(from UNC Executive Development) - A 2012 Towers Watson study found that in most organizations, only 35 percent of employees said they were engaged. In other words, 65 percent of employees have mentally checked out, causing productivity, innovation, and creativity to plummet. The study also found that 38 percent of employees felt stress and anxiety about the future, and that less than half of the employees surveyed agreed that senior leaders had a sincere interest in their well-being.
While this is never good news for employers, the timing could not be more critical as organizations across the globe continue to struggle to survive. An uncertain economic outlook, the rapid pace of change, and the need to continually adapt has made resilience—the ability to bounce back in the face of a setback—the new priority in leadership development. The good news is that resilience can be taught.
This white paper:
- Explores why resilience is more important than ever for organizations to cultivate.
- Explains the difference between wellness programs and building a resilience culture.
- Discusses why resilience should be cultivated, not just at the senior leadership level, but at all levels in an organization.
- Offers steps HR and talent managers can take to develop resilient organizational cultures.
- Provides examples of organizations that have engaged in a resilience initiative and the benefits they realized as a result.
