Como promover uma cultura de resiliência e aprender com o fracasso?

- 🌟 Resiliency enhances individual performance, team cohesion, and innovation. - 🔄 View failure as an opportunity to grow rather than a threat. - 🗣️ Seek feedback, collaborate with others, and embrace challenges. - 🤝 These behaviors build trust, creativity, and productivity within the team. - 😊 Improved team dynamics lead to higher customer satisfaction and loyalty.

I've realized that building resilience isn't about big speeches or another workshop. It's about how leaders respond when things go wrong. Your team is watching you. When a project fails or deadlines slip, do you freak out? Blame others? Or are you able to quickly dig into the problem? Your reaction shapes your entire organization's approach to setbacks. Next time something goes sideways, pause. Analyze it openly. Pull out the lessons. Show your team that problems are opportunities to learn and grow. Skip the "failure is okay" talk. Instead, demonstrate resilience in action. Your behavior sets the standard. Model the resilience you want to see, and you'll be amazed at how your team steps up.

Fostering a culture of resiliency is crucial for any organization as it equips teams to navigate challenges and setbacks effectively. Resiliency enables employees to recover quickly from difficulties, maintain their well-being, and continue to perform at a high level. It encourages a proactive approach to problem-solving, where failures are seen as opportunities for growth rather than insurmountable obstacles. A resilient culture leads to greater innovation, adaptability, and sustained performance, ultimately contributing to long-term organizational success.

In my journey from a remote village in China to founding Lush Decor Home, I've learned firsthand why resilience is non-negotiable. It's the backbone of every success story, especially in the unpredictable world of entrepreneurship. Resiliency is more than just 'bouncing back.' It's about growing stronger and smarter with every challenge you face. For me, it was moving from a village with no electricity or plumbing to being a hotel maid in Beijing. Then moving to the United States and founding Lush Decor during the 2008 financial crisis. Resilience is the secret ingredient that turns dreams into reality, no matter the obstacles.

Carol Dweck's work on growth mindset goes hand in hand with building resiliency within a team; in my upcoming book on Resilience for Leaders, I discuss the relationship between grit and growth mindset in cultivating a culture of resiliency in the workplace. As with many skills, resilient behaviors must be practiced to be second nature to the team's approach to innovation. When these behaviors are practiced consistently the culture of resiliency emerges as a result.

Some leaders tell. The best show you. Here's how: 1. Be vulnerable. 2. Own your feelings. 3. Pause, reflect, and then act. 4. It's ok to say why things didn't work. 5. It's ok to reflect on the past but not stay there. Because here's what you can share with the team: A. This is what happened. B. This is how I responded. C. These are the lessons from it. D. Don't say you're ok if you're not. E. But also let them know you'll get there. That last part is key. Keep moving and inspire them to do the same.

I remember times when the odds seemed insurmountable, from language barriers to the financial crises that threatened my business. In those moments, I stayed transparent with my team about the challenges and also our strategies to overcome them. I aimed to instill a culture where resilience is valued and emulated. But in order to do that, your team must understand that failure isn't the end - it's a stepping stone towards something better.

Have you ever had a moment that completely changed your perspective on failure? For me, that moment came when a relationship I deeply valued failed because of my (non)-actions. This was a pivotal point. I learned that true resilience and emotional freedom comes from acknowledging mistakes and learning from them. It's not easy nor comfortable, that is for sure. Embrace failure and the discomfort in admitting it. Inspire your team to do the same. The most productive teams report their failures openly and learn from them, while less productive teams hide theirs. I might bore you, but I love the sponge metaphor – absorbing challenges, filtering out the negativity, and coming back stronger 🧽

As a leader, you can model resiliency by demonstrating how to handle setbacks and failures constructively. Show transparency about your own challenges and the lessons learned from them. Maintain a positive attitude and a problem-solving mindset, even in difficult situations. By sharing your experiences and how you’ve bounced back from failures, you set a powerful example for your team. Your behavior signals to others that it’s okay to make mistakes and that what matters most is how you respond and grow from them.

