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Build a Resilient HR Organization

Equip HR with the resilience techniques needed to support themselves and the organization.

  • Building resilience is incredibly complex. It involves the intersection of individual mindsets and behaviors that are impacted by work factors and personal factors. Many of these factors are outside the organization’s control.
  • Mindsets, a key aspect of resilience, are very difficult for the organization to directly impact. To add to this complexity, it's very hard to separate resilience and wellbeing.

Executive Summary

Critical Insight

  • Work resilience is not just something you’re born with: it takes awareness and effort to develop.
  • HR teams must recognize the importance of building their own resilience and ensure they are actively practicing resilient behaviors to help meet the many demands of the role and the organization.

Impact & Result

  • Focus on the three key behaviors that are connected to workplace resilience: activate networks, learn to learn, and be flexible.
  • Develop a collection of resilience techniques that HR team members can access to develop and practice resilient behaviors in the workplace.

Research & Tools

1. Define the HR department’s resilience needs

Define the current state of resilient behaviors among HR and determine resilience needs.

2. Select resilience techniques

Identify resilience project goals and metrics, select resilience techniques, and validate them with key players.

3. Prepare to launch

Decide how to introduce the resilience techniques to the HR team, and make a plan to monitor and iterate on the techniques.