Resiliency! Stop the BS

Podcast script below

Okay, today is one of the tough love episodes. An episode where we simply have a what my southern friend used to call “a come to Jesus moment.” Where we kick it to the curb. This is around the subject of resiliency. I am peeved, I am pissed. I am at tier 2 with anger. I am asking myself, “How am I going to shift this low vibrating energy into something that elevates, charges, inspires, shocks, you to get off your ass and do something.?” Sorry mom! I meant “butt” as a kid you had to say “butt” around mom, but you could say, “ass” around Dad. It helps with the cognitive dissonance! Cognitive dissonance is used to describe the mental discomfort that results from holding two conflicting beliefs, values, or attitudes. That’s often how we screw up our kids. But I digress.

I want today’s message to hit all the three areas in which I coach:

  • · Leadership development

  • · Entrepreneurs shifting business or career to the next figures 5-6-7

  • · Those bouncing back from some type of personal crisis (with COVID-19, this should have far reach)

As part of my personal development in coaching, I often dive into research, especially if it’s neuroscience. I am fascinated with neuroscience, psychology and the like. ADP Institute conducted a 2020 Global Workplace Study research on resiliency. This research spanned 1000+ countries, 26000+ participants, various socio-economic and ethnic backgrounds, various education levels and generations.


Global engagement has slightly changed over the last two years, with a 1% drop. What does that look like? From a global perspective of 100% engagement, 14% are fully engaged and 86% are just showing up. That means in a room of 100 people, 14 are giving it all they got to shift, grow, contribute, leverage, and 86 are just showing up.


Global resilience is also low. Only 17% are highly resilient. Engagement and resilience are not directly related. This simply means that just because I am fully engaged does not mean I will also be highly resilient. Okay let me get my head out of the data and try and make it relatable or something you can use.

Engagement is proactive. One of my friends, Marcus Buckingham explains it like this: “It’s the state of mind that enables you to give your best, deliver your best to excel. Whereas resiliency is reactive and measures the state of the mind.” Have you ever been in a hurricane of the east coast? Have you seen palm trees? Have you noticed how they bend? Of course, palm trees are monocots kind of like a blade of grass, soft stem. Therefore, they have a suppleness that allows them to bend in the wind. The hurricane force winds simply measure the resiliency of the tree as it reacts to the wind. Okay, you know where I am going. Your resilience cannot be measured, weighed, or determined until you face the storm.

Why Did I Start with Drop the BS?

I was recently hired to do some coaching/consulting for a small tech business during this COVID-19. I sat in on one board meeting to get a feel. I listened to the financial report, scratched my head and asked. “You’re saying that business and revenue has increased during the pandemic, but your customer service has decreased? So, you are telling me that you’re making more money because of COVID-19, but because of COVID-19 you’re delivering horrible customer service. Therefore, your company is engaged but you have no resiliency.”

Remember we said that engagement is proactive because it’s a frame of mind. Resilience measures the actual state of the mind when exposed to harsh, dire or suffering circumstances. Remember my F.E.A R coaching. They created a non-resilient reality. In reality, revenue increased enabling them to hire and train more customer service to handle the surge. However, F.E.A.R had them simply reacting to the idea there was a global pandemic.

Let’s break it down and Elevate it to the next Tier!

I am shifting my tier 2 anger into tier 3 and 4. Let’s drop some knowledge on what we learned in the research. I’m breaking down. If you don’t have time to read 80 pages, here it is.

Building High Resilience or having a high resilient team

1. Love Your Work

Those who love what they do are 3.9x more likely to be highly resilient. Loving what you do, regardless of your ability is key to resilience. We all know this! Ladies, partners, significant others why are you willing to put up with a little crap from your dude? You love them. I am making the assumption there’s no co-dependency issues in the background, but two safe and mentally healthy people.

2. Trust Must Be Present

Leaders, executives, manager etc,. Trust is a building block of resilience. Results show that when people trust their leaders their level of resilience increases. Not getting too political but let’s use the pandemic here in the states. If your leader tells you what you need to know before you need to know it. “Hey, there’s a pandemic coming. We need to get ready and embrace it. Times are going to be challenging, but we can make it” Guess what happens mentally. You trust your leader and begin making plans to survive the new normal that coming.

3. Trust Has a Cumulative Effect on Self-Resilience.

The highest levels of self-resilience exist when individuals fully trust both their team leader and the senior leaders within their organization. What a minute! Ubuntu!


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