Teaching an organization to avoid burnout by cultivating
resilience has always been important, but in the current
environment, it has become critical. While we know developing
active resilience as a skill is a deeply personal journey, it takes
an organizational focus to give most people the push they
need to do the hard work for themselves. Therefore, building
organizational resilience should follow a similar blueprint to
activating any major culture shift such as enhancing innovation,
improving product quality, or boosting customer satisfaction.
Examine these tried-and-true change management
steps from Harvard Business School through
the lens of cultivating resilience2:
1. Prepare the Organization - Help employees
recognize the need for developing resilience by:
ρ Acknowledging current and future uncertainty
ρ Emphasizing the role of personal accountability in
controlling those things that are within our power
2. Craft a Vision and Plan - Develop a holistic and realistic
plan for “organizational resilience” that includes:
ρ Strategic goals
ρ Key performance indicators
ρ Project stakeholders
ρ Specific actions and initiatives
3. Implement the Program - Building resilience is not
a transaction or an event. Much like any other major
business initiative, it requires a long-term commitment
to achieving multiple milestones along the way to a
successful outcome (both for organizations and individuals).
Outfit your team with a holistic well-being solution that
raises the pursuit of resilience to an equivalent level with
other critical business initiatives. One wouldn’t launch a
supply chain initiative without an ERP system, right?
4. Embed Changes Within Company Cultures and
Practices - Once the plan has been implemented – people
have been trained, provided with the necessary tools and
resources appropriate for their role, and processes have
been created to ensure continuous reinforcement and
improvement – the company must implement processes and
rewards to ensure that positive changes stick. Resilience
must be sewn into the cultural fabric and defended with
the same zeal as any other critical business initiative.
5. Review Progress and Analyze Results - Without a doubt,
the impact of organizational resilience must be tracked in
terms of employee experience, productivity, and customer
experience. In uncertain times, it has become acutely clear
that employee experience is the keystone of performance
and customer satisfaction. And employee well-being,
including mental health and resilience, is the foundation
of any employee experience initiative. How can customers
have a great experience if employees are burnt out?
Aduro is Here to Help
In times like these, we at Aduro feel an elevated sense of urgency to provide solutions
to companies and people in need. Burnout is more pervasive and severe than ever, and
recovery is essential for the health and prosperity of both individuals and enterprises.
But as the challenges of COVID fades, the focus on a holistic approach to well-being
and resilience must not fade with it. One defining characteristic of a crisis is our innate
human desire and ability to not only rebuild but to innovate. So, we call on businesses
and leaders to examine the role of resilience in the current environment, but also as
a pillar of future innovation, prosperity, and well-being. And, as always, we are here
to offer support and guidance on the path to recovery and a more resilient future.
Start your plan to boost
employee resilience and
innovation through Aduro’s
holistic well-being solution.
Learn more at
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