Resilience isn't Taught - It's Grown in Culture

When we talk about building a resilient workforce, most of us think of individual traits—grit, adaptability, perseverance. But what if resilience isn’t something we teach people, but rather something that grows in them when the right cultural soil is present?

I asked that question during my recent session with Steel Plus Network. The answer begins with safety.

Resilience is not a standalone skill—it’s a by-product of trust and psychological safety. According to McKinsey, only 26% of leaders effectively create psychological safety. That number is a wake-up call. Because here’s the truth: people can’t adapt if they’re bracing for impact.

For leaders looking to foster resilience, here’s what helps:

• Create Safety: Model vulnerability and consistency. Your steadiness helps others feel secure, especially in times of change.

• Build Clarity: As Brené Brown reminds us, “Clear is kind; unclear is unkind.” Be specific, transparent, and receptive.

• Foster Feedback: Normalize frequent feedback—both giving and receiving it. It builds connection and trust.

• Open Opportunity: Growth doesn’t come from pressure alone—it comes from being invited into possibility. Think mutual mentoring, co-developed ideas, and visible pathways for promotion.

These strategies don’t just boost resilience. They reduce turnover, build trust, and help you retain institutional wisdom.

And yes—generational dynamics matter here too. Boomers may value stability and clear roles, while Gen Z thrives on frequent feedback and purpose-driven work. If we want to nurture a culture where everyone bounces back stronger, we must learn how to support each generation in the ways that speak to them.

Let’s stop asking people to “be more resilient” and start shaping environments where resilience becomes inevitable.