Here's how you can cultivate resilience and manage stress within a team.

Encourage open and transparent communication within the team. Create a safe and supportive environment where team members feel comfortable sharing their concerns, challenges, and stressors. Foster a culture of honesty, empathy, and mutual support.

Building trust is also accepting the fact that your way may not be the same as your team's way - but still works. Openly having conversations and establish expectations may help lessen the stress of worrying from your end and empowers the team member entrusting that they can handle it.

Um passo importante para conquistar a confiança do time é aproximar-se dos colaboradores. Porém, é fundamental escolher estratégias que se alinhem com a personalidade do líder e sua forma de gestão, do contrário irá passar falsidade e superficialidade nessa tentativa de aproximação. Usar de coerência entre discurso e atitudes, demonstrar respeito legítimo pelos colaboradores e mostrar disposição em ouvi-los e responder com franqueza o que está ou não ao seu alcance no momento para solucionar demandas, contribui muito para gerar confiança.

To cultivate resilience and manage stress within a team, foster a supportive culture with open communication and mutual respect. Encourage work-life balance, provide resources for stress management, and empower team members to take ownership of their work. Lead by example, staying composed during challenges, and celebrate successes together. Regularly check in with team members to assess well-being and offer support. Ultimately, creating a positive environment where resilience is nurtured helps teams overcome obstacles and achieve success collaboratively.

Encourage open and honest communication among teammates. Create a safe environment in which team members may express their issues, challenges, and sentiments without fear of repercussions.

Apart from the team goals, having an individual development plan will be super helpful. Aspired and motivated team members create a positive environment and go the extra mile to solve issues.

Uncertain expectations might lead to tension. Define each team member's position, duties, and how their work relates to the team's overarching goals. This clarity provides direction and minimizes confusion.

Get to know the balance that your team members are seeking on an individual level. What works well for some, may not work as well for others. Do what you can to support flexibility in how people work as long as the results are acceptable. Sometimes, allowing people to have input on how to juggle their workload, will actually increase the feeling of balance without having to reduce the load directly. Stress can easily be amplified based on our internal monologue when we don't have control over how we meet our objectives.

Where possible, provide flexible working hours or remote work choices to assist team members in balancing their personal and professional lives. Flexibility can help to lessen stress. Encourage taking regular breaks during the working and using vacation days. Rest and rehabilitation are vital for avoiding burnout and being resilient.

A ideia de que é possível "separar vida pessoal e profissional" não corresponde a realidade. Quando há um ambiente de confiança, como apresentado no tema do item 1 deste artigo, que está estreitamente vinculado a este na minha opinião, o colaborador poderá apresentar ao líder demandas pessoais momentâneas que estejam conflitando com as da equipe. Juntos poderão encontrar uma forma de conciliar essas demandas e evitar o desgaste excessivo, que além de acarretar queda na produtividade individual compromete o estado emocional da equipe como um todo. Quando há esse espaço de diálogo e abertura à busca de estratégias para equilibrar as demandas, também se observa essa postura entre os membros da equipe, de forma à uns apoiarem os outros.

Being present and available establishes confidence and trust amongst the team that whatever happens, their leader/manager is there to support whenever and whatever. Being honest with a good intention to develop must also be made clear to your team so as to appreciate the POV when the need arises.

Model humility every chance you get. Before you can provide support, you have to show your team members that they can trust you in vulnerable moments. The more team members see that you're open to listening and being empathetic to their concerns, the more they will feel supported. It's also important to take care of your own needs for support. It's challenging to provide support to others if you're feeling depleted. Be mindful that it can be tempting to share your own struggles to show you relate. Depending on the person and situation, that can land ineffectively. It may be better to just echo what you're hearing from them and asking more questions to understand their perspective. The intent is to help them feel heard.

Ensure that team members are aware of any accessible resources, such as an Employee Assistance Program (EAP), mental health services, or counseling. Normalize asking assistance when needed.

While change can be a catalyst for growth and innovation, it doesn't need to be constant. At a company I previously worked for, the process for obtaining medical pre-authorizations and the applications used to interact with patients and insurers were changed every 3-4 weeks. This rapid pace left many employees feeling overwhelmed, unable to keep up with the constant shifts. However, the problem wasn't with the employees; it was with the company's excessively frequent changes. Was there even enough time between changes to gather meaningful performance metrics? There must be a balance between embracing change and maintaining consistency.

Regular check-ins allow you to assess the team's emotional state and solve problems before they worsen. Encourage two-way feedback to better understand individual needs and tailor help accordingly.

Reflection is an exercise that builds our resiliency muscle which could help us to move forward without being too attached on the event/past experience. Being familiar with the feeling and come up with a plan how to overcome it in the future may help the team handle such situation better. Word of caution: don't be too attached on "what could have been" but rather, focus on what needs to be done and move forward as this may cause more mental stress than coping with the situation.

É fundamental trabalhar com constância e regularidade a reflexão sobre como o time está atendendo as demandas, ressaltar pontos positivos e estratégias bem sucedidas e não só agendar esta atividade quando as metas não são plenamente alcançadas. Abrir a conversa para os colaboradores expressarem seu ponto de vista, que pode divergir do líder, é igualmente importante, pois embora tudo possa estar aparentemente funcionando em relação as estratégias adotadas, pode haver um desgaste ou estressor que impactará o time em algum momento. Para essa reflexão funcionar é necessário, juntamente com a equipe, estabelecer parâmetros que reflitam o desempenho sob vários aspectos, e assim definir quais ações poderão ser aprimoradas, mantidas ou modificadas.

This is really simple and easy. Glaxo offers 3 and 6 months NGO - social work projects to its employees. While I was serving as the Project Head at Navjyoti India Foundation, I met 3 senior professionals earning 6-7 figure package serving in the urban villages and slums. Leaving the comfort of home, city life, family, spouse and kids is a natural, easy and smooth way to deal with stress and build resilience. No books, no classroom training, what more? Employees willingly build all team skills, commitment for the higher cause and job done. No orders, no advice, no instructions, no manual, mission accomplished. Congratulations. Joy of serving in difficult conditions selflessly made it happen.

Sometimes stress is generated out of some limiting beliefs in the heads of some team members. Challenging such beliefs is a very important step that guarantees sustainability of resilience for team members whose beliefs are causing them stress. Balancing task assignments into what motivates a team member and what usually causes them stress could affect also sustaining a low stress level for team members.

Alongside the core pillars of trust-building, goal-setting, balance, support, change-embracing, and regular reflection, it's vital to cultivate a culture where team members feel safe to express themselves openly. Encourage everyone to prioritize self-care, acknowledging that personal well-being directly impacts team performance. Nurture a sense of belonging by fostering inclusivity and recognizing individual strengths. Finally, celebrate achievements together, no matter how small, to boost morale and reinforce a positive team spirit.

This is a fantastic way to manage EGOs in corporate or personal scenarios. Working on the ground for society actually gives you a real perspective.

Firstly, foster a culture of open communication where team members feel comfortable discussing their challenges and seeking help when needed. Encourage peer support and mentorship programs to facilitate learning and growth. Provide resources for stress management, such as mindfulness apps, wellness workshops, or flexible work arrangements that accommodate personal schedules. Additionally, promote work-life balance by encouraging breaks, setting realistic goals, and emphasizing the importance of self-care. Recognize and celebrate achievements to boost morale and motivation. By prioritizing mental health and resilience-building strategies, team members can feel supported and empowered to navigate stress effectively.