Building Resilient Teams: Strategies for Higher Education Leaders

By Rick Aman

on November 09, 2024

Amid the constant shifts and uncertainties in the present post-secondary educational landscape, resilience emerges as an essential quality for teams to succeed. A resilient team consists of individuals who can collectively navigate challenges, swiftly recover from setbacks, and sustain both their effectiveness and morale, even in the face of adversity.

For leaders in higher education, the ability to cultivate and sustain resilient teams is essential not only for surviving challenges, but for thriving in an environment that demands constant adaptation. Resilient teams can navigate uncertainty, embrace change, and maintain productivity and effectiveness during difficult times. Drawing from both higher education and military flying experience, I will explore strategies for building resilient teams that can withstand the pressures of today’s academic world and emerge stronger.

Understanding Resilience in Teams

In the context of teams, resilience refers to the collective ability to adapt to disruptions, overcome challenges, willingness to solve problems, and continue moving forward with a sense of purpose. A resilient team doesn’t just bounce back; it learns from setbacks and becomes more robust in the process. This quality is particularly vital in higher education where teams often face budget constraints, shifting/unclear policies, legislative challenges, adaptation of technological advancements, and complex student support issues. Three techniques to enhance team resilience could include:

1.   Foster Adaptability

One of the foundational elements of a resilient team is adaptability. In higher education, where change is constant, teams must be flexible and open to new ways of thinking and working. Leaders play a pivotal role in fostering this adaptability by encouraging innovation and creating an environment where experimentation is safe and even celebrated.

• Openness to Change: The team is willing to embrace new ideas, processes, and technologies, and members are comfortable stepping out of their comfort zones to meet evolving demands. This adaptability ensures that the team remains resilient and proactive in the face of uncertainty.

• Resourcefulness: The team can creatively solve problems, efficiently manage resources, and quickly pivot strategies when faced with unexpected challenges or constraints. This ability to innovate under pressure allows the team to navigate obstacles and achieve their goals despite limitations.

• Collaboration: Team members work well together, leveraging each other's strengths and knowledge to adjust to new situations and find the best solutions to emerging challenges. This collective approach fosters a culture of shared responsibility and continuous improvement, driving the team towards success.

“Experimentation is the key to innovation. Without the willingness to fail, you cannot innovate.” — Peter Diamandis

2.  Create a Supportive Culture

A supportive culture is another critical component of team resilience. When team members feel supported by their leaders and peers, they are more likely to persevere through challenges and maintain their commitment to the team’s goals.

• Promote Open Communication: As a leader, actively encourage and model open and honest communication within the team. Create an environment where team members feel safe to voice their concerns, share their ideas, and seek help when needed. Your leadership in fostering this transparency ensures that everyone feels heard, valued, and empowered to contribute to the team’s success.

• Prioritize Well-Being: The well-being of team members should be a top priority. Recognize the signs of burnout and stress and take proactive steps to address them. Implement wellness programs, offer mental health resources, and encourage a healthy work-life balance.

• Celebrate Successes and Learn from Failures: Acknowledge and celebrate the team’s achievements, no matter how small. Recognition boosts morale and reinforces a sense of purpose. Similarly, view failures as learning opportunities rather than setbacks. Analyze what went wrong, discuss what can be improved, and move forward with a renewed sense of determination.

3.  Lead by Example

Leadership is crucial in building resilient teams. Leaders who model resilience themselves set the tone for their teams. By demonstrating a calm and composed demeanor during crises, showing empathy towards team members, and maintaining a focus on the long-term vision, leaders can inspire their teams to adopt a resilient mindset.

• Demonstrate Emotional Intelligence: Emotional intelligence, the ability to recognize and manage one’s own emotions and the emotions of others, is essential for leaders. By showing empathy, understanding, and compassion, leaders can build stronger relationships with their teams and create a more supportive environment.

• Stay Focused on the Vision: During challenging times, it’s easy for teams to become discouraged or lose sight of their goals. As a leader, it’s your responsibility to keep the team focused on the bigger picture. Remind them of the team’s purpose, reinforce the vision, and guide them towards achieving their goals despite the obstacles.

• Accepting Blame as a Leader: One of the most important aspects of leadership in building resilient teams is the willingness to accept blame when things go wrong. When a failure occurs, a resilient leader doesn’t shift the blame onto team members, but instead takes responsibility, analyzes what happened, and leads the team in learning from the experience. This approach not only builds trust within the team, but also strengthens the team’s ability to bounce back and move forward with renewed commitment. By accepting blame, leaders model accountability and foster a culture where mistakes are seen as opportunities for growth rather than causes for blame.

“The true mark of a leader is not how they perform in times of success, but how they take responsibility in times of failure.” — John C. Maxwell

Actionable Steps a Leader Might Consider in Building a Resilient Team

To build and support a resilient team a higher education leader could consider the following four actionable steps:

1. Assess and Understand the Team’s Resilience: Begin by evaluating the current level of resilience within your team. Identify areas where the team excels and where improvement is needed. Gather feedback through surveys, one-on-one meetings, and by observing how the team handles challenges and honestly debrief the results. Use your assessment as a baseline to understand strengths and weaknesses, which will guide future actions.

2. Develop and Implement a Resilience Plan: Based on the assessment, create a plan to intentionally enhance the team’s resilience. This plan should focus on fostering adaptability, building a supportive culture, and strengthening leadership. Set clear goals and timelines and include strategies like regular debriefs after major tasks or events to continuously refine and adjust the plan. Ensure that the plan addresses the specific areas for improvement identified in the assessment phase.

3. Recognize Gossip as one of the most Destructive Elements to Team Resilience: Members who fail to uphold team agreements or engage in gossip exhibit behaviors that can rapidly erode trust and disrupt team cohesion. As a leader, it’s essential to set clear expectations for respectful communication and actively discourage gossip, fostering a culture of transparency and trust that fortifies the team’s unity and strengthens their resilience against challenges.

4. Model and Cultivate Resilient Teamwork: As a leader, actively model the qualities you want to see in your team. Demonstrate emotional intelligence, maintain a clear focus on the team’s vision, and foster collaboration. Create a supportive environment by encouraging open communication, prioritizing team well-being, and celebrating successes. Address challenges with empathy and a solution-oriented approach. Your leadership will set the tone for a resilient team culture that sustains long-term growth and success.

“Persistence and resilience only come from having been given the chance to work through difficult problems.” — Gever Tulley

Conclusion

Building resilient teams is not a one-time effort, but an ongoing process that requires dedication, empathy, and strategic plans. For leaders in higher education, the ability to create and sustain resilient teams is essential for navigating the complexities of today’s educational landscape. By fostering adaptability, building a supportive culture, and leading with resilience, leaders can ensure that their teams are not only prepared for challenges, but are also positioned to thrive in the face of adversity.

In the end, resilient teams are the cornerstone of an effective organization, one that can adapt, grow, and succeed in an ever-changing world. As you continue to lead and inspire, remember that the resilience of your team reflects your leadership. Embrace the challenge of building resilient teams, and you will create a legacy of strength, innovation, and success in higher education.

“The strength of the team is each individual member. The strength of each member is the team.” — Phil Jackson