Resilience Development Co.

RESILIENCE READINESS TEST: Would your teams benefit from resilience training? Discover in less than 5 minutes if your people have the resilience not only to withstand but thrive amidst high pressure and adversity. Our free Resilience Readiness Test is designed to deliver precise insights, and it’s completely customised to your organisation’s unique dynamics. https://lnkd.in/ex8RaHPR

The case for demonstrating ROI in training isn't just about balancing the books; it's about transforming HR from a “nice-to-have” into a strategic powerhouse that fuels growth and change within any organisation. Showing the actual, quantifiable impact of training shifts L&D from being a soft-cost centre to an engine of measurable value. L&D isn’t an expense but an investment in the business’s DNA.

Is Fear of Failure Holding You Back? Let’s Change That Whether we admit it or not, we all fear failure. It undermines our confidence and ability to stretch ourselves and dream big. It can even rob us of enjoying the life we want to lead. If we want to keep moving forward and learning, overcoming our fear of failure is essential. Let’s face it: fearing failure is not something we can throw money at, get someone else to do it for us, or even solve our way out of it. Our latest newsletter: Is Fear of Failure Holding You Back? Let’s Change That, shows you how to beat that fear of failure.

The biggest challenge in Learning & Development (L&D) today isn't tech, hybrid learning, or diverse methods—it's losing sight of what “good” L&D really means. Effective L&D is all about driving real, sustainable change in behaviour, not just delivering content or inspiring ideas. Too often, the industry is distracted by buzzwords and trends like AI or gamification, focusing on what and why without tackling how to create lasting change. True success comes from hands-on practice, real-world application, and habit formation, not just knowledge transfer. L&D needs to cut through the noise and prioritize results, not hype. Read more: 👇 Here's why: https://rebrand.ly/5zeiuc3 #leadership #ideas

Data from LinkedIn in November 2022 highlights that there is a growing disconnect between what professionals want and what employers are now offering. After compensation, employees say their top priorities when considering prospective employers are flexibility, skills development and work-life balance. Now is the time for business leaders to adopt the skills that will help them future-proof their organisations and keep their most valuable asset – their workforce – engaged, motivated and invested in the company’s future success. Read more on the World Economic Forum: https://rebrand.ly/tkp356n #work #culture #motivation #engagement #leadership #skilldevelopment

Imagine what companies could achieve if they invested as much in developing their people as they did in developing their technology. Because technology needs people more than people need technology: I understand the mantra of the tech guys driving the revolution that we all need to upgrade, make life easier, collaborate, unlock innovation and disrupt In other words, create value and growth in this new digital age. But technology can only do some things. It needs to be supplemented by human and social infrastructure. Increases in digital demand and capability require an increase in supply capability, and that’s why governments quote education, small business support, and infrastructure development in their plans. They know that digital needs people just as much, if not more, than digital. More businesses are moving towards a digital workplace, and the driver behind any change will be a mix of technology and people. Technology is an enabler, but the business culture and its people will drive adoption. Technology should and can represent the opportunity to do something more significant. Something more than the option of living without technology or just making digital changes for digital change's sake because that’s the buzzword of the moment. Combining digital technology and people is the real key to our future productivity, engagement, and mental well-being. People produce results, and people own the potential to be amazing. A big part of that is our ability to connect and engage at a human level. We will not find the answer by burying our heads in data, looking for a rational explanation, or expecting a real connection by looking at a screen or communicating electronically. Technology needs people more than people need technology. Maybe someone should tell the industry that. Imagine what companies could achieve if they invested as much in developing their people as they did in developing their technology. Do we believe that technology in itself is the answer? Do we want people to build a habit of spending more time connecting with technology rather than people? Do we want to build behaviours that promote exclusion rather than inclusion?

Recent studies reveal that nearly 70% of employees report feeling disengaged at work, a clear signal that low mood affects team performance. Are you seeing a dip in team morale? Our last client saw a significant shift in low mood levels, from 57% of their team to just 15%. In addition, their well-being index score increased by 32% (WHO Wellbeing Index). * A 10% increase is considered a significant increase. Get in touch for an informal chat on how we can support you.

Research has shown that organisations with highly engaged employees enjoy 26% higher revenue per employee and 13% greater shareholder returns.  Organisations that score in the top 25% on employee experience report double the return on sales compared to organisations in the bottom quartile. A positive employee experience leads to a jump in engagement. Compared to only 68% at under-performing companies, 82% of employees at companies that perform well are “highly” or “moderately” engaged. These numbers indicate a strong link between high levels of employee engagement and an organisation’s performance and demonstrate why employee engagement should be a priority in all organisations.  Read more here: https://rebrand.ly/asubhrj. #leadership #engagement #productivity #employeeengagement #resilience

Jon is in Birmingham today delivering to the DVSA. Here’s his process to make sure he’s at the top of his game.

Have you ever been in a situation where you've found yourself acting to the extreme? Going from 0-100 mph in a heartbeat and exploding? Or perhaps you've felt the need to dig your heels in and not bend? "A new colleague joined the team a few weeks ago, and now they are getting all the exciting jobs and the manager's attention. You get angrier and angrier thinking they will get the promotion ahead of you. You start thinking about ways you could get them fired or into trouble. " or One of your children keeps interrupting you when trying to have a difficult conversation with one of your friends on the phone. You find yourself turning to them aggressively and shouting at them to leave you alone and stop interrupting. In these circumstances, the extreme emotions or behaviour can be linked to your deep-rooted values and beliefs. The lens through which you see the world and make judgements and decisions. They are beliefs about the world, yourself and how people should act and behave. Learning to identify, acknowledge, and understand how our values and beliefs influence us allows us to determine whether they are accurate, helpful or harmful. If we are unaware of them and don't question their usefulness, our outdated values and beliefs can negatively impact our ability to move forward. We can become stubborn and steadfast and resist bending or adjusting in any way. The clearer we are about our values and beliefs, the happier and more effective we become. Recognising when your thinking is motivated by something deeper is a skill that can be developed with practice, and it starts by recognising the signs. Here are the six signs you need to look out for: 1. The first sign is when you can't let something go. You hold on and on and on to it. 2. Out-of-proportion thinking. If you have a strong emotional response that continues to fuel strange thought processes, it's probably fuelled by an Iceberg. You may hear yourself asking, 'What was I thinking?' 3. The intensity of your reaction surprises or confuses you, and you respond to people and events that later make you question your behaviour and ask, 'Where did that come from?' 'what was I doing'? 4. You notice strong Thinking Traps (Bias). If you can't challenge and shake a thinking trap, it's potentially because it is now an Iceberg. 5. You tell people what they should or must do. Using "should" and "must" is a good indicator of deep-rooted icebergs. For example, "everyone working in an office should wear a suit." How should the people around you dress? What must they be wearing to meet your expectations? #innovation #management #humanresources #personaldevelopment #entrepreneurship #productivity #worldmentalhealthday #mentalhealth