Workplace Resilience: Beyond Leadership

I remain inspired by the work of Susan David, who in her practice explores the concept of emotional agility – at work and in her personal life.

The world is changing so often and fast, that remaining adaptive and healthy has become a part of our job. We need to be able to deal with pressures, handle paradoxes with grace and deliver more than ever. Many organizations speak (and often engage in seminars) of the need to be a “Corporate Athlete” – a healthy giant able to handle any pressure. But the focus is predominantly on individual discipline and often omits the hard truth – we do not create a climate to stay healthy at work as a system.

The businesses now, more than ever, should reflect on the factors that enable growth and execution, and on the organization’s ambition and strategy. They should ask themselves if their culture, structures, processes and people (skills, knowledge, capabilities, competencies etc.) support or undermine employee wellbeing.

We like to see ourselves as winners and many of us thrive in environments where pressure is invigorating. However, I see too often now that maintaining a heavy workload and continuously “doing more with less” is not sustainable long term. 

Consequently, we are starting to hear that employees more and more are challenging the established workplace norms that neglect their basic human needs. In some organizations, a quiet opposition is emerging, and it is gaining a stronger voice by the minute. Many leaders have been caught off guard by this change, and organizations are, in my humble opinion, ill-prepared to make concessions and constructively address the issue.

Susan David proposes a few practical steps leaders can take to shift from a culture of emotional labor to one of psychological safety. That means replacing avoidance with curiosity, and judgment with compassion.

Wellbeing is everyone’s responsibility. Whether you’re leading a team or part of one, it’s worth reflecting on the expectations your organization places on its people.

Here are a few questions to consider:

– How much work—both in terms of hours and emotional energy—is each team member carrying?

– What is the emotional atmosphere like in your workplace? Do people feel safe to speak up, make mistakes, or ask for help?

– What workplace practices could be reimagined to better support long-term sustainability and wellbeing?

I am keen to hear your perspectives. Please feel free to comment,

E