Earlier this year I wrote an article about Resilience at Work. This was several months before the true impact of Covid-19 was felt in the UK. Since then people and organisations have been on a bumpy rollercoaster ride of twists and turns, navigating what is frequently being referred to as a VUCA world – a military acronym standing for volatile, uncertain, complex and ambiguous.
As we approach the latter part of 2020, my HR work with local businesses has caused me to reflect on organisational resilience and how an organisation’s ability to bounce-back from adversity will play an increasingly important role in determining which enterprises prosper in 2021 and beyond.
Cornelius Holtorf, an archaeology professor at Linnaeus University in Sweden, described cultural resilience as the capability of a cultural system “to absorb adversity, deal with change and continue to develop”.
But how do you go about creating a resilience culture in your organisation?
I’m afraid there are no quick fixes, as organisational resilience relies on lots of strong internal and external interconnections, good communications, as well as co-operation.
However, I have put together the following questions to help highlight areas you might need to bolster or strengthen, to develop the right kind of resilience:
Remember that resilience is not established with a single initiative but needs to be developed as part of a wider-reaching, blended programme. My hope is that these questions will help you move in the right direction, enabling you to weather the current and future business and employment challenges that lie ahead.
Best of luck
And … if you want to work towards an ISO standard, yes, there is one for resilience called: ISO 22316: 2017 Security and Resilience – it focuses in on 9 attributes associated with a resilient organisation.