Emotional Resilience For Leaders

We’re living through an unusually prolonged period of uncertainty, and it’s taking a toll on our surge capacity—the mental and physical reserves we rely on to cope with acute stress. But surge capacity isn’t designed for the long haul, and when it’s depleted, we feel emotionally exhausted and cognitively strained. One way to restore it is by creating small routines and moments we can control, like listening to a favorite playlist or starting the day with a simple ritual, like a cup of (good) coffee in your favorite mug. These small acts signal to our brain that not everything is out of control, which eases stress on our system. Second, pair that with intentional rest and breaks, which your body absolutely needs in order to replenish your surge capacity. The goal is to stop putting so much stress on an already over stressed system. As we begin to recharge and find steadiness, even in uncertain times, we are better equipped to help others and do the work we want to be doing.

In 2008, Michael Phelps won Olympic GOLD - completely blind. The moment he dove in, his goggles filled with water. But he kept swimming. Most swimmers would’ve fallen apart. Phelps didn’t - because he had trained for chaos, hundreds of times. His coach, Bob Bowman, would break his goggles, remove clocks, exhaust him deliberately. Why? Because when you train under stress, performance becomes instinct. Psychologists call this stress inoculation. When you expose yourself to small, manageable stress: - Your amygdala (fear centre) becomes less reactive. - Your prefrontal cortex (logic centre) stays calmer under pressure. Phelps had rehearsed swimming blind so often that it felt normal. He knew the stroke count. He hit the wall without seeing it. And won GOLD by 0.01 seconds. The same science is why: - Navy SEALs tie their hands and practice underwater survival. - Astronauts simulate system failures in zero gravity. - Emergency responders train inside burning buildings. And you can build it too. Here’s how: ✅ Expose yourself to small discomforts. Take cold showers. Wake up 30 minutes earlier. Speak up in meetings. The goal is to build confidence that you can handle hard things. ✅ Use quick stress resets. Try cyclic sighing: Inhale deeply through your nose. Take a second small inhale. Exhale slowly through your mouth. Repeat 3-5 times to calm your system fast. ✅ Strengthen emotional endurance. Instead of avoiding difficult conversations, hard tasks, or feedback - lean into them. Facing small emotional challenges trains you for bigger ones later. ✅ Celebrate small victories. Every time you stay calm, adapt, or keep going under pressure - recognise it. These tiny wins are building your mental "muscle memory" for resilience. As a new parent, I know my son Krish will face his own "goggles-filled-with-water" moments someday. So the best I can do is model resilience myself. Because resilience isn’t gifted - it’s trained. And when you train your brain for chaos, you can survive anything. So I hope you do the same. If this made you pause, feel free to repost and share the thought. #healthandwellness #mentalhealth #stress

I typically do not use the term “change management” (unless I’m working with a partner who wants or needs to use it).  “Managing” change implies order, planning & stability; the ability to forecast, direct & deliver outcomes. Yet very few change or transformation plans deliver what they set out to deliver, in the predicted timescales. We no longer operate in a stable world where we undertake a change project and move back to equilibrium. Our environment moves faster, acts in more interconnected ways & is full of ambiguity. Change is relentless & continuous. We need to focus on building adaptive capacity & creating a collective process, not on "managing" change as a discrete, manageable task.  Michael Hudson talks about shifting from “change management” to “change fitness”. He sets out three core leadership practices for enabling change: 1. Continuous sensemaking: This involves incorporating five minutes of sensemaking into existing team routines, understanding what is different or changing. Over time, this practice builds "complexity capacity" & the ability to hold onto multiple, often contradictory realities without becoming overwhelmed. 2. Strategic energy management: Treating people’s energy as a finite resource that needs to be deliberately managed, like any other resource.  3. Learning from navigation, not just success: Shifting from an outcome-focus to process-focus builds the ability to prevail in situations where the path forward is unclear. https://lnkd.in/eqQQM5FF Via Forbes. Graphic from Corporate Rebels.

