Let’s test the following model:
Mentioned in an earlier post, the foundation of leadership is results. So, resilient leaders produce results, but how?
Positive behaviours are: action, analysis, alignment, anticipation
Taking action begins the process toward acheivement. As we act, we must also be willing to receive feedback about our progress. Then we must be willing to make alignments based on feedback, and utlimately, we need to anticipate when our current strategy will no longer be effective and anticipate change.
However, we may experience any one of the following negative behaviours which I suggest is a “symptom of non-resilience”:refusal to attempt, refusal to acknowledge, refusal to adjust, refusal to adapt
Typically, we engage in these behaviours when any of the following factors are present: fear, inexperience, mistrust, close mindedness, hubris of success, and/or apathy.
In order to “combat” the symptoms of non-resilience, when looking to measure resilience we ought to be watching for active behaviours and they are as follows: courage, counsel, clarity, and coaching
Courage fights fear and promotes steps of action. Counsel from people we trust or seek out to help uncover brutal facts will help determine if our action is making helpful progress. Clarity in alignment means specifity. We fail to align when we fail to focus. Finally, coaching leads to us discover things we may not be seeing which leads to acknowledging our strategy has blindspots. Therefore, the circle repeats and coming away from coaching we are meant to take a step of action.
Evaluate yourself: #1 behaviours = effective. #2 behaviors = ineffective. #3 behaviours = resilient. Aim for #1, avoid #2, practice #3, and be aware that resilient behaviours are helping you overcome something. This may mean you need to address something in your environment or relationships in order to sustain effective leadership.