A RESILIENT ORGANISATION DOESN'T NEED A WELLBEING STRATEGY.
IT ALREADY HAS ONE BUILT IN.
When resilience is embedded across every level of an organisation — individual, team, and culture — performance becomes sustainable, not fragile. Russell helps organisations get there.
FREE DIAGNOSTIC
NOT SURE HOW RESILIENT YOUR ORGANISATION REALLY IS?
Find out in two minutes.
Most organisations discover their resilience gap when change hits. Russell's free Resilient Organisations Diagnostic gives you an honest read across all seven dimensions of The Resilience Wheel - so you can see where performance is genuinely sustainable, and where the next wave of change is most likely to create pressure.
7 questions · ~2 minutes · Instant result · Free
No sign-up · No sales pitch · Just clarity
IF YOU DO NOTHING
Organisations that don't know where their resilience is fragile tend to find out at scale - through turnover, disengagement, and change initiatives that cost far more than they should.
IF YOU FIND OUT NOW
A clear read on where you are is the foundation for everything else. Without it, you're investing in resilience without knowing where the return will be highest.
THE PROBLEM
ORGANISATIONS ARE INVESTING IN WELLBEING. BUT THE CULTURE ISN'T CHANGING.
The problem isn't the absence of wellbeing programmes. It's that those programmes treat symptoms rather than building the structural resilience that prevents them.
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Sticking-plaster fixes
Yoga on Tuesdays. Mental health days. An EAP nobody uses. Wellbeing initiatives that don't address how work is actually structured and led.
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Uneven resilience
Some teams thrive. Others are burning out. The organisation can't see the whole picture - or doesn't know how to act on it systematically.
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Culture that doesn't hold
Restructures, leadership changes, and sustained pressure erode culture faster than it can be rebuilt - unless resilience is woven into how the organisation operates.
THIS PAGE IS FOR YOU IF…
You are a C-suite leader, HR director, or senior leader thinking at the level of the whole organisation — not just one team or one person. The central question here is: does this organisation function cohesively and resiliently as a whole? This is Russell's broadest scope of work, involving multiple touchpoints across the organisation.
ORGANISATIONAL RESILIENCE, BUILT SYSTEMATICALLY.
Organisational resilience isn't a culture day or a wellbeing strategy bolted onto the side of a business. It's a set of interconnected capabilities - built at every level, from individual leaders through to the systems and structures they operate within. The Resilience Wheel provides the framework.
Click each section to explore how that element shows up at organisational level - and what it costs when it's missing.
THE APPROACH
THREE INTERCONNECTED LEVELS, ONE COHERENT PROGRAMME
1
Assess
Russell uses the Resilient Organisations Diagnostic to establish a clear baseline across individual, team, and organisational levels.
2
Intervene
Targeted work at each level - from senior leadership coaching to team facilitation to organisation-wide frameworks - delivered in sequence.
3
Embed
Resilience becomes part of how the organisation operates - not a programme that ends, but a permanent shift in culture and capability.
THE MODEL
RESILIENCE WORKS FROM THE INSIDE OUT.
The problem isn't the absence of wellbeing programmes. It's that those programmes treat symptoms rather than building the structural resilience that prevents them.
LEVEL 1
Individual Resilience
People who understand their own resilience — through the Resilience Wheel — lead themselves better. They manage energy, adapt to change, and bring purposeful thinking to their work rather than reactive coping.
LEVEL 2
Team Resilience
Resilient individuals in a dysfunctional team underperform. Russell builds the collective dynamics — psychological safety, shared purpose, genuine connection — that allow teams to hold together and perform under sustained pressure.
LEVEL 3
Organisational Resilience
The culture, systems, and leadership behaviours that make resilience a permanent feature of the organisation — not dependent on a single leader or programme. This is where lasting change lives.
OTHER WAYS TO WORK WITH ME:
RESILIENCE IS NOT A SOFT INVESTMENT
The research is unambiguous. Organisations that build resilience systematically demonstrate better performance, higher retention, and stronger recovery from disruption.
1100%
ROI from the Cooplands leadership programme — £500k in demonstrable business value
70%
Of a person's answer to "how are you?" is determined by their relationship with their line manager
40%
Of variance in individual resilience is explained by organisational support (per 2022 research)
20%
Reduction in sick days following resilience coaching and support in NHS Resilience Hub programmes
Who you'll be working with
Resilient Organisations work involves the whole system - strategy, culture, leadership and people. Each practitioner brings a distinct specialism. Together they cover the full span of what lasting change actually requires.
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RUSSELL HARVEY
RESILIENCE & LEADERSHIP
Russell has spent over 20 years in learning, leadership and organisational development, with 18 years focused specifically on resilience. With 6,000+ hours of executive coaching to board level, he has worked with organisations including AB World Foods, Kerry Group, Novartis AG and the NHS. He brings the resilience framework, the coaching depth, and the evidence base that underpins the whole programme.“A resilient organisation doesn't need a wellbeing strategy.“
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KASH HAROON
ORGANISATION DEVELOPMENT
Kash has over 20 years' experience inside complex public sector organisations — not passing through, but holding leadership roles and navigating political environments. Founder of Intelligent OD Ltd, his work spans leadership development, inclusive leadership practice, culture transformation and executive coaching. He is also a Senior Teaching Fellow at Liverpool John Moores University Business School."Resilience isn't a personality trait. It's something organisations either design for or fail to."
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CHRISTINE SIMMS
STRATEGY
Christine is an independent strategy consultant with extensive experience developing and implementing business strategy in senior and global leadership roles. A graduate of the University of Warwick and holder of an MBA from the University of Bradford, she brings strategic clarity to the resilience work — helping organisations identify where change will have the most impact and building the coherent direction needed to sustain it."Strategy sets the solid foundation for growth. Without it, even the best development work loses direction."
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CHRIS MALINGS
FACILITATION & OD PARTNER
Chris is an OD Practitioner with over 25 years' experience in facilitation, coaching and consulting across local government, the NHS, education, police and the private sector. His career also spans HR business partnering, learning and development, and front-line operational leadership. He believes sustainable change comes from working with organisations, not doing things to them - in an environment of high support, high challenge and high trust."Everyone deserves to be in an environment where they can thrive and be the best they can be."
How to Build a Resilient Organisation
Listen as Christine Simms and myself cover what can help you build your Organisational Resilience by listening to season 2 of my podcast
“By working with me, both I and my team have really benefited from improved clarity around our roles and responsibilities. Our project portfolio is now being delivered at least 20% more effectively.”
“Russell worked with 50+ people across the organisation. He has a great ability to understand requirements and adapt to meet needs — balancing support and challenge to push people beyond their comfort zone.”
Where resilience shows up in the day-to-day - recent thinking on organisational resilience.
WHAT A RESILIENT ORGANISATION LOOKS LIKE
These are the outcomes teams consistently report after working with Russell.
WHAT STAYS THE SAME IF NOTHING CHANGES?
An Organisation that doesn't function resiliently doesn't just underperform — it drains the leadership, loses its best people, and becomes increasingly difficult to turnaround the longer the problems are left unaddressed.
Team and Organisational Resilience isn't a nice-to-have. It's the difference between an Organisation that holds together under pressure — and one that fractures.
READY TO BUILD AN ORGANISATION THAT HOLDS TOGETHER?
Start with a conversation about your team's specific situation.
Real optimism isn't toxic positivity, it's grounded in both what's good and what's genuinely difficult. Russell closes the series looking at how leaders balance the two, and why a coaching culture underpins nearly everything a resilient organisation needs.