The Window of Tolerance is a concept from trauma-informed psychology that describes the optimal zone of arousal in which a person can function effectively. When within this window, a person can manage emotions, think rationally, and respond adaptively to stress. It was developed by Dr. Dan Siegel and is widely used in psychotherapy, especially in understanding trauma, emotional regulation, and nervous system responses. The Three States in the Window of Tolerance Framework 1.Optimal Zone (Within the Window of Tolerance) •This is the ideal state where a person feels emotionally balanced and can respond to challenges with resilience. •Emotions are present but not overwhelming. •There is access to rational thinking, problem-solving, and self-awareness. 2.Hyperarousal (Above the Window of Tolerance) •The nervous system is in a fight-or-flight response. •Symptoms include anxiety, panic, anger, irritability, hypervigilance, and intrusive thoughts. •The body is flooded with stress hormones (like cortisol and adrenaline). •People in this state may feel overwhelmed, reactive, or defensive. 3.Hypoarousal (Below the Window of Tolerance) •The nervous system shifts into a freeze or shutdown response. •Symptoms include numbness, disconnection, dissociation, lethargy, depression, and a sense of helplessness. •The body may feel heavy or detached from emotions. •People in this state often struggle with motivation and engagement. Why Is This Important in Therapy? For people who have experienced trauma, their Window of Tolerance is often narrower, meaning they easily slip into hyperarousal or hypoarousal in response to stress. Therapy helps expand this window, making it easier to stay within an optimal range of emotional regulation. Expanding the Window of Tolerance 1.Mindfulness & Grounding Techniques – Helps regulate emotional states by increasing self-awareness. 2.Breathwork & Somatic Practices – Helps calm the nervous system and restore balance. 3.Cognitive Restructuring – Identifying and challenging thoughts that trigger dysregulation. 4.Attachment Work – Strengthening secure connections to improve emotional safety. 5.Trauma Processing – Through modalities like EMDR, Internal Family Systems, or Sensorimotor Therapy. windowoftolerance #emotionalregulation #nervoussystemhealth #mindfulness #traumainformed, #mentalhealthawareness #selfcare #stressmanagement #psychologicalhealth #groundingtechnique #congitiverestructuring #traumatherapy #somticprctices

For too long, we’ve thought of resilience as simply bouncing back from adversity. But in today’s leadership landscape, change isn’t episodic — it’s relentless. Resilience now means something deeper. It’s not just about weathering a storm; it’s about staying steady in the daily winds of complexity, pressure, and competing priorities. In my piece for Harvard Business Review, I share insights from a study of 167 leaders and 30+ years of walking alongside executives through transformative moments. What set the most resilient leaders apart? Deep self-knowledge. They: ✔️ Take honest stock of their strengths and limits ✔️ Catch irritability before it spills onto others ✔️ Push back on unrealistic expectations — even when it’s hard ✔️ Reconnect with what matters most when ambivalence creeps in If we want to lead others through change, we have to start by knowing the person doing the leading. Curious to hear: what has resilience looked like for you this year? Full article here: https://lnkd.in/gtUjtKC #leadership #resilience #selfawareness

Beyond our ability to weather storms, developing conflict resilience is about redefining how we navigate through them. Over my career, I’ve seen how clinging to outdated models of conflict management stifles organizational growth. While scenario planning remains a professional cornerstone, true resilience demands agility: The courage to pivot frameworks when they no longer serve our people or purpose. Senior leaders are responsible for anchoring their teams, shielding them from distractions that dilute momentum while driving human-centric strategies that pre-empt volatility. This means refusing to overpromise, resolving tensions with urgency, and embedding radical transparency into every dialogue. Equally critical is consistently communicating what’s next. Clarifying how the organization plans to refocus, reallocate, or reinvent goes a long way in building team trust. The goal isn’t to avoid conflict. It’s to build teams that don’t fear it. Teams don’t need perfection. They need clarity, consistency, and the confidence that their leaders see conflict not as a disruption, but as a catalyst for evolution. #Leadership #ConflictResilience #HumanCentric #PeopleFirst #TeamBuilding

In times of crisis, real leadership isn’t about having all the answers—it’s about maintaining presence under pressure. Here are 7 ways to lead with strength, calm, and resilience when it matters most: 1. Stay Calm, Not Controlling – Center yourself and remember: calm is contagious. Leaders who stay grounded inspire confidence. 2. Adapt Swiftly to Change – Agility is your friend. Pivot quickly and show your team that flexibility is strength, not weakness. 3. Be Transparent and Empathetic – People want the truth. Share what you know and acknowledge the challenges openly. Empathy goes a long way. 4. Make Clear Decisions with Resolve – Indecision breeds fear. Even in uncertainty, be decisive to show that you’re ready to guide the way. 5. Anchor Choices in Core Values – Values are your compass. Let them guide your decisions, especially the tough ones, to show consistency and integrity. 6. Model Resilience to Inspire – Your resilience is a blueprint for others. Show that setbacks are temporary and the team can push through. 7. Set Small, Achievable Goals – Clear, short-term wins keep spirits high. Celebrate progress to reinforce that every step forward counts. In every crisis, there’s an opportunity to grow as a leader. How you respond leaves a lasting impact on your team’s confidence and trust. 💪✨ #Leadership #ExecutivePresence #CrisisManagement #LeadershipSkills #Resilience #Adaptability #CalmInCrisis #ValuesDriven Dr.Shivani Sharma #communicationskills