Der Resilienzfaden, der hier angesprochen wird, ist die Kausalanalyse - die Fähigkeit der Selbstreflexion, also auch den eigenen Anteil an einem Rückschlag zu verstehen, um daraus zu lernen. Im Prinzip also die Grundlage einer guten Fehlerkultur… Dabei geht es darum, die Verantwortung für das eigene Handeln zu übernehmen und aus Fehlern zu lernen. Vielen Menschen fällt das leider immer noch schwer - es werden Schuldige gesucht. Und gefunden. Sich selbst (und anderen gegenüber) Fehler einzugestehen, öffnet jedoch den Raum für gemeinsames Wachsen. Gerade im Unternehmenskontext! Führungskräfte sind dabei Vorreiter und zeigen durch das Eingestehen von Fehlern ihre Stärke! So werden die zu wahrhaft resilienten Leadern.

Supporting resilience within a team means creating an environment where failure is not just accepted but encouraged as a learning opportunity. At Lush Decor Home, we celebrate our wins and lessons from setbacks. I've found that open discussions about failures, without fear of judgment, empower everyone to take risks and innovate. It's also crucial to recognize the resilience shown by team members. Encouragement and acknowledgment go a long way in building a resilient culture.

Supporting resiliency involves providing the necessary resources and creating an environment that encourages recovery and growth. Ensure that your team has access to training and development opportunities that build skills and confidence. Offer emotional and professional support through coaching, mentoring, and open communication channels. Encourage team members to seek help when needed and provide a safety net that allows them to take risks without fear of severe consequences. By fostering a supportive environment, you enable your team to develop the resilience needed to face challenges head-on.

Supporting resiliency involves creating an environment where employees feel safe to take risks and make mistakes. This can be achieved by: Encouraging open communication and feedback. Providing resources and training for personal and professional development. Recognizing and celebrating efforts, not just successes.

Research highlights that the number one factor contributing to improved resilience (and happiness) is genuine human connection. As AI increasingly enters our daily lives, true human interaction and connection become even more important. 🤝 In a work environment, this translates into cultivating meaningful relationships built on trust, empathy, and mutual support. When employees feel deeply connected to their coworkers and leaders, they have a support system to rely on during times of stress or adversity. 💼 A tool that I like to use to demonstrate empathy is asking essentially the same simple question twice, but with a twist: How are you feeling? 🙂 How are you really feeling? 🤔 Try it, I had amazing conversations following up✨

Ein ganz wichtiger Faktor ist das Zulassen von Emotionen - auch in Unternehmen. Damit meine ich nicht, dass jede/r seinen Gefühlen jederzeit freien Lauf lassen sollte und wahlweise ständig in Tränen ausbricht oder herumbrüllt. Sondern die Anerkennung, dass Rückschläge und Krisen etwas mit uns machen. Resilienz wird oft missverstanden als eine Art Rüstung, durch die alles an uns abprallt. Das ist sie mitnichten! Resilienz bedeutet vielmehr, Zugang zu unseren Emotionen zu haben und damit umgehen zu können. Dabei können Führungskräfte Vorbilder sein: indem sie nicht immer sofort Situationen herunterspielen, sondern (sich) eingestehen, wenn sie auch gerade mal mutlos oder traurig sind. Um dann wieder aufzustehen und diese Energie zu nutzen!

I like to say that “clarity is kindness.” Foster a culture of resiliency and learning from failure by setting clear and realistic expectations. Define what success looks like and measure progress. Reward and recognize efforts that show resilience, such as taking risks and learning from mistakes. Offer opportunities for growth through coaching, mentoring, and training. Promote resiliency as a core value, and provide the resources needed for people to build these skills. When you create an environment where clarity and support are prioritized, you empower your team to thrive even in the face of setbacks.

An evidence-based approach can also evolve resiliency, for example via 1) When failures occur, having a structured and evidence-based approach to review and understand the reasons can lead to more concrete learning. 2) Using evidence, organizations can implement specific interventions targeting the areas identified as weak points, enhancing the capacity to withstand similar future challenges. 3) Evidence-based strategies can increase trust among stakeholders, as they see a rational approach to addressing challenges and ensuring continued growth.

Promote resiliency by integrating it into your organizational culture and practices. Encourage a mindset that views challenges as learning experiences and failures as opportunities for improvement. Celebrate examples of resiliency within the team, highlighting how individuals or groups have overcome difficulties and what they learned in the process. Provide platforms for sharing stories of resilience, such as team meetings, newsletters, or internal forums. By consistently reinforcing the value of resiliency, you create a culture where bouncing back from setbacks is the norm.

