The right questions provide a guiding hand to your Organisation. They also foster a culture of innovation, agility and adaptability. Quality conversations also build confidence. How important is it to you have these qualities within your companies culture?

How often to you write things down? How often do you engage in a conversation to come out on top and be right? How well do you really listen? These are just some of the considerations when developing Curiosity and Openness.

I define Resilience as "Sprining Forward with Learning" and learning requires openness and curiosity. Openness is one of the Big 5 Personality Traits too.

Just some of the benefits of resilient decision-making are improvements to employee engagement and morale; better adaptability and increased confidence across the organisation. How many more can you think of?

Resilient Decision-Making enables adaptability and agility and provides the little clarity we can in an uncertain world.

Centralised decision-making can foster a “sluggish” organisation. Devolved decision making to the front line enables agility, however, it requires senior leadership to trust their people. How trusted do you feel to make decisions?

How do you make decision now? Remember, habits create permanence, therefore, what do you want to be permanent (and great) about your decision-making approach?

Resilient decision-makers, embody my definition of Resilience, which is “Springing Forward with Learning”. They include others and collaborate as an approach and are open to being challenged.

A Resilient Attitude reduces absenteeism in the workplace, enhances communication and understanding and enables motivation. What else does a Resilient Attitude enable within you?

Building a Resilient Attitude includes nurturing yourself, playing to your strengths, being optimistic and many more. I’ve outlined 10 in this article. Let me know some more….