You make some excellent points here about nurturing individuals and organisations. I do think there is a little more crossover though - personal resilience can also be developed through learning/skills acquisition and prioritisation/better decision making. And self care is also important for teams.
And through experience too. If people have come across a situation or a similar situation they can often be more confident and give great comfort to their surrounding team.
‘It's crucial to recognise that Personal Resilience and Organisational Resilience are two distinct types of resilience, each requiring a different set of strategies for improvement. While personal resilience emphasises individual well-being and self-care, organisational resilience focuses on creating robust systems and a supportive culture.’
I really like your recommendations and I advocate my teams do that regularly. I will poke and say that personal resilience as you describe is organizational resilience. I want people to be happy, healthy, and engaged, not burned out. The negative thing you describe isn't resiliency. It's toxic execution cloaked in a buzword. It's why I advocate quiet quitting with my teams because it actually improves resilience and performance.
Great article! It's smart to separate personal and company resilience. While the tips for individuals are really helpful, it's tough for most workers to influence company culture. Still, focusing on our own well-being is super important in today's stressful work world. Thanks for the essay Martin.
You make some excellent points here about nurturing individuals and organisations. I do think there is a little more crossover though - personal resilience can also be developed through learning/skills acquisition and prioritisation/better decision making. And self care is also important for teams.
Yes that’s very true.
And through experience too. If people have come across a situation or a similar situation they can often be more confident and give great comfort to their surrounding team.
‘It's crucial to recognise that Personal Resilience and Organisational Resilience are two distinct types of resilience, each requiring a different set of strategies for improvement. While personal resilience emphasises individual well-being and self-care, organisational resilience focuses on creating robust systems and a supportive culture.’
This is great!!
Thanks John!
I really like your recommendations and I advocate my teams do that regularly. I will poke and say that personal resilience as you describe is organizational resilience. I want people to be happy, healthy, and engaged, not burned out. The negative thing you describe isn't resiliency. It's toxic execution cloaked in a buzword. It's why I advocate quiet quitting with my teams because it actually improves resilience and performance.
https://www.polymathicbeing.com/p/yes-do-quiet-quit
You’re totally right. Be just re read your article. Agree totally.
I loved the recommendations. Always a good reminder.
Great article! It's smart to separate personal and company resilience. While the tips for individuals are really helpful, it's tough for most workers to influence company culture. Still, focusing on our own well-being is super important in today's stressful work world. Thanks for the essay Martin.
Thanks Tinashe. It’s defiantly two different things that we can get confused with.
It’s a tricky balance as always I guess.