Leadership Guidance for Fostering Resilient Teams in Challenging Times.

What is Resilience?

For a long time, I thought resilience meant being able to let things roll off your back. The conventional wisdom tells you to stay upbeat and see the bright side, no matter what. But this definition can set us up for failure. It’s impossible to be happy all the time or to never feel bad emotions. In fact, negative emotions are an important part of being human. For example:

• Sadness brings you closer to those you love
• Anxiety prompts creative problem-solving
• Guilt helps you change negative behaviors
• Jealousy keeps us humble
• Fear keeps you safe
• Disappointment helps you learn from past experiences
• Anger propels us forward

These emotions, while uncomfortable, are healthy. They help us grow and thrive – and be human!

During the COVID pandemic, I took the time to interview over 100 leaders to answer a simple yet profound question: What is resilience, and how does it show up during times of crisis and uncertainty?

What I learned through these conversations is that resilience is the ability to acknowledge, experience, and work through adversity and negative emotions in order to learn and emerge stronger.

The more resilient we are, the faster we can move through adversity and return to stability—without letting negative emotions grip us for too long.

But here’s the key: resilience is unique to each individual. It is shaped by our identities, background, life experiences, and personality. A leader can’t always know exactly what it takes for someone to be resilient, but they can create environments where resilience—like all forms of diversity—can thrive.

Resilience as a Dimension of Diversity

Think of resilience as another dimension of diversity. It’s not a one-size-fits-all approach. Everyone’s “resilience set point” is personal, and that’s where leadership becomes essential. As a leader, you can never fully understand what someone needs to build their resilience, but you can create an environment where resilience can grow.

This is where belonging comes into play.

Leaders can foster workplace cultures of belonging, and there is compelling evidence that belonging boosts resilience and overall wellbeing. Why? Because belonging—the human need for connection and acceptance—forms the foundation for our sense of self-worth and self-esteem. And these are essential ingredients for resilience.

How to Foster Belonging for All Resilience Set Points

Resilience and wellbeing at work are deeply tied to a sense of belonging. When employees feel connected, comfortable, and that their unique contributions are valued, they’re better equipped to navigate challenges, manage stress, and thrive.

As a leader, you can strengthen your team’s resilience by investing in The 3 C’s of Belonging:

1. Connection – Building relationships so employees feel understood, accepted, and supported both personally and professionally.
2. Comfort – Creating an environment where employees feel safe speaking up about struggles, reducing stress and promoting mental resilience.
3. Contribution – Valuing employees’ efforts and understanding that everyone has different needs to do their best work, increasing purpose and motivation.

Here are a few ways to integrate these into your leadership approach:

• Use 1x1s to understand employees’ resilience set point over time. Ask questions like: “Over the past few months, how have you been managing your workload and stress?”
• Make general check-ins a habit. Regularly asking about wellbeing—not just work—shows employees their health matters. For example: “How are you feeling lately?”
• Acknowledge visible signs of stress. Noticing changes in behavior helps employees feel seen and supported. Example: “You seem a bit quieter than usual—everything okay?”
• Check in on emotional wellbeing. Reinforce that people matter beyond their output: “How are you feeling overall, aside from work?”
• Follow up after difficult conversations. Reaching out again shows genuine care: “Last time we spoke about the challenges with [project], how are you doing now?”

The Challenge of Prioritizing Belonging and Resilience

Here’s the challenge—no leader would argue with the importance of fostering resilience and belonging. But daily pressures—too much work, constant change, long hours, and looming deadlines—can make it hard to keep these priorities top of mind.

So here’s my advice: think of resilience as a core professional competency.

When you and your team are resilient, you’re better equipped to weather the storms that come your way. So, invest the same energy in strengthening resilience as you would any other core competency—whether it’s communication skills, business acumen, or time management.

By intentionally fostering a culture of belonging, you’re creating an environment where resilience is nurtured. And as your team becomes more resilient, they’ll be better equipped to face challenges, adapt to change, and succeed in the long term.

Bottom Line

Resilience is personal, yet it is something that leaders can universally foster in their teams. By prioritizing belonging and creating an environment where connection, comfort, and contribution thrive, you set your team up for success, not just in overcoming adversity, but in growing stronger through it.