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Resilience training vital for more than just high pressure workplaces

In light of recent reports of resilience training being offered to civil servants to cope with criticism, the talent management consultancy has called for organisations to build this element into all staff training programmes before high pressure or high risk situations arise, or risk losing top talent.

Research indicates there is a direct correlation between top talent losses and stress, with a recent Korn-Ferry study reporting that 90% of leaders were let go due to physical or mental conditions that impaired their leadership effectiveness.

Seren Trewavas, principal consultant at a&dc, explains, “Whitehall’s resilience training is a lesson for all businesses on the importance of equipping employees with the skills to succeed and thrive in everyday working environments. But, while the introduction of this training is a direct result of the recognition of the  stressful arena employees are operating in, the pace of change in this VUCA (Volatile, Uncertain, Complex and Ambiguous) business world means cultivating resilience among the workforce is a vital part of employee retention and development strategies at all levels.”

Despite arguments that resilience is a trait you are born with, a&dc believes it can in fact be cultivated, as Trewavas explains, “It’s true that resilience is complex and, as our long term research shows, involves a mix of personal characteristics, rather than just one dimension. These characteristics are made up of attitude, mindset and behaviours that can all be developed – in any individual, at any stage of their career. Interventions include resilience questionnaires, workshops, workbooks, coaching and ongoing development plans, and can also be part of wider internal programmes, such as creating an engaged workforce. Talent management teams need to recognise that developing individual resilience will benefit the organisation as a whole and, ultimately, will have a positive effect on the bottom line.”


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