Don’t try to do everything together and disappoint upon failing. The start is what will take you to the stars.

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The modern-day world is fast-paced and perpetually driven by the technology-led transformation. Businesses are witnessing changes and challenges rapidly and the leadership, therefore, has more pressure and responsibility to adapt to the evolving business dynamics. Digitization and disruptive business models have scrambled the processes and work style resulting in the requirement of modulation in every aspect of the business. 

Leadership is exposed to such volatile business scenarios that require entirely different skills and capabilities. Organizations are extensively investing in developing leadership that can decipher the big picture and maneuver its resources through a relatively uncertain business environment. 

Leaders should envisage the objectives and establish functioning circumference in a changing environment. They not only have a role to steady the ship but also have to build a team that is resilient. Highly resilient teams can withstand adversity of significant magnitude, but they don’t reprehend the setback rather they acknowledge the situation, learn from the mistake and proceed. 

Teams that are resilient are more receptive to follow a learning orientation and accede to the gospel that setbacks and challenges are imperatives of growth trajectory. The approach is designed in such a manner that they don’t succumb to any failure rather they extract maximum positives from any situation and are able to reconstruct challenges into opportunities to learn what they had not learned earlier.

A team typifies its leader and the leadership is often assessed by the ability of the team. The leader has a pivotal role to play in contriving a team’s resilience, efficiency, and physical and mental well-being. The astute leader cultivates conducive work culture where people stay focused and passionate about the synchronicity of both their own and organizational goals irrespective of any turbulence. 

In the global work, environment teams encounter the intricacies of competition, round the clock work schedule, cultural amalgamation, and evolving business dynamics reckoning team resiliency a compelling factor of efficiency and productivity. 

Resilience functions like a bulwark insulating the team from the probable pessimism arising due to unreasonable pressure, uncertainties and disruptions the team may face. It capacitates the team members to strategize, rethink, improvise, adapt and recover in strenuous times. 

But, team resilience is way more than combating the tough times and coming out all dejected, devastated and bruised. This is what an ordinary team can also perform. For the team to be truly resilient and highly efficient, they must up their game and come out of the difficult situation with their integrity, health and resources unscathed.

However, resilience is not an overnight phenomenon; it demands psychological drudging and test of character to transcend hardship. Resilient teams are as crucial to businesses as resilient individuals, but while individual resilience is developed independently, team resiliency should be meticulously engineered by leadership.

So how can team resilience be developed? Different schools of thoughts postulate different theories that may have a common objective but might follow different routes. However, the underlying architecture of all of them suggests some indicators that can bolster leaders in building team resilience.  

Communication remains of paramount importance. All team members must be well-informed about the developments in the organization. In a situation where people are expected to work for an indeterminable phase of uncertainty, the open communication must be encouraged to equip the team members with skills and mindset to engage and develop openness while giving and receiving feedback and criticism. 

Understanding the Strength through competency mapping works wonders while delegating the responsibilities to the members. It also facilitates the leaders to ensure the team remains motivated and works with cohesion. Comparison is cliché and should be discouraged as much as possible. 

Being the go-to man for the members exudes a sense of confidence and results in building trust. The leader must lead by example and should be approachable for any discussion. This helps team members strike a work-life balance that is often regarded as a key indicator of psychological stability.

The modern-day leaders are not only focused on the current situations but they are constantly working towards future possibilities. Scenario building helps the leaders look beyond the comfort zone and be prepared for uncertain terrains. This also evolves the members both personally and professionally and they are able to improve their thought process.

As it is said don’t keep the game boring for long. The surprise element in the game is hailed as a catalyst for creative thinking, strengthening the bond between people and developing leadership and encouraging participation. 

Wise leaders drive optimism when encountering challenges and failures instilling their teams with self-belief and strategic action to plunge into the future with great confidence. It is your team’s resilience that will make a big difference over time and it all comes down to your leadership how strongly you have built the capabilities of your team. Just keep in mind that building a resilient team is a process-based approach and often takes time. Don’t try to do everything together and disappoint upon failing. The start is what will take you to the stars.

Disclaimer: The views expressed in the article above are those of the authors' and do not necessarily represent or reflect the views of this publishing house