What do you do if your People Manager lacks resilience in the face of challenges?

When your People Manager shows signs of faltering resilience, it can be a pivotal moment for your team. Resilience, the ability to adapt and bounce back from challenges, is crucial in leadership roles. If your manager struggles, it's important to address the issue with empathy and support. By fostering an environment where resilience is valued and developed, you can help your People Manager regain their footing and lead the team to success.

1 Offer Support

If you notice your People Manager is struggling, offering support is a crucial first step. Approach the conversation with empathy, acknowledging the challenges they face. Encourage them to share their concerns and listen actively. By providing a safe space for dialogue, you can help them feel understood and less isolated. Offer resources or suggest strategies that could help them build resilience, such as stress management techniques or time management tools. Your support can make a significant difference in helping them regain their confidence and resilience.

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Chandni Gupta

Founder- Recruitment Expert @ Bullzeye Consulting | Experts in Leadership & Diversity Hiring
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If a People Manager lacks resilience, I'd provide support and resources for their development. This could involve coaching, training, or reevaluating their role to better match their strengths. Ultimately, resilience is crucial in leadership, so addressing this issue promptly is essential.

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Priya Nair, CIPD

HR Professional with 16+yrs experience I CIPD Level 7
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It's sheer important to foster a culture of support and empowerment. Implement innovative strategies such as resilience training workshops or coaching sessions to equip the manager with the tools and techniques needed to bounce back from adversity. Encourage open communication and provide opportunities for constructive feedback to help them identify areas for growth and development. Additionally, lead by example by demonstrating resilience in your own actions and decisions, inspiring the manager and the team to overcome challenges with confidence and determination.

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2 Encourage Learning

Encouraging your People Manager to engage in continuous learning is a constructive way to enhance their resilience. Recommend professional development opportunities that focus on building leadership and resilience skills. Workshops, seminars, or even online courses can provide new perspectives and coping mechanisms. Learning from other leaders who have faced similar challenges can be particularly inspiring. By promoting a growth mindset, you help your manager see setbacks as opportunities for development rather than insurmountable obstacles.

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Dr. Christina SS Ooi, FCMI

Board Member | PhD in Law | Former CPO | Speaker | Mentor |🎖️2024 Top Voice | Published Author |
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One effective approach to encourage learning is to assign a MENTOR to my People Manager. The role of a People Manager is not an easy one. If he/she is a NEW People Manager, then mentoring definitely helps to "deconstruct" the big picture / targets into smaller actionable steps. Depending on whether the team he/she is managing is a large one, mentoring will also help to point the right direction in terms of delegation responsibilities & how to be an effective manager. The regular mentoring sessions will allow my People Manager to share her grievances in full confidence. The mentor will be his/her greatest critic as part of the on-the-job learning process.

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3 Promote Self-Care

Promoting self-care is essential for building resilience. Remind your People Manager of the importance of maintaining physical and mental health. Encouraging regular exercise, adequate sleep, and healthy eating habits can significantly impact their ability to cope with stress. Additionally, suggest mindfulness practices or hobbies that can provide a mental break from work pressures. When managers prioritize self-care, they are better equipped to handle challenges and lead by example.

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Pallavi Chohda (She/Her/Hers)

Global Talent Acquisition Specialist | HRBP | Stakeholder Management | Employee Relations
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I did encourage to prioritize self-care and stress management - with this you're not only supporting your manager's well-being but also fostering a healthier work environment for everyone on the team.

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4 Foster a Team Culture

Fostering a supportive team culture can also help bolster your People Manager's resilience. Encourage open communication and collaboration among team members. Create an environment where it's okay to ask for help and where successes and failures are shared learning experiences. When a manager knows they have the backing of their team, it can reduce the feeling of bearing the weight alone. A strong team culture promotes shared resilience and can help your manager navigate through tough times more effectively.

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5 Set Realistic Goals

Setting realistic goals with your People Manager can provide a clearer path forward and reduce feelings of being overwhelmed. Work together to prioritize tasks and set achievable milestones. This helps create a sense of progress and control, which is vital for resilience. Encourage them to celebrate small victories along the way, reinforcing their capability to overcome challenges. By focusing on manageable goals, you can help alleviate stress and build resilience incrementally.

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6 Provide Feedback

Providing constructive feedback is another key element in supporting your People Manager's journey to greater resilience. Offer specific, actionable advice on how they can improve their management strategies during challenging times. Positive reinforcement for their efforts to adapt and persevere can also be motivating. Remember to deliver feedback with sensitivity and a focus on growth, as this approach will encourage your manager to continue working on their resilience without feeling discouraged.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What do you do if your People Manager lacks resilience in the face of challenges?

1

2

3

4

5

6

7

1 Offer Support

2 Encourage Learning

3 Promote Self-Care

4 Foster a Team Culture

5 Set Realistic Goals

6 Provide Feedback

7 Here’s what else to consider

People Management

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What do you do if your People Manager lacks resilience in the face of challenges?

1

2

3

4

5

6

7

1 Offer Support

2 Encourage Learning

3 Promote Self-Care

4 Foster a Team Culture

5 Set Realistic Goals

6 Provide Feedback

7 Here’s what else to consider

People Management

Rate this article

Thanks for your feedback

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