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 great Line Manager relationship creates, builds and enables Resilience in both people as well as the relationship itself. You will need ot show some vulnerability which will enable your growth and personal devleopment. Your people’s engagement and efforts will increase too.

A quality Line Manager relationship is vital for your Resilience, happiness and wellbeing. A line Manager that role models being a Resilient Leader will contribute well to this. A poor Line Manager will not.

Actually carrying out and implementing Resilient Leader behaviours will lead to clarity in uncertainty, a balanced attitude and a happier team - what’s not to like about that?!

How much time and effort are you actually spending on building and growing your Resilience Behaviours? How often do you spend time on nurturing your relationships or honing your problem-solving skills?

How much enrgy and enthusiasm do you bring to work each day, as a Leader? How often do you volunteer you and your team for the difficult challenges? These are just two of many behaviours that a Resilient Leader demonstrates.