{"id":10232,"date":"2019-07-20T11:12:55","date_gmt":"2019-07-20T15:12:55","guid":{"rendered":"https:\/\/ioadvisory.com\/?p=10232"},"modified":"2022-12-05T13:41:48","modified_gmt":"2022-12-05T18:41:48","slug":"building-resilience-impact-career","status":"publish","type":"post","link":"https:\/\/ioadvisory.com\/blog\/building-resilience-impact-career\/","title":{"rendered":"Resilience – If You Don\u2019t Think You Have It, You Can Get It"},"content":{"rendered":"

Obviously, I consider resilience to be an essential ingredient for career development, career management, and human resources (HR). My tagline \u2018Building Resilient Careers and Organizations.™<\/strong>\u201d is all over my website, business cards, etc. I believe that if we\u2019re going to get anywhere in life, it normally takes effort and some risk-taking. If we\u2019re trying hard enough and setting our goals high enough, there will be times when we try but strikeout. The key is getting back up to bat and taking another swing \u2026 \"Baseball<\/a><\/p>\n

The American Psychological Association defines resilience as the process of adapting well in the face of adversity, trauma, tragedy, threats or significant sources of stress \u2013 such as family and relationship problems, serious health problems, or workplace and financial difficulties.<\/strong> Resilience is something that people either have or don\u2019t have.<\/p>\n

Many life events and transitions are predictable and common \u2013 but they are still challenging \u2013 and often they have an impact<\/em> on our work<\/em>. There are many varieties of these setbacks including the types that I\u2019ve addressed in previous blog articles:<\/p>\n

    \n
  1. Divorce \/ separation<\/a><\/li>\n
  2. Loss of a loved one\/grief<\/a><\/li>\n
  3. Experiencing job loss<\/a>\/layoff<\/li>\n
  4. Career derailment and\/or becoming a scapegoat<\/a><\/li>\n
  5. Returning to work after an extended absence<\/a> (e.g., sick leave, time off to care for a sick loved one, parental leave)<\/li>\n
  6. Experiencing domestic violence<\/a><\/li>\n
  7. Recovering from or coping with sexual harassment<\/a>, workplace bullying<\/a>, or discrimination<\/a><\/li>\n<\/ol>\n
    \"fern<\/a>

    The fern plant is known for its extreme resilience.<\/p><\/div>\n

    If we live long enough, we\u2019re bound to experience at least one of these circumstances and it\u2019s essential that we find a way to have adequate resilience so that we can bounce back.<\/p>\n

    Thankfully, we don\u2019t have a fixed amount of resilience; it\u2019s something that we can learn and develop. \u201cResilience is like a muscle, it can be built-up\u201d as noted by Psychology Professor Adam Grant and Facebook COO Sheryl Sandberg in their book\u00a0Option B: Facing Adversity, Building Resistance and Finding Joy.<\/em><\/p>\n

    Four Things Sandberg and Grant Teach us About Building Resilience \u2013 Relevant to our Professional Lives<\/strong><\/span> (paraphrased below)<\/span><\/h2>\n

    1) The Three Ps – Personalization, Pervasiveness, and Permanence<\/strong><\/span><\/h3>\n

    Martin Seligman, psychologist and researcher found that there are three things that help us bounce back after a setback.<\/p>\n

    (1) Recognizing that sometimes unfortunate things happen, it\u2019s not always personal<\/u> or our fault.<\/p>\n

    (2) Appreciating that some unpleasant events are not pervasive<\/u>; many life events are isolated; the event doesn\u2019t necessarily affect all areas of our life.<\/p>\n

    (3) Acknowledging that the event and its related consequences or \u2018aftershocks\u2019 will not last forever, they are not permanent<\/u>. We shouldn\u2019t dwell on them \u2026<\/p>\n

    While we\u2019re bouncing back after a setback if we (and our support systems) address these three Ps, we\u2019re less likely to become depressed and we\u2019re better equipped to move forward.<\/p>\n

    2) Privacy, Boundaries, and Silence<\/strong><\/span><\/h3>\n

    When reflecting on her return to work following her husband\u2019s sudden death, \u201cSandberg, normally very open and connected to her colleagues at Facebook, did not speak of her husband \u2026 when she returned to work.\u201d<\/p>\n

    Her colleagues probably wanted to respect her privacy and personal\/professional boundaries. Since she wasn\u2019t talking about her husband, they didn\u2019t (want to) mention him either, often because they didn\u2019t know what to say. Sandberg noted that the \u201cloneliness of her loss was compounded by the distance she put between herself and her colleagues socially.\u201d She became very isolated.<\/p>\n

    In retrospect, she recommends \u201cinitiating conversations with friends and colleagues who (might not) know how to ask questions\u201d or what to say about a loss or difficult circumstances.<\/p>\n

    We\u2019re all different and need to make our own decisions about where, when, (and if) we want to share our feelings. \u201cSandberg and Grant write there is a lot of evidence that speaking about traumatic events improves mental and physical health, helps people understand their own emotions and feel understood by others.\u201d<\/p>\n

    3) Break it Down<\/strong><\/span><\/h3>\n

    \"kids<\/a>\"little<\/a>Sometimes, while we\u2019re trying to get our \u2018mojo\u2019 back after a setback, we can feel overwhelmed and incapable of meeting our goals and deadlines. One tactic is to break things down into tiny, manageable tasks. Each baby step toward our goals can feel like a minor victory. When we chain enough of these baby steps together, they add up to real progress. It\u2019s an excellent way to feel like you can cope and feel less dazed.<\/p>\n

    <\/h3>\n

    4) Give Ourselves Credit<\/strong><\/span><\/h3>\n

    Most of us have heard that being grateful supports our mental health and happiness. Just as counting our blessings is important, counting our contributions<\/strong> is helpful and worthwhile. Adam Grant and Sheryl Sandberg argue that gratitude is passive: it makes us feel thankful for what we receive. In contrast, contributions are active: they build our confidence by reminding us that we can make a difference. So, a great strategy is to write down what you\u2019re doing well.<\/p>\n

    If this blog post resonates with you (or someone you know) I invite you to contact me privately by phone<\/a>\u00a0(I offer a no-obligation, free 15-minute initial phone consultation)<\/em>,\u00a0email<\/a>,\u00a0Twitter<\/a>,\u00a0LinkedIn<\/a>, or\u00a0Facebook<\/a>.<\/p>\n

     <\/p>\n

    More than career coaching,\u00a0it\u2019s career psychology<\/em>\u00ae.<\/p>\n

     <\/p>\n

    I\/O Advisory Services<\/a>\u00a0\u2013 Building Resilient Careers and Organizations.™<\/p>\n

     <\/p>\n

    Easily share this article using any of the social media icons below.<\/p>\n

    \n
    <\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

    Obviously, I consider resilience to be an essential ingredient for career development, career management, and human resources (HR). 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