Strong on the Job – Resilience in Leadership
Recently, my coachee Michael received an attractive-sounding offer: his supervisor would like to appoint him as team leader for a new project. He would have a clear framework and clear objectives for the new project, with limited resources concerning man power, time, and financial resources. Michael has the technical confidence to take on this new task. However, it is not yet clear to him whether he possesses strong and sufficient leadership skills and crisis resistance.
Business coaching
Accordingly, our first step was to find out how “leadership” is practiced in his professional environment and what he imagines it to be. It quickly has became clear that there are different leadership styles and approaches to the various challenges in his company. Some colleagues cope very well with the heavy workload of a team lead in a situational and collegial manner – others, on the other hand, find the time pressure and the workload extremely strenuous and are therefore unable to perform their leadership tasks satisfactorily.
Michael now asks himself wethr he is strong enough to fulfill his tasks and how he can build up his personal leadership and resource management.
And this is where resilience comes into play
Resilience is a term that is becoming increasingly important. In a fast-paced work environment with constant change and uncertainty, it is crucial for strong leaders to have a high level of resilience. Team leaders are often under high pressure and face many challenges that have the potential to throw them off track. They must be able to adapt to change and overcome challenges, lead their employees through difficult times, and create a positive work environment.
Resilient self-leadership
Resilience begins with self-leadership. Resilient leaders are able to regulate their emotions, thoughts, and behaviors and consciously manage their responses to difficult situations. They see challenges as opportunities, not threats. They are able and motivated to find solutions and remain clear and focused even in difficult times.
Resilient self-leadership therefore requires a high level of self-reflection and self-awareness. Resilient leaders are aware of their strengths and weaknesses and actively work to improve their skills. They are open to feedback and willing to learn from their mistakes. A positive attitude and high intrinic motivation are also characteristics of resilience-oriented self-leadership.
This requires a high level of self-awareness, self-discipline and self-reflection. Therefore, these team leads regularly take time for their own regeneration and self-care to maintain their energy and performance.
Leading by strong example
Strong leaders have a great responsibility when it comes to creating a positive work environment. They can help ensure that employees are motivated and engaged and that the company is successful. A resilient leader is therefore a role model for the whole team. She/he resolutely and confidently demonstrates how to overcome challenges, and inspires others to develop their own skills and continuously educate themselves.
A leader who is stressed and overwhelmed will hardly be able to model work-life balance to the employees, for example, by taking regular breaks, living a healthy life and being responsive to people around. More resilient leadership can also help employees feel safe and valued, knowing that their leader is strong and reliable in difficult times.
Stress management
Stress management is an important factor in building resilience in leadership. A heavy workload, time pressure, and unforeseen events can cause leaders to become stressed and find it difficult to stay focused and concentrated. Effective stress management can help reduce symptoms of stress such as anxiety, restlessness and sleep disturbances.
An important aspect of stress management is prioritizing tasks. Managers should be able to identify the most important tasks and focus on them. When the pressure is on, it is easy to get lost in detail and distracted by unimportant tasks. This prioritization can help keep the focus on what’s necessary.
Another way to reduce stress is to create a healthy work-life balance. Managers should make time for their personal interests and hobbies and be able to switch off in their free time. A good work-life balance can help reduce stress symptoms and improve overall well-being.
Emotion management
A resilient leader also understands the importance of empathy and emotional intelligence. Such a leader is able to understand and respond empathically to the needs and perspectives of their employees. This can help create a harmonious work environment where employees feel supported and understood. As the feeling grows that their leader understands and responds to them, employees will be more willing to work toward the common goals of the organization.
Resource management
Another important factor in building resilience in leadership is resource management. Leaders should be able to use their resources and technology effectively and focus on the things that matter most to them. This can reduce workload and increase productivity.
Another way to use resources effectively is to build a strong network. Smart leaders cultivate relationships with colleagues, supervisors and other contacts who can help them achieve their goals. A good network with stable social relationships can also help reduce stress and improve mental health.
Strong, resilient leadership is the key
In leadership, resilience is an important factor for success. Resilient leaders are able to adapt to change and overcome challenges. Resilient self-leadership and being a role model can help create a positive leadership culture and motivate the team. Effective use of resources and good stress management help reduce workload and increase productivity. Through continuous work on oneself and regular training on the appropriate methods, a leader can learn and develop this skill.
I will keep you informed about Michaels decision…
