Resilience is important in both personal and professional growth, especially for young staff. As a leader, you have the opportunity to grow this quality in your team. Opportunities like guiding them to bounce back from challenges and thrive in their roles. But building resilience isn't about hardening people to the difficulties they face. Building resilience is about encouraging them to approach adversity with empathy.
This doesn’t mean shielding them from hardship, but rather walking alongside them as they negotiate challenges. You can help develop resilience by demonstrating that it’s okay to experience setbacks. These moments are opportunities for them to learn and grow.
By showing understanding and compassion, you're helping them to cope with stress and learn how to respond to others in a supportive way. When young staff see that you're invested in their well-being, they are more likely to invest in their own resilience-building journey.
Let’s take a look at some actionable steps to build resilience in your team:
Encourage Reflection After Challenges: Reflecting on experiences, both successes and the struggles is important. After a challenging situation, encourage your staff to reflect on what they learned. Ask open-ended questions like, “What was the most difficult part for you, and how did you manage it?” or “What would you do differently next time?”
Create a Safe Environment for Risk-Taking: Young staff are more likely to build resilience when they feel safe to take risks without fear of harsh judgment. Encourage them to step outside their comfort zones by offering opportunities for creative problem-solving. They can take on some new responsibilities or step into different types of leadership roles. Let them know that mistakes are part of the process and that you’re there to support them through trial and error.
Normalize Vulnerability: It’s okay to admit when you don’t have all the answers or when you’re feeling overwhelmed. Share examples of your own challenges to demonstrate that vulnerability is a strength and not a weakness. When you normalize open conversations about mental health and stress, you help your team see that asking for help is a sign of resilience, not failure.
Provide Consistent Emotional Support: Being there for your staff is critical. Make time for regular check-ins. These check-ins should not just be about their work, they are also time to check in about their overall well-being. These moments together can build trust and allow your staff to express concerns. Small gestures, like sending a note of encouragement to them that acknowledge their efforts can make a big difference. Handwritten is best!
Building resilience in your young staff isn’t about making them stronger in the face of adversity. It’s about helping them understand that setbacks are part of life and that their ability to bounce back will ultimately make them better individuals. By leading with empathy and fostering an environment of growth, you’re not just building resilient staff, you’re shaping future leaders who will pass on these same values.
By applying these strategies, you’ll create a supportive and empowering space where your staff can learn to face challenges with courage, compassion, and confidence.
