In an era of longer hours and shorter contracts, of tighter margins and frequent organizational change, stress can undermine both the mental health and performance of employees. A culture of resilience in the workplace, however, offers the potential to support psychological wellbeing and improve the performance of both people and organizations. This is the first book to provide managers with a guide to fostering psychological resilience within their teams. It synthesises not only the latest cutting-edge research in the area, but also translates this into practical advice for a range of organizational settings. Chapters cover the following important issues: Key personality factors related to resilience How job design and routines can improve employee resilience How to build a resilient team Communicating change and improving teamwork Modelling resilient thinking and behaviour as a leader Selecting the right resilience training for your organisation This is the ideal book for anyone interested in fostering a high-performance and emotionally resilient workforce, whether they are a manager, HR professional or occupational psychologist. Its cutting edge approach will also make it important reading for students and researchers of organizational and occupational psychology.

Imagine if we stopped trying to “manage” the stress in our workplaces and personal lives. What if we recognized, instead, that the challenges we face every day could actually make us stronger, smarter, and more successful. We wouldn’t feel victimized by the stress in our lives; with a change in how we view these challenges, we become capable of resolving them and winning the day. Global businesses, governments, and communities are profoundly changing their approaches to adversity and challenges. The Resilience Advantage reveals the techniques and methodology we all can apply in our workplaces and homes. Filled with professional and personal stories, pragmatic research, powerful case studies, and practical actionable tools, this book IS the formula to help each of us turn our challenges into our Resilience Advantage.

As the pace of change continues to increase, resilience has become an even more critical life skill for surviving and thriving in turbulent organizations. This book contains 21 essential keys to help you better anticipate, understand, absorb, and adapt to the changes you and your organization face now and in the years to come. Each of these is based on years of solid observation and research involving thousands of people in hundreds of organizations.

Modern organizational crises are complex, diverse, and frequent. Ineffective crisis management can result in catastrophic loss. Crisis Management: Resilience and Change introduces students to best practices for preventing, containing, and learning from crises in our global, media-driven society. While covering the strengths of existing works on crisis management, such as systems, leadership, communication, and stakeholder perspective, this innovative new text goes beyond to include global, ethical, change, and emotional aspects of crisis communication. Using her proven transformative crisis management framework, Sarah Kovoor-Misra illustrates how organizations of all sizes can be adaptable, proactive, resilient, and ethical in the face of calamity.

This work focuses on deep-tier risks, corporate social responsibility risks, cybersecurity risks, global raw material risks, long-term disruptions, business continuity planning, risk and disruption detection, and the potential for systemic disruptions.

This useful resource gives you the knowledge, tools, and encouragement you need to embark on your journey to becoming a hardier, more successful person. More than experience or training, resilience in the face of stressful situations and rapid changes determines whether you ultimately succeed or fail in the workplace. It allows you to thrive even in tumultuous conditions, to turn potential disasters into growth opportunities. The good news for the legions of other workers who become overwhelmed by stress is that resilience in the face of life’s problems is not an inborn personality trait, but a set of skills and attitudes that you can learn and develop. Packed with insightful examples, case studies, and self-assessment tools, Resilience at Work explains how to: Approach change as a meaningful challenge no matter how stressful the circumstances, and stay committed to your work, rather than detaching and giving up. Gain control by understanding the upside and the downside of change, and take actions to influence beneficial outcomes. Turn stressful changes to your advantage and map out sound problem-solving strategies. Resolve ongoing conflicts and build an environment of assistance and encouragement between you and your coworkers. Decrease feelings of isolation and powerlessness by understanding the 3Cs that give you the ability to thrive amid disruptive changes: commitment, control, and challenge. Reorganization, downsizing, mergers, budget pressures, transfers, job insecurity, and more are producing today’s unpredictable, pressure-cooker conditions, and making it harder for less resilient people to achieve the success they deserve. Resilience at Work supplies insights and strategies you can use to combat your fear of change and uncover the opportunities that can be found in even the most stressful situations.

As the recent Tiger Woods scandal illustrates, brand reputation is more precarious than ever before. True and false information spreads like wildfire in the vast and interconnected social media landscape and even the most venerable brands can be leveled in a flash—by disgruntled customers, competing companies, even internal sources. Here, veteran marketing executive Jonathan Copulsky shows companies and individuals how to play brand defense in the twenty-first century. Five Signs that You Need to Pay More Attention to the Possibility of Brand Sabotage: A group of uniformed employees posts embarrassing YouTube videos, in which they display unprofessional attitudes towards their work. One of your senior executives publicly blames a supplier for product defects, even though they predate your relationship with the supplier. Your competitor's ads trumpet their solution to the performance problems associated with your most recent product. A customer unhappy with changes made to your product design launches a Facebook group, which attracts 5,000 fans. Your outsource partner is prominently featured in numerous blogs and websites describing allegations of worker mistreatment and workplace safety hazards.