Introduction Meetings were created to bring people together, align thinking, and drive decisions. Yet in many organizations today, meetings have become one of the biggest drains on time, energy, and motivation. Most teams don’t suffer because they meet too often. They suffer because they meet badly. Unclear discussions, endless talking, and zero follow-through quietly erode productivity. Over time, this doesn’t just waste hours—it damages morale, trust, and ownership. People begin to associate meetings with frustration rather than progress. The real problem is not the meeting itself. It’s the hidden evils inside poorly run meetings. Let’s break down the five silent killers that turn meetings into energy-draining rituals—and how recognizing them can help you reclaim your team’s time and focus. 1. Meeting Without a Leader or Moderator A meeting without ownership quickly turns into a talking shop. Everyone has something to say. No one is responsible for steering the conve...
Introduction
Resilience is the ability of people to withstand stressful and adverse conditions, not letting these conditions impact their life and their productivity. In today’s changing and evolving world, building resilience in the workplace has become a very important part of an organization. Resilience at work offers continued productivity for an organisation and help us to fight in this VUCA World. Resiliency in employees should be built in three key areas: mental/psychological, physical, and emotional. There are 7 integral and interrelated components for which, an organization should offer training to their manager and employees to make them resilient.7 Components for Building Resilience in the Workplace
1. Building competence: The first component for building resilience in the workplace is Competence. It is the ability and having the skills to work in stressful conditions. For building competence, one should have faced similar situations before also so that they have no problem in dealing with stressful conditions. Offering social skills and stress reduction training will help them in building resiliency at work.2. Building Confidence: The second component for enhancing resiliency is Confidence. It refers to believing in one’s abilities and is gained by showing competence in real situations. Managers should look into identifying each employee’s strengths and should motivate them to show these strengths as it builds their psychological resilience. This works a long way in building resilience in the workplace.
Watch this video to understand that "why we should never judge others ?"
3. Building connection: In order to develop resiliency, Connection is the third essential component. Strong ethical connections should be encouraged between the employees. It builds a sense of security and belongingness in them for the organization. It also helps in building psychological resilience at work. For this, team-building exercises should be held by an organization.
4. Building Character: The fourth component for developing resiliency is Character. The character of an organization is developed by sharing the same values and morals among the employees. With employees in touch with the values of the company make wise choices for the company. The character can be strengthened by enhancing the self-esteem of the employees.
5. Contribution: Contribution is the fifth component that helps in building resilience in the workplace. A workplace could be made a better place if the employees are appreciated nicely when they contribute towards the company. Appreciation increases the employee’s willingness to make choices and take actions that improve the business of the company.
6. Coping: Resilience at work can be developed by working on the coping skills of the individual. Coping skills such as social skills or stress reduction skills help a person to cope more effectively and thus make them well-prepared to overcome the upcoming challenges of life. Our resilience groups teach both stress-reduction skills and social skills for coping with everyday life stresses. It enhances the psychological resilience of a person.
7. Control: Managers should learn to give employees more control over their decisions about work. It greatly enhances their resilience at work. When employees realize that they have control over their actions and decisions, they are more likely to know how to make choices in a way that they can bounce back from workplace challenges. This helps in a great way in building resiliency.
Comments
Post a Comment
Please do not add any spam link in the comment box