The Resilient Innovation Leader
A New Way of Seeing, Thinking & Leading More Effectively
Bouncing back from a setback for most people you may not want to continue with what you are trying to do. For resilient leaders, you forge ahead with persistence to reach the goal(s) you set out to accomplish. On top of this is the innovation which is changing all the time. With change comes challenges, obstacles, stress and overwhelm leaders need to manage in a professional way.
In leading innovation leaders are going to learn a lot from the school of Hard Knocks along the way. Leaders are continually put to the test in today’s volatile marketplace. With being creative, innovative and disruptive the products and services your organization produces is on a quick cycle as things are faster than ever before.
Resilience is the ability to bounce back from unexpected adversity or change Many innovation leaders know you need to have the courage to move forward without demonstrating frustration, stress and overwhelmed feelings to others. As a leader, you need to be resilient. Taking on a leadership position is more difficult now than ever before.
Your job as leader is to create a resiliency team. You already know and expect mistakes, experimental failures and have a talented creative and innovative work team you can count on. Now you need to let them be creative and innovative in solving for the problems, challenges and difficulties that enter your workplace.
Reframe Your Mindset
Having the right frame of mind to work on projects knowing you may fail several times through experimentation requires you and your employees to have a growth mindset. Being open, willing to learn from others and by not giving up allows you and your employees to be persistent in reaching your end goal(s).
Resilience is the key to fostering that growth mindset and finding the opportunity or lesson in any challenge.
Building Resilient Muscle
“I tried and failed. I tried again and again and succeeded.” -Gail Borden
Many organizations are facing change and disruption at a rate they have never seen before. By getting your employees more engaged in interested creative and innovative projects can turn many disengaged employees around to work on something they really have a passion for. Those who mentally check out, cause productivity, innovation, and creativity to plummet. Reinvigorating them through finding out what their interests are and what they are passionate about helps give them assignments they can be engaged in.
Building a Resilient Workforce through a Culture of Learning
As a business skill your organization needs to learn to build a resilience organization. This helps you in times of difficulty. Remove sources that can produce unnecessary stress by asking employees about what gets in their way to produce greater results.
Characteristics of Resilient Leaders
Managing challenging situations and demonstrating resilience requires a strong sense of self awareness and mental control. Being confident in your abilities, having a purpose of what’s driving you, being adaptable and flexible to focus on accomplishing your goals, and having insight for a vision without anything stopping you to reach your end-goal motivates resilient leaders.
Results of resiliency include leaders with high resiliency having lower levels of stress and burnout. You may find increased productivity, lower turnover of employee rates and lowered healthcare costs. Resilient leaders celebrate their successes and learn from their failures.
Stress lowers employee performance, productivity, morale, and strained workplace relationships. Many who experience excessive stress have difficulty managing emotions, focusing their attention on their work, making decisions, and thinking clearly. Stress for many feels overwhelming and creates a disengagement of getting work done.
Resilient Culture Change Required
“Do not judge me by my successes. Judge me by how many times I fell down and got back up again.” – Nelson Mandela
Change is inevitable but in today’s world change is becoming the status quo. Leading a team where change is so constant requires you to Resilient cultures begin with leaders who understand how resilience can impact the organization as a whole. A change of mindset is needed as the leader needs to get buy-in from all employees.
Manage Stress with Reframing Techniques
“Resilience is accepting your new reality, even if it’s less good than the one you had before.” -Elizabeth Edwards
Managing your stress sometimes needs a slight re-framing of what is going on and how you can handle it better. Unconventional thinking can help relieve your stressful, frustrated and overwhelming feelings.
The Challenge is to Take Smart Risks
O.K., let’s call it what it is- Calculated Risks. Too many people are afraid to
A resilient team uncovers and leverages strengths to achieve their goals.
“In order to succeed, people need a sense of self-efficacy, to struggle together with resilience to meet the inevitable obstacles and inequities of life.” – Albert Bandura
Preparing for Unexpected Change
How well can your organization deal with disruption to your business? Disruption does not necessarily mean innovative changes. It can mean that your business is disrupted by the economy or possibly by another organization beat you to the punch with a product they put out before you in the market place. What risks will you be prepared to take risks when climate change occurs?
Resilience is more important than ever for organizations to cultivate. In order to be resilient, you have to prepare for unexpected events. By picking yourself up, dusting yourself off, and continue going resilient leaders are persistent in reaching the goals you set out to accomplish.
“Fall seven times, stand up eight.” -Japanese Proverb