Resilience Support Through Transition

Optimal  Resilience Approach
A two tiered solution comprising:

A. “Managing for Team Resilience” Workshops designed to help managers support and apply approaches and interventions, to develop and maintain their team’s resilience. Four workshops were delivered over during the month of August 2015 to over forty managers and directors all based at the Manchester headquarters.

B. Allied to the managers workshops, a specific workshop was targeted at improving internal coaches’ capability to support individuals manage and enhance their personal levels of resilience. “Coaching For Resilience”

The Optimal personal and team resilience models provided the framework for the chosen solution. A diagnostic stage informed the interventions and approaches included within the two main workshops. Approaches were drawn from a variety of sources, including positive psychology, strengths based coaching, emotional intelligence, mindfulness and compassion focused approach. All interventions included are highly accessible and practical, and clear instructions were provided digitally with each specific technique. An important outcome within each workshop was each participant making a personal commitment on taking one core action towards improving their particular team’s resilience. Follow up feedback regarding the impact of actively using some of the interventions in the workplace with their teams clearly demonstrated tangible improvements - see below.

Impact
Follow up feedback from both sets of workshops was very positive. Participants particularly liked the practicality and accessibility of the interventions included, which increased their ability to take a more proactive and positive response to managing their teams’ resilience at a challenging time. The items that were identified as having the most practical and tangible benefit in actively improving team resilience were:

• Emotional management, exploring activities to adopt a more mindful and attentive approach to effective recognition and regulation of individual team emotions
• Using the Optimal team resilience growth plan to rate the teams against core aspects of effective team resilience and identifying both inhibitors and good ideas to building good team

Individual feedback on situational actions and impact in the workplace

We used the team resilience model and marked each aspect out of ten and talked through how to make it a ten but not in one jump but baby steps to improve their individual scores... I gave them all homework to write down their purpose, priorities and also think more about their bugs.

It was good ...we agreed our purpose and put together three main priorities.... overall team scores for Trust & Support sat at 8 (out of 10) and above which I was really happy about.... but the team appreciated the open and honest conversations and the plans we have to make us even stronger as a team..

I have taken time out to observe behaviours and catch up with how people are feeling.

Identifying in which burnout or rust out scale individuals are. We reviewed tasks and relevance to objectives and de-/re/prioritised their activities where necessary.

I have learned to be more mindful of peoples’ strengths and weaknesses and to build teams with more sympathy to both.