What is resilience?
Resilience is a skill that helps us harness our inner strength and resources to cope with stress, traumatic events, setbacks, adversity, and hardship. It is what determines whether we fight through a difficult situation and grow, or whether we surrender and let those difficulties defeat us. It does not suggest thinking how to “grin and bear it”, resisting change or finding ways to keep away from obstacles. It’s much more about reframing thought patterns and learning to tap into a strengths-based approach to work through obstacles.
As COVID-19 is being circulated by global news, we have all been experiencing a rollercoaster of emotions including anxiety, instability, and worry. During current times of uncertainty, it is even more crucial that we build our resilience. Mental resilience means managing unsettling emotions by first calming the mind. A calmer brain will always be more connected, communicative, and creative.
The good news is that this skill can be nurtured and trained. No universal formula exists as to how it can be developed as it is both complex and personal. It requires a combination of inner strengths and outer resources like, for example, developing an understanding of internal control. This will help us act as problem-solvers instead of victims of circumstance. When we learn that it is possible to control our responses and the outcomes of our decisions, a more capable and confident self emerges.
Resilience in the workplace in times of crisis
The COVID-19 crisis currently presents a test of resiliency not only on a personal level but also in the workplace. Working remotely may prove to be a new challenge for some businesses and employees. Some of them may have never provided telecommuting options to their employees before which initially may cause stress and confusion. Working from home might also mean that employees are at risk of never “switching off” or failing to find time for productive work. Neurodiverse employees might end up not having access to equipment or workplace adjustments available to them in their new remote work environment.
Employers should be keen to consider these challenges and find ways to proactively promote resilience to ensure every member of staff remains productive and well in times of crisis. The reason behind promoting resilience is that those with resilience cope best with challenges like uncertainty, sudden organisational change, upheaval, and deadlines.
What can employers do to help bolster resilient skills for their employees in times of crisis?
Maintain clear communication as to which tools will be used to communicate when working remotely and develop realistic goals that guide employees and give a sense of purpose. Arrange more often virtual meetings for any new changes to be communicated and any new goals ahead. Indicate and suggest any possible steps to allow employees to move towards those goals. Slow down when communicating, and check for understanding.
Allow employees to believe in their ability to solve problems. This also means empowering neurodiverse individuals to bring a 'different perspective' to the table. Differences such as innovation, creativity, and lateral thinking can always serve as an extraordinary strength.
Practice optimism. An optimistic outlook on an employee’s abilities will enable them to focus on what they can do well, instead of what they can’t do as well.
Allow employees to be as autonomous as possible, to find their own way of doing things; this unlocks motivation. Clear targets are vital but handing over responsibility for how things are achieved can be very empowering. When allowed to work on their own schedules and in amenable environments, neurodiverse people can thrive.
Management should trust employees to manage their workload and responsibilities, even if they need to diverge from a traditional 9 - 5 schedule to accommodate personal obligations during these extraordinary times. Micromanaging and checking up on employees can be very demotivating.
It is a crucial time for employers to encourage employees to do what is necessary for them to manage their own wellbeing, if they want to maintain productivity in the next few weeks/ months. Genuine respect and empathy can have a calming effect, as it fosters a sense of safety. In turn, this builds trust which can also greatly empower employees in this crisis.
Take time at the end of each day to give feedback about what went well. This trains the mind to swift its attention into success rather than dwelling on negativity and ‘failure’.
Lexxic is proud to announce that we can offer advice and support to neurodiverse employees and businesses on ways to stay productive, resilient and competitive in the face of the current crisis. Working from home can prove to be a challenge for some, yet it may suit others’ working style perfectly. Either way, Lexxic is here to ensure this new way of working can be effective and suitable for all. Lexxic is offering webinars alongside virtual and phone-based services which include screenings, workplace assessments, assistive technology training and 1:1 coaching. We also have an online e-learning platform, where techniques to promote resilience in the workplace can be attained.
Please contact us at enquiry@lexxic.com or call us on +44 (0) 845 643 2754 for more information on how to make arrangements for this support, or to gain access to our online e-learning platform, Neurotalent Unlocked.
By Gina Chochlaki, Assistant Psychologist at Lexxic