Resilience: Core competence of the future

The term used in physics for elastic materials that return to their original shape even after being subjected to high pressure (resilience = elasticity, resilience; Latin resilire = to bounce back, rebound) is described by the Duden dictionary as "psychological resilience; the ability to survive difficult life situations without lasting impairments". In humans, resilience refers to the ability to bounce back again and again despite adverse circumstances, defeats and illnesses. Synonymously, resilience also stands for: Stress resistance, psychological robustness or mental resilience, a core competence for actively and constructively shaping the future.

Resilience is the ability not only to survive crises, but also to strengthen one's own personality by overcoming the crisis. Resilient people have a kind of mental immune system that grows out of the interplay of various factors. These make it possible to remain or become healthy regardless of external circumstances and conditions, to find inner balance, to lead a self-determined life and to deal with oneself and others in a reconciliatory manner.

Resilience - the key to successful organizations

Stresses and strains in the world of work have changed considerably in recent years, and with them the topics and tasks of workplace health promotion. Increasingly, there has been a shift in the world of work from what used to be more physical stress towards an increase in mental stress. Absences due to mental illness are on the rise and companies are increasingly confronted with issues such as depression, burnout or presenteeism. Not only are increased absences a challenge for organizations, but also the rising number of employees who show up for work despite mental exhaustion, a phenomenon known in the professional world as "presenteeism", which leads to measurable negative consequences for companies.

The topic of resilience is becoming increasingly important for future-oriented organizations and is used in an organizational context when it is a matter of the ability to adapt and react to unpredictable situations quickly, decisively and effectively. In this context, it is not only crises or catastrophes, but also unpredictable developments in the corporate world that pose a major challenge to the performance of organizations.

Resilience research is still in its infancy with regard to organisations, but it assumes that resilient ways of thinking and behaving can be learned at any age and that people are capable of acquiring appropriate and usable resources throughout their lives. What is true for the individual is also true for organizations. In personal development, in questions of health, in dealing with changes of any kind as well as in corporate human resource development, the development and strengthening of resilience is a key to success.

create framework conditions

In order to support the resilience of employees, framework conditions are needed for dealing with stressful situations. This requires both leadership skills and the skills of employees as well as an appropriate corporate culture, but also support systems such as networks and other resources. In principle, an appreciative, competence- and resource-oriented attitude in the interpersonal sphere is considered to promote resilience.

Resilience as a strategy for the prevention of burnout

The bamboo has always stood for a successful strategy in dealing with stormy times: Bending and swaying in the wind instead of breaking, i.e. showing flexibility and agility while at the same time being deeply rooted, stable and steadfast - characteristics that can also help people deal with crises, problems and stresses. The bamboo principle is considered a central guiding principle in resilience promotion.

People who are flexible and adaptable can draw on a variety of response modes when dealing with stress and strain and are more self-efficient in dealing with a crisis. Resilience-enhancing aspects include the following skills and characteristics:

1. an optimistic world view and self-assessment in dealing with problems;

2. the realistic assessment of situations and contexts;

3. a goal- and solution-oriented approach;

4. good self-care and comprehensive stress management strategies;

5. the assumption of personal responsibility and initiative;

6. cultivating relationships and support networks;

7. developing and pursuing own visions of the future, values and goals;

8. improvisation and joy of learning in dealing with unforeseen, new situations.

These skills can be learned and trained. Both in personal development, in questions of health, in dealing with changes of any kind as well as in company personnel development, the development and strengthening of resilience is an indispensable key to success today. The promotion of resilience serves, among other things, the better handling of stressful situations and pressure, the development of strategies for stress and burn-out prevention, the constructive handling of change, the mastering of new and uncertain situations, the reduction of fear and uncertainty, the building of self-efficacy and self-confidence, the promotion of creativity and spontaneity as well as the increase of flexibility and adaptability.

First steps are crucial

When it comes to resilience in the sense of a concrete development of the resilience of an organisation, there is no all-round recipe. The interplay of structural conditions, organisational requirements, social dynamics and individual experience must always be considered.

The job market of the future needs resilient employees. Companies benefit from addressing this issue now, because the demands on each individual as well as on companies as a whole will not decrease in the near future, but rather increase. Work intensification, information overload, discontinuity and rapid changes will not decrease in the foreseeable future.

As with all effective investments in one's own future, the same applies here: Everyone must take action themselves; the first step is decisive!