Working from home has provided flexibility – a new experience for a large workforce population.

Autonomy & trust has been an unintended gift to the self-worth these workers.

Yet, it’s ironic that our children are expected to work unsupervised whilst their parents have been micromanaged!

Being able to complete the work opposed to clocking the hours has been the strategic goal of leading organisations.

They’re known that RESILIENCE BOOSTING LEADERSHIP drives their workforce … even better.

So, to remove this flexible accountability may have dire consequences on RETURNING TO THE WORKPLACE.

Australian Institute of Management (AIM) have reported that staff surveyed agreed the skill of RESILIENCE was core to dealing with a crisis.

“RESILIENCE OF THE ECONOMY’’ is being bandied around however, RESILIENCE OF THE PEOPLE needs more attention.

It’s a matter of surviving & thriving.

I’m hearing an audience say they need RESILIENCE TO WORK FROM HOME & another say they need RESILIENCE TO RETURN TO WORK.

Which camp are you in?

 

Our RESILIENCE has been challenged by COVID19.

The financial impact – a loss of control to be able to protect & care

The social impact - refraining from emotional contact depletes our well-being.

 However, with less driving & commuting people have used the time to exercise, connect & rest.

We’ve reprioritised how we use our time which is strengthening our RESILIENCE – better ready to cope.

We can learn RESILIENCE & we can lead RESILIENCE.

Being a leader – you can help your team develop their resilience:

Three ways:

Be mindful of the power you demonstrate – limit your need to be right all the time

Solve problems together – keep giving trust, asking what solutions can be created

Know when to say “no” – set boundaries, enabling your resilience to grow, rather than being depleted.

How’s your RESILIENCE and your team’s RESILIENCE?