"Comfort zones are beautiful places, but nothing ever grows there." A major part of resiliency is taking calculated risks and finding comfort in discomfort and learning. - Promote imperfectionism to become excellent. - Cultivating psychological safety within your team makes this process easier. - Encourage a culture where failing fast and often is seen as a pathway to rapid progress. - Focus on coaching each other within the organization, aiming to make the whole team emotionally smarter. Listen to everyone! By fostering an environment where risk-taking, learning, and emotional growth are valued, you build a resilient, adaptive, and high-performing team.

Building a culture of psychological safety is foundational to resiliency. If colleagues feel safe and can trust their senior leaders, they are more willing to take intelligent risks, act innovatively, and to fail in a way that offers lessons that will support the next success.

Leverage resiliency by using the lessons learned from failures to drive continuous improvement and innovation. Encourage your team to reflect on setbacks and identify key takeaways that can inform future strategies and practices. Create structured processes for debriefing after failures, such as post-mortems or retrospectives, where the focus is on learning and growth. Use these insights to make data-driven decisions, improve processes, and innovate. By leveraging resiliency, you turn failures into valuable assets that contribute to the organization’s advancement and success.

Change the narrative around failure. Instead of viewing it as a setback, see it as a valuable source of insight and a stepping stone to success. This involves open and constructive conversations about failures and what can be learned from them.

In today's age of perpetual transformation, resiliency has risen to the top of many leaders' agendas. However, few companies have made resilience an organizational capability integrated into routines and practices. There are 4 main principles for Resilience@Scale: Decentralization (learning from the edges and the periphery); Pervasiveness (all departments should engage in resilience thinking, not just specific functions like risk management); Endurance (a continuous activity, integrated into the organization's routines); Curation (consolidating the learnings from across the organization). For more practical tools, read my contribution to the book “Building Resilient Organizations” (Thinkers50, 2022), the chapter Resilience@Scale.

You foster resiliency by normalizing failure. Let people learn from mistakes. When your subordinates know you have their back, when you help them accept risk, and give them space to screw it up from time to time, they will be less rigid and more likely to spring back from setbacks. Freed from a zero failure culture, people will shoot for the moon and often succeed your wildest expectations.

A few things to consider: Leadership Commitment: It starts at the top. Leaders should model resilient behaviors, showing that they can face challenges head-on, adapt, and move forward. Open Communication: Promote open dialogue about challenges and potential solutions. People should feel comfortable discussing their struggles and seeking help when needed. Provide Training: Offer workshops and training sessions that help employees develop resilience skills, such as stress management, problem-solving, and emotional intelligence.

As a mental health counselor, I am a huge advocate for evidence-based therapeutic interventions that promote resiliency. One such therapy is EMDR. EMDR is a neurological treatment that is particularly effective at helping a person see how their strengths and resources helped them navigate a difficult or even traumatic situation. It helps a person build a positive neural network and access a more adaptive way of thinking. It can help a person reframe a “failure” by acknowledging they’ve tried something and learned from it. A person can begin to understand that they have value and self-worth even if things don’t go according to plan.

As a resilience and mental trainer, I specialize in uncovering the strengths and resources that individuals often already possess but may not be fully aware of. Additionally, resilience is indeed a trainable skill. Yet, I frequently encounter a mindset akin to: 'I want to go to heaven, but I'm not prepared to die for it.' Hence, a significant aspect of my work involves nurturing the motivation and mindset needed to put in the work. Through this, we transform challenges into opportunities for growth.

Scenario testing is a wonderful learning tool. Test everything. If you're passing every scenario test then you're doing it wrong. Combine risks and threats, see how the 2 work together, pull different teams and disciplines in. Failing a scenario is good, it limits the chance of failing when the real thing happens.

there is no pain no Gain In life.. depends on what you want? being as a resilience intervention trainer .. we talk about pleasure to advocate mental health instread of focusing on traumatise for the past. we focus present and heal it with grace. Connect me further if that is something you feel to talk about the resiliency system. have a good one