In fast paced times of contnuous change, resilient teams aren’t just nice to have—they’re essential for your company’s growth.

Resiliency, defined by the National Library of Medicine as “the ability to use positive mental skills to remain psychologically steady (patient, persistent, perseverant) and focused when faced with challenges or adversity,” is gold in the workplace. Further research from the NLM found that resilient team members have 10% to 20% lower rates of likely depression, absence, and productivity loss.

Get Tough, The New You.

One of the most effective ways to build resiliency is to improve communication to create stronger bonds, foster deeper engagement in the initiatives and manage stress more effectively.

Resiliency is about being in a hard situation and remaining consistently productive. Effective communication is so important. We may not be transacting correctly with each other, without even realizing it.

Here’s how you can have better conversations and improve your team’s resiliency now.

With a baseline understanding of each other, resilient teams need to work to keep that understanding by communicating, instead of burying, issues. Tension builds strength.

If your team doesn’t understand each other or struggles to communicate, regardless of their behavioral styles, resentment will build up, When no one is talking about their issues, it hurts resilience because emotions risk replacing objectivity over time.

A Commication System. 

Speculation, for example, leads thinking the wrong way. It allows one to put emotions first, wheareas objectivity takes emotions out of the picture.

Avoid Games and Power Plays.

When conflict is handled with consistent care, teams will know what to expect from each other and have successfully modeled resolution for the future.

A lack of resilience can signal excuse making work ethic, not weak individuals. When people are expected to embrace resiliency, behavioral styles adapt to the challenge of the moment.

Wheraeas some may need to learn how to speak up, other may need to slow theirspeech, adjust their tone, and listen to people instead of obsessing souly on ROI.

Since we’re both very familiar with TTI’s assessment tools, she was able to adapt her natural style, and I was able to observe and experience that adjustment in real time. I could tell she was changing her approach based on my responses, and, in turn, I focused on being concise and clear in my communication with her.

Even over the course of the interview, the point proved itself; when you adapt to others and receive that consideration in turn, you’ll experience new levels of communication and success.

By understanding and adapting to interpersonal styles, having tough discussions early, and taking shared ownership of communication, your team can create an environment that stands strong during tough times.