Strength in Diversity: Building Workplace Resilience
Strength in Diversity: Building Workplace Resilience
The future of work is evolving at an unprecedented pace, fundamentally reshaping how businesses operate and how individuals adapt. With new technologies, changing regulations, and global shifts in workforce demands, organisations are continually faced with the need for transformation. The resilience demonstrated during these changes is crucial, as it defines how effectively both individuals and companies navigate challenges.
Key Takeaways
- Individuals exhibit diverse styles when approaching and managing change, influencing the effectiveness of workplace transformations.
- Resilience, often perceived as an innate personality trait, can be developed and strengthened within any organisation. Research indicates that resilience is not exclusive to any single change style—it can be nurtured across all employees, regardless of their approach to change.
- By understanding these differences and fostering resilience within their workforce, organisations in fast-moving sectors can manage change more effectively and thrive through transformation.
The Perception of Change: More Than Just Disruption
Change is frequently seen as uncomfortable or unsettling, leading to negative attitudes such as resistance, reduced performance, or increased turnover. However, sectors like healthcare, technology, and education often have employees who perceive change as an opportunity for innovation and improvement.
For instance, the PwC Global Workforce Hopes and Fears Survey 2024 highlights that many employees are eager to embrace new ways of working and develop new skills. The challenge for leaders is to harness this enthusiasm while addressing the varying attitudes toward change within their teams.
Understanding Change Styles
People generally display different preferences in how they manage change, which can be categorised into three styles:
- Conservers prefer structure and certainty, advocating for gradual transitions to ensure stability.
- Originators thrive on bold changes, embracing risk and uncertainty to drive innovation.
- Pragmatists find a balance between Conservers and Originators, combining structure with flexibility to adapt to various circumstances.
Each of these change styles contributes unique strengths, particularly in industries such as healthcare, where critical decisions must be made, or technology, where rapid innovation is essential.
Resilience: A Trait for All Change Styles
It’s natural to assume that those who embrace change—like Originators—might be inherently more resilient. However, research indicates that the connection between change style and resilience is minimal, suggesting that resilience is not confined to any specific approach to change.
In the healthcare sector, for example, Conservers may find resilience in their steady, methodical approach, while Originators adapt quickly to advancements in medical practices. Similarly, in technology, Conservers provide stability during system changes, while Originators push for innovative solutions, and Pragmatists balance security with the need for progress.
In education, where continual adaptation is vital, each change style offers valuable perspectives on how to engage and educate students effectively in an ever-evolving landscape.
Building a Resilient Workforce
The key message for leaders is clear: resilience is not solely the domain of those who naturally embrace change. Organisations that recognise and support all approaches to change—while prioritising the development of resilience—will be better equipped to handle both current and future challenges.
Investing in resilience-building initiatives, especially in dynamic sectors like healthcare, technology, and education, allows companies to cultivate a workforce that thrives during periods of transformation. By embracing the diversity of change styles and fostering resilience, organisations can ensure they are well-prepared for the challenges of tomorrow.
Author: Sarah Brennand. L7 Executive Coach
