How can you measure team resilience in a fast-paced work environment?

Talk to your team as a supportive leader not as a bossy boss. Instruct and contribute, don't command and order. Ask them if they are ok? What do they need? What are their hopes and ideas? Reinforce positive and fair competition not negative jealousy competition. Forms and paper work is to be done later on!

When it comes to resilience it is important for the team to have the same understanding and more importantly evaluate the situation in the context of the condition. splitting the responsibilities but also you need to be able to ask for help. Openness creates the environment of trust, and as resilience is directly linked with mental well-being, every great mind can nourish and represent greater resilience when the trust is there and if they know how to bend together and respond all the VUCCA situations. So all in all the way to measure is; - Have a map of competencies - Check if the trust is there - Assess the conditions per task and calibrate it from 1-10 - Keep the feedback loop open to switch from performance zone to performance

I have managed teams both big and small over the last 25 years, and during this time I have learnt that not all people respond in the same way. It is important to treat people as individuals while always remaining fair to the team and resilience is born out of good team morale. When people feel seen and valued, they trust in their leaders and this fosters an environment where change is welcomed. Working with your team is imperative. They are the people in the trenches and it is their opinions and observations that help to form best practice. Listening and understanding are key. As a leader you are there to provide support and guidance to ensure challenges are met with optimism and flexibility, and this builds strength and resilience.

Focus on the positives! Find the good in the bad experiences. Let the intents of your meetings/discussions be strictly focused on one thing only - the good, positive, honorable aspects of previous experiences. That works like magic!

In addition to what's been said about measuring team resilience, I've found that how you collect feedback and data matters just as much as what you collect. For instance, using methods like surveys and focus groups is good, but real-time data tools can be really powerful and provide some interesting results? The time you collect data from team members, managers, or customers is crucial. There’s something called the 'recency effect.' Ask someone how they're feeling right after a team win, and you'll likely get a resilience score that's sky-high. I have often opted for random timing to capture a more accurate read. Another point to consider is anonymity. People may hold back if they think their responses can be traced back to them.

This is like checking the temperature or taking a pulse. To know how a team is doing, you need to gather information, just like a doctor would. Surveys or interviews can be tools to "check" the health of a team's resilience.

One way to measure resilience is through using validated scales. But the problem with these is that they take time to complete, which means you use them once. You can also use biometric indicators from wearables to measure if resilience increase or decrease. Most importantly, you should look at the trend in core measures like heart rate variability and reating heart rate. If HRV goes up and RHR goes down, physiologically, the groups resilience has increased.

A way I measure resilience within the team is based on behaviors: - Individuals seems more isolated and working in silos - More work after hours - No communication with the management and colleagues; When we look more in-depth, we realize that their are tools that can facilitate everyone work that aren't being used, and people fall back. It seems no one wants to ask for help or is willing to try to improve themselves and learn more skills; especially after periods of more adversity. Changing the sense of competition to teamwork in challenging; and show need to improve resilience within a team.

Data makes you intelligent. Stay sensitive to the reactions of people and your business' performance on every new experience - both good and bad. A data-sensitive manager makes is a sensitive manager. A sensitive manager breeds timely reactions that lead to growth.

Once you've gathered all the information, you need to understand what it means. It’s like piecing together a puzzle. The more pieces you have and the clearer the picture becomes, the better you can see where the gaps or issues are.

Think of analysis and interpretation as the reflective/meditation process of the business. A time of reflection/meditation is the only way to mine the gold within. Go for gold! It's precious... especially in business, it can make all the difference you need.

Interpreting the results is like reading the team's emotional pulse. When they respond positively to setbacks, adapt to change and also support each other, it's a sign of strong resilience. However, if they struggle, resist change, or experience high stress without effective communication, it's like finding areas in need of a little emotional first aid. These insights help us guide the team towards becoming more emotionally resilient and better equipped to face challenges together.

Once you've gathered data under different conditions, you're ready to study how various problems affect your team. The more consistent you are in data gathering, the more precise forecasts you can make when a stressful period is approaching (and plan solutions accordingly), or the faster you can react to sudden complications. This process is continuous, but along the way, it will be easier to implement it, and you will get much more accurate results and relevant solutions.

Continuando con el ejemplo de las reuniones en grupos pequeños, si se van anotando los puntos de mejora, las sinergias que se van generando en el equipo, así como las experiencias de aprendizaje obtenidas en cada situación, se puede realizar comparativas entre una reunión y otra para ver si estos siguen siendo similares (lo que indicaría una necesidad de cambio mayor) o van variando con las circunstancias (que indicaría una buena adaptación del equipo)

The strength of your actions is in the insight you gain. If previous points are done well, the fire to execute will be sparked naturally.

After checking the team's "health," it's time to make a plan to make them even stronger. Think of this like a workout plan; after identifying weak areas, you make a plan to strengthen them. And just like with exercise, it takes regular check-ins to see improvement.

Absolutely, building team resilience is like nurturing a plant; by creating a plan, providing the right training, checking in regularly, listening to feedback, keeping an eye on key indicators, adapting when necessary, and celebrating small victories. It's a long-term journey of growth together and it must be continuous

Implementing a successful strategy to boost your team's resilience is a never-ending journey. However, it all depends on your consistency in monitoring the current status and the quality of your data. The better you get at those two, the easier it will be to find the right solutions to problems.

Una vez que se comparan los datos de las diferentes situaciones y se obtienen los puntos a mejorar, se pueden elaborar planes de acción, individuales o colectivos en función del punto a mejorar (formativos, relacionales, etc) para que el equipo aumente su sensación de pertenencia, sus conocimientos para afrontar las diferentes necesidades que se les plantee, así como mejorar las sinergias entre los integrantes del equipo.

Absolutely! Each team is like a unique tapestry, woven together with different personalities, cultures, and dynamics. And you're right, resilience is a continuous journey that's built not only during tough times but also through celebrating successes and learning from experiences, both positive and negative. It's all part of growing and strengthening as a team. Keep embracing the journey! 🌟😊

A resilient team is a team where each team member is listened to, and taken into account. A team where every person and their contribution is valued and recognised. A team where people are not pitched against one another. Where mistakes are accepted as part of the journey as learnings. An atmosphere where generosity reigns and where everyone is working to reach the company's goals. Where decisions are not about power but about becoming what we want to be next as a team. Measuring these factors is possible, although reality is almost always better experienced through observation. For example, data can be falsely biased in companies with a marked hierarchy if workers feel their job security or status might be threatened.

In my experience as a leader in an forever changing real time and fast passed environment I’ve come to realise that the most important thing is to listen more .Having your ear on the ground through continuous engagement with the employees helps you get more insight in what drives and motivates them ,the reason they do what they do “why” and the resources they need and do follow up on all of the above mentioned.People will stand any conditions provided that you show them that you care and that you provide them with the support and empathy towards their professional and personal life . Each person is motivated by something different and being able to remind them and constantly hold them accountable will help with keeping the eye on the goal.

Sometimes we need to focus not only on the candidate's effort, but also we need to consider the surrounding environment such as the project manager, the direct manager, work place condition and even the transportation means. Such elements have its effect on the candidate's resilience & his ability to maintain it as high as possible.

Just like every person is different, every team is different too. It's essential to consider the unique personalities, cultures, and dynamics of each team. Also, remember that resilience isn’t just built during tough times but also during the good times. Celebrating successes, big or small, and learning from both positive and negative experiences can go a long way in building a team's resilience. It's a journey, not a destination!