Building Organizational Resilience - There's A Gap for That!

Why Should You Attend:

CEO’s around the world have cited resiliency as either extremely important, or very important, to their organization’s ability to:

• Maintain its stability and focus despite disruption
• Adapt and bounce back from crisis or disruptive events
• Transform structures, processes, or cultures for ensuring future success

There’s increasing evidence that actively cultivating resilience isn’t just a nice-to-have, but a business imperative for any organization. The impact of resilience has been shown to have large, measurable effects on a wide range of performance and health outcomes including increased productivity, work engagement, and job satisfaction along with reduced absenteeism, turnover, and stress symptoms. In addition, research has also demonstrated statistically significant relationships between an organization’s cash flow, profitability and return-on-investment and its assessed level of resilience.

Join this dynamic and timely session to:

1. Identify key indicators of a resilient organization
2. Assess your organizational and team resiliency levels
3. Discover best practices for growing a resilient workforce
4. Explore how resiliency best practices can be applied to current leadership or challenges

Organizations with high resiliency levels are more agile, innovative, engaging, and productive as well as more responsive to customers. Resilient leaders are not only more effective in responding and recovering from business disruptions, they are better able to create the kind of positive disruption that drives innovation and growth. Individuals and teams with high resiliency levels are more positive, satisfied with their jobs, and more open to organizational change. The success or failure to adapt to unpredictable change is commonly cited as a key factor separating high- and low-performing organizations.

Being resilient is not only about bouncing back from jolts, risks or changes, it is also about the capacity to achieve peak levels of performance and heightened states of change readiness amid perpetual churn. A key point is that resilience is not a static, fixed characteristic. Rather, resilient attitudes, behaviors, and social supports can be adopted, cultivated, and grown.

Areas Covered in the Webinar:

• The what and why of organizational resilience
• Common definitions of resiliency, including comparison to term and concepts related to “grit” and “agility”
• The bottom-line value and proven impact of organizational resilience
• Key indicators of organizational resilience
• Characteristics of resilient teams, managers, and employees
• Mindsets and behaviors that foster resiliency
• How HR professionals, leaders, and managers can build resilient capabilities
• The role of culture in promoting resiliency
• Best practices and implications for HR professional

Who Will Benefit:

• HR Professionals
• OD, HRD , Change Management Consultants (Internal, External)
• Training and/or Talent Development Professionals
• Senior Leaders or Directors
• Chief Learning Officers
• Directors
• Managers
• Project Managers
• Team Leaders or Front-Line Supervisors

Free Materials:

• References
• Self-Assessment
• Resiliency Checklist

Holly Burkett
Principal, Evaluation Works

Holly Burkett, PhD, SPHR is Principal of Evaluation Works, a performance consultancy in Davis, CA. For over 20 years, she has helped diverse public and private sector organizations improve the impact, and sustainable value, of initiatives focused upon strategic culture change, talent management, leadership development, succession planning, coaching and career development, and performance improvement. She is passionate about developing resilient learning and performance capabilities that create high engagement and operational excellence. Formerly with Apple Computer, sample clients include: the International Union Against Tuberculosis and Lung Disease; Chevron; Intel; the State Bar of California; the California Public Employees Retirement System (CalPERS); the UC Davis Talent Management Center; the National Park Service; and the National Security Agency (NSA), among others.

A certified Senior Professional in Human Resources (SPHR), a certified ROI professional, and a Prosci® certified change practitioner, she is a sought-after speaker, coach, workshop leader, and international facilitator. She has served as an exam developer for HRCI certification exams for over 10 years and a CLO (Chief Learning Officer) Learning Elite judge for exemplar learning organizations. She teaches “Talent Development” at UC Davis Continuing and Professional Education, serves as Adjunct Faculty for Drexel University’s Human Resource Graduate Studies program, and is on the Advisory Board for the “Organizational Performance and Workplace Learning” program at Boise State University. An accomplished change leader, performance consultant, talent builder, and measurement expert, the World HRD Congress recognized Holly’s contributions to the field with the 2017 Global Training and Development Leadership Award. The award is granted to individuals with a record of achievement in strategic perspective, future orientation, training effectiveness and innovation, integrity, and thought leadership.

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