussion on building resilience.
DeleteGreat Article review. as mentioned as facts , From managing employee relations and talent acquisition to organizational development and policy implementation, the HR world can sometimes feel like a battlefield. But that's where our resilience comes in.
ReplyDeleteThank you for sharing your thoughts! I completely agree that the world of HR can be quite daunting at times. But it's inspiring to remember that resilience is our secret weapon in facing these challenges head-on. Through investing in our own growth and development, we're empowering ourselves to tackle whatever comes our way.
DeleteAdditionally, learning fosters a growth mindset—an essential component of resilience. By encouraging employees to embrace challenges, learn from failures, and persist in the face of setbacks, organizations foster a culture of resilience where individuals are empowered to overcome obstacles and achieve their full potential.
ReplyDeleteAgreed. Understanding the strong link between empowerment and resilience is key in any workplace. When employees feel empowered, they're not just given the freedom to make choices; they also gain the inner strength to tackle hurdles head-on. This means they're better equipped to handle tough situations, adapt to changes, bounce back from setbacks, and keep pushing towards the company's objectives. It's like they're armed with both the tools and the mindset needed to face any challenge that comes their way, ultimately contributing to a more resilient and successful workforce.
DeleteResilience-focused L&D programmes need a significant investment of time and effort. However, the advantages in long-term use exceed the initial expenditure. Moreover, technology may be used to optimize and provide resilience training in a more effective manner.
ReplyDeleteAbsolutely, I completely agree! Resilience is incredibly crucial in our rapidly changing world. When we invest in learning and development programs, we not only empower individuals but also enhance the resilience of our organizations. By fostering a culture of resilience and continuous learning, we can navigate through uncertain times and come out even stronger. Here's to building resilience and tackling tomorrow's challenges with confidence!
DeleteExciting exploration Wasula! Your focus on building resilience through learning and development in HRM opens up new avenues for discussion and innovation. Incorporating resilience factors into training programs holds immense potential for cultivating a resilient and high-performing organizational culture. Looking forward to seeing how HR professionals can harness this opportunity for growth and success! Keep posting !
ReplyDeleteI really appreciate your messages of support. I completely agree that incorporating resilience considerations into training initiatives can significantly impact the development of a resilient and robust organisational culture. Leading programmes that enable workers to prosper in the face of difficulties and uncertainty is a thrilling opportunity for HR professionals.
DeleteThis article discusses how HR can boost employee resilience through learning and development. Resilience, crucial for overcoming challenges, involves positivity, emotional management, and problem-solving. HR can integrate resilience training into programs, covering stress management and problem-solving. Real-life scenarios and self-assessment tools personalize the training. Additionally, resilience can be incorporated into performance management, rewarding resilient behavior. Ultimately, by fostering resilience, HR contributes to a resilient organizational culture.
ReplyDeleteThank you for sharing your insights! I couldn't agree more with your points on the importance of resilience in overcoming challenges, and the vital role HR plays in fostering it. Integrating resilience training into learning and development programs is indeed a powerful way to equip employees with the tools they need to navigate adversity effectively. Real-life scenarios and self-assessment tools add valuable context and personalization to the training experience, making it more impactful. Incorporating resilience into performance management further reinforces its importance and encourages resilient behavior. Ultimately, by prioritizing resilience, HR can help create a culture where employees feel empowered to face any challenge with confidence.
DeleteYes Wasula, building resilience in an organization through learning and development is essential in challenging times and hardships. The feeling of empowerment will encourage the employees to face any adverse situation without any fear.
ReplyDeleteAs cited in a Frontiers in Communication article by Evenseth et al, (2022)
'With organizational environments becoming more and more complex and volatile, the concept of “organizational resilience” (OR) has become increasingly significant for practice and research. OR is here understood as the organization's “ability to anticipate potential threats, to cope effectively with adverse events, and to adapt to changing conditions” (Duchek, 2020, p. 220). Thus, anticipation, coping, and adaptation represent three stages of OR. Further, the literature indicates that OR is an essential organizational meta-capability for the success of modern organizations (Parsons, 2010; Näswall et al., 2013; Britt et al., 2016; Suryaningtyas et al., 2019). OR has indeed become the “new normal” (Linnenluecke, 2017) regarding organizational survival as well as recovery and successful re-emergence after disruptions'.
Yes, Judith agreed. building resilience within an organization is crucial, especially during challenging times. if you consider a scenario where a sudden market shift occurs, impacting the demand for certain products or services. An organization that has invested in continuous learning and development can swiftly adapt its strategies, upskill its workforce, and pivot its offerings to meet emerging needs.
DeleteI agree that the concept of organizational resilience, as highlighted in the article by Evenseth et al., underscores the importance of anticipating threats, effectively coping with adversity, and adapting to changing conditions.
if you look at another example , the recent global health crisis. Companies that had robust remote work policies in place and prioritized digital skill development were better prepared to transition to remote work seamlessly, ensuring business continuity while safeguarding employee well-being.
It's clear that in today's complex and volatile environments, organizational resilience isn't just a desirable trait – it's a necessity for success and survival. Thanks for sharing such insightful perspectives!
Good content Wasula, More resilient people can learn better and retain more information. This has obvious implications for the workplace, but also for personal and professional growth and development.
ReplyDeleteNice article Real-life scenarios can be used to illustrate workplace challenges and encourage resilience strategies. HRM can provide tools and resources to strengthen resilience, such as self-assessment instruments and mindfulness activities. And Self-reflection can help identify strengths and areas for improvement. Integrating resilience into performance management processes, such as goal-setting and feedback, can also help. Recognizing and rewarding employees who demonstrate resilience and offering growth opportunities can further enhance resilience.
ReplyDeleteThank you Amesha for your insightful comment! i agree incorporating real-life scenarios into workplace discussions can effectively highlight challenges and inspire resilience-building strategies among employees. Yes its essential that HRM provides tools like self-assessment instruments and mindfulness activities is pivotal in nurturing resilience within the workforce.
DeleteI personally believe self-reflection serves as a powerful tool for individuals to identify their strengths and areas for growth, Integrating resilience into performance management processes, such as goal-setting and feedback, ensures that it remains a priority in day-to-day operations.
Furthermore, recognizing and rewarding employees who demonstrate resilience not only reinforces desired behaviors but also motivates others to cultivate similar traits. Offering growth opportunities adds another dimension to resilience enhancement, encouraging continuous learning and development. Your suggestions highlight practical ways to foster resilience in the workplace – thank you for sharing!
I particularly like the practical strategies outlined for integrating resilience into learning and development programs. From developing specific modules focused on resilience building skills to incorporating real life situations and providing tools and resources, HR professionals have many opportunities to promote resilience among their employees. Furthermore, the suggestion to integrate resilience into performance management processes is excellent! This highlights importance of recognising and rewarding resilient behaviour.
ReplyDeleteOverall, this article serves as a valuable guide for HR personnel seeking to improve organisational resilience and empower employees especially in today’s fast paced world.
Thank you for your thoughtful comment!It's true that HR professionals have lots of ways to help employees become more resilient, like creating specific training modules and providing tools and resources.
ReplyDeleteI'm also happy you liked the idea of integrating resilience into performance reviews. Recognizing and rewarding resilient behavior is key to building a workplace culture where everyone can thrive.
Your feedback shows just how important it is to focus on resilience in our workplaces. Thanks for sharing your thoughts!