Seven Ways To Make Your Work Culture More Resilient

By Christopher Tarantino, the award-winning CEO/founder of Epicenter Innovation & an international speaker on human-centered innovation.

In a world where the business landscape is constantly evolving and the challenges we face outside our work are becoming increasingly unpredictable, it has become essential to develop innovative solutions and cultivate a resilient work culture. Having spent nearly a decade in the resilience-building space through emergency management consulting, I’ve gained valuable insights into making work and culture more resilient. This kind of “resilience-first” work culture is one that not only adapts to evolving circumstances but also thrives in the face of adversity. By prioritizing resilience and fostering an environment that values creativity and new ideas, organizations can equip themselves to tackle challenges head-on and forge a path to success. In this article, I will explore the significance of a “resilience-first” work culture and provide you with seven practical strategies to build such a culture within your organization.

Before discussing those strategies, let’s establish some context for what a “resilience-first” work culture is. A “resilience-first” work culture entails the deliberate integration of resilience into processes, programs and values. By making resilience a core belief of your business, you send a powerful message that facing adversity and bouncing back from it are top priorities.

So how can you build this kind of work culture? Here are seven effective strategies to consider:

1. Invest In Internal Training

Building a resilient workforce begins with providing employees with the necessary tools and skills to navigate uncertainties. Invest in robust internal training programs that equip individuals with the knowledge and abilities they need to adapt and thrive in changing circumstances. This could include workshops, seminars, assessments or online courses focused on resilience-building techniques and strategies.

2. Encourage Peer-To-Peer Learning Circles

Foster a culture of continuous learning by encouraging employees to participate in peer-to-peer learning circles. These informal groups provide opportunities for individuals to share experiences, insights and strategies for overcoming challenges. By leveraging the collective wisdom within your organization, you can facilitate the development of a resilient mindset across teams. One way to do this is through a book club. In our own history with book club circles, we have never required the reading to be part of the conversation. This has proved to be beneficial because of the diversity of ideas that flow in the conversation.

3. Facilitate Regular Internal Working Sessions

Organize regular internal sessions where employees can discuss their work, communication styles and challenges openly. These sessions can take various formats, such as team meetings, brainstorming sessions or feedback circles. By encouraging open dialogue and constructive feedback, you can create a supportive environment that promotes resilience and collaboration. One way that Epicenter Innovation likes to organize these meetings is by collectively reviewing the outputs of assessments that we are all required to take. It’s a way to dive deeply into each other’s preferences and ways of communicating, and no one should be exempt from the exercise. We call it a “culture pulse.”

4. Implement Learning Reviews

Establish a cadence for “learning reviews” within your organization. These reviews provide a platform for anyone to bring forth new technologies, processes or ideas and discuss their potential implementation. This strategy differs from a peer-to-peer circle in that a learning review’s purpose is to determine whether a strategy or technology is worth adopting or implementing, whereas the peer-to-peer learning circle is a peer-driven knowledge-sharing gathering. Our structure for learning reviews at Epicenter Innovation includes a designated leader for each meeting, a detailed agenda for the group to follow and a discussion facilitated by that week’s leader on the subject. For example, you can bring new technology to learning reviews. A leader can bring in an outline that explains the new technology and facilitate a discussion around its benefits and drawbacks.

5. Embrace Radical Transparency

This is easier said than done, as this concept can sometimes be a little abstract. But to start, embracing radical transparency involves open and honest communication at all levels, where information flows freely and decisions are made collectively. This level of openness promotes resilience by ensuring everyone is on the same page and can collectively navigate challenges with a shared understanding. It also encourages individuals to contribute their unique perspectives, fostering a culture of collaboration and innovation. We’ve made sure that in our weekly 1:1s, we provide multiple ways to submit feedback. This kind of infrastructure embraces radical transparency by giving folks as many opportunities as possible to bring up issues or questions through multiple avenues of communication.

6. Foster Psychological Safety

A resilient work culture thrives when individuals feel psychologically safe to take risks, share ideas and voice concerns without fear of judgment or reprisal. Start by encouraging open communication, active listening and empathy within teams. By fostering an environment of psychological safety, you can create the conditions necessary for innovation, problem-solving and collective resilience.

7. Lead By Example

Building a “resilience-first” work culture starts at the top. Leaders must exemplify resilience in their actions, decisions and responses to challenges to motivate employees to adopt the same attitudes and behaviors. One way to do this is for leaders to be responsible for certain things that are on the same level as their employees. For example, if employees have “one metric that matters” that measures their success in their position, the leader should have a metric as well. It’s a great way to ensure honesty about potentially difficult numbers, and it puts the leader on the same playing field as their employees.

This list isn’t exhaustive, but it will hopefully help get you started thinking about making your organizations and teams more resilient. Investing in a “resilience-first” work culture will not only enhance your organization’s ability to adapt and overcome obstacles but also empower your employees to reach their full potential and contribute to long-term success.