Building Resilience in the World of Work

Transcription

1 Building Resilience in the World of Work October 27, 2015 Today s Speaker Lisa Bull Director Employee and Manager Development, Ceridian HCM Designs, develops and delivers training programs for a wide variety of corporate, government and not-for-pr ofit organizations. Experience in broadcast communications, organizational safety, EAP and Training and Development Oversees a national network of over 100 training consultants and is responsible for the design and delivery of employee and manager training programs for Ceridian s North American employees Diploma in Broadcast Communications, a Bachelor of Arts degree and an M.Ed in Educational Psychology. The world is becoming turbulent faster than organizations are becoming resilient Gary Hamel 1

2 WHAT IS RESILIENCE? Defining Resilience Ability to return to original form after being bent, compressed, or stretched out of shape Group of attitudes and skills that help one build on stressful circumstances Human ability to recover quickly from disruptive change, illness, or misfortune without being overwhelmed or acting in dysfunctional ways 5 Resilience is not something you do, it is something you are. Dr. Erica Seville 2

3 Personal Resiliency vs. Organizational Resiliency INDIVIDUAL Cope well with high levels of disruptive change ORGANIZATIONAL Able to achieve core objectives in the face of adversity Bounce back easily from setbacks Improves speed and ability to manage crisis effectively Sustain good health and energy when under constant pressure Seek out new opportunities even in the time of crisis Overcome adversities Evolve in response to the complex system within which the organisation operates Limit dysfunctional behaviours The Resiliency Advantage Al Siebert, PhD Building Organisational Resilience Resilient Organisations Program, New Zealand INDIVIDUAL RESILIENCY The Speed of Change 3

4 Stress Acute Stress Chronic Stress Disruptive changes in routine or circumstances Time limited Clear parameters Ongoing disparities between what you want and what you get Total Stress Level = Amount and intensity of combined level of your acute and chronic stress 10 The Productivity / Stress Curve Productivity Bored Optimal Overload Stress Physical Cost of Stress Short Term Senses become more acute Endorphins released Blood diverted from digestive tract Sugar released into blood stream Long Term Migraines Less endorphins, more pain Stomach issues Mood swings, sugar issues 12 4

5 Strain Refers to the experience of living with prolonged fight or flight" response Internal effect of external stressors Wear and tear diseases such as heart disease, cancer, obesity Impacts performance in all areas of life 13 Factors Contributing to Individual Resiliency 01 ATTITUDE OF COMMITMENT Helps you engage fully You re committed for the importance of your job, your family, and all your pursuits Involvement for you = meaning and fulfillment 02 ATTITUDE OF CONTROL Enables you to take direct, hands-on action and enable change Helps you believe that stressful changes are important enough for you to influence 03 ATTITUDE OF CHALLENGE Lets you embrace change as a normal life process Allows you to take an unbiased view towards change Keeps you motivated in the face of stressors Helps you learn from disappointments 14 Strategies for Building Resiliency Have a positive outlook Take care of yourself Develop curiosity Ask for support Focus on what you can control Study other resilient people Have a support network Use problem-solving skills 15 5

6 ORGANIZATIONAL RESILIENCE Factors Contributing to Organizational Resiliency TRUST Communication Honesty INVESTMENT Learning culture Succession planning Te ch n o lo g y Preparing for the recovery ENGAGEMENT / CULTURE Health & Wellness programs Leadership effectiveness 17 In a fast-paced, continually shifting environment, resilience to change is often the single most important factor distinguishing those who succeed from those who fail Managing at the Speed of Change, Darryl Conner Ceri di an HCM, In c. Al l Rig hts Res erve d. 6

7 Building Organizational Resiliency - Toolkit COMMUNICATION STRATEGY Open and honest Top-down, bottom-up Variety of formal and informal ( , face-to-face, town halls, newsletters, etc.) ORGANIZATIONAL RESILIENCY EMPLOYEE & MANAGEMENT PERSONAL & PROFESSIONAL GROWTH PLAN Res ilienc y Managing mental health issues Performance management/goal setting 19 CHANGE LEADERSHIP STRATEGY Healthy approach to change Ability to understand,prepare and predict for the inevitability of change RESOURCE INVENTORY Existing to maximize or those you can buy that wil make a positive impact: Employee Programs Wel l ness Benefit Plans & Family Assistance Of f er i ngs Employee Recognition Programs Existing Learning & Development Opportuni ti es & Mentorshi ps ONGOING RECRUITMENT OF TOP TALENT Resilient, hardy employees wither in nonresilient organizations and are vulnerable to poaching Rev iew c ompens ation and ways to increase non-cash rewards Resilient Organizations The Impact HIGHER ENGAGEMENT BETTER HEALTH RESILIENT INDIVIDUALS LESS STRESS IMPROVED MORALE 20 Resilient Organizations The Impact Organizations with engaged workforces: 44% 50% 50% MORE PROFITABLE By as much as 44% MORE PRODUCTIVE By as much as 50% BETTER CUSTOMER LOYALTY By as much as 50% Have reduced turnover and absenteeism rates Are more innovative and creative 21 Workplacewellness.com 7

8 Ceri di an HCM, In c. Al l Rig hts Res erve d. 8