Leading in uncertain times is a hot topic today in business as we face a compounding set of unknowns: tariffs, inflation, volatility in our financial markets, the ongoing climate crisis, supply chain disruptions, global conflicts, and the advent of AI to name just a few. Whether you are an operator, investor or board member, I wanted to share a few of my approaches to dealing with the reality we are facing, and I would love your thoughts in response: 1. First, for me, is to remain consistent and committed to our company values. At PSP Partners, we express ours as IDEALS--Integrity, Diversity, Excellence, Alignment, Leadership and Service. Your teams want to know that during uncertainty you will make hard decisions that are grounded in your core values. 2. Radical honesty is critical. Bringing your leadership team to a point of embracing the reality of the landscape that your organization is facing is an essential foundation to then figuring out the vulnerabilities. 3. Ensuring that your balance sheet is strong to weather the difficult periods as well as to have the opportunity to play offense is more essential than ever. 4. Regular scenario planning and pressure testing various outcomes is essential to manage and mitigate risk; it is all the more important right now. This is also known as “red teaming” and it’s a critical thing to do. 5. Being curious about your blind spots and institutional biases will help create an environment where you and your team can safely challenge assumptions. 6. Overcommunicating with your management team and to your company as a whole have never been more needed. Remember it takes about 7 times for a message to break through. Don’t be afraid to repeat it over and over. 7. Embracing the idea that challenges also create unique and unexpected opportunities is so important. During uncertainty the best companies create extraordinary opportunity and returns for the long term. 8. A strong, innovative and resilient culture is always foundational and especially essential to navigating the current challenges. The CEO and your leadership team have to set the example.  

Your emotional intelligence determines 80% of your professional success. Skills which I wished I had know when I started my career. So I have put together a list from my battle scars. 12 emotional intelligence skills that will boost your career. 1/Read The Room ↪ You sense the mood & underlying sentiments of people instantly. During a tense team meeting, you notice subtle body language & adjust your communication style to defuse potential conflicts. 2/ Deep Listening ↪ You listen to understand, not just to respond or wait for your turn to speak. You ask thoughtful follow-up questions that show you're truly engaged with their experience. 3/ Empathetic Listening ↪ You genuinely put yourself in another person's shoes. You offer support without immediately jumping to problem-solving, first validating their feelings. 4/ Self-Awareness ↪ You understand your own emotional triggers, strengths, & blind spots. Before an important presentation, you recognize your anxiety & use breathing techniques to center yourself. 5/Emotional Regulation ↪You manage your emotional reactions, staying calm under pressure. When receiving critical feedback, you remain composed & it as an opportunity for growth instead of becoming defensive. 6/Adaptive Communication ↪ You adjust your communication style to connect effectively with different personality types. You modify your communication approach when presenting to executives versus collaborating with creative team members. 7/Authentic Vulnerability ↪ You're willing to share genuine emotions & admit limitations while maintaining professional boundaries. In meeting, you share a mistake you made, demonstrating transparency & creating a safe environment for others to do the same. 8/Positive Influence ↪You motivate & inspire others through emotional intelligence. You provide feedback that energizes & uplifts team members, making them feel valued & motivated. 9/Emotional Energy Management ↪ You understand how emotions impact your & others' productivity & can strategically manage emotional bandwidth. You recognize when you or your team are emotionally drained & proactively suggest breaks, recognition, or support to maintain high performance. 10/ Conflict Resolution ↪ You navigate & resolve interpersonal tensions constructively. During a team disagreement, you help identify shared goals & guide the conversation towards collaborative solutions. 11/ Intuitive Networking ↪You build genuine connections by understanding people's unspoken professional & personal motivations. You engage in conversations that go beyond small talk, creating meaningful professional relationships that feel natural & supportive. 12/Mental Resilience ↪You bounce back from setbacks with grace You analyze what went wrong constructively, extract key lessons, & approach the next challenge with renewed energy. ♻️ Share this to help others boost their careers. Follow Adeline Tiah 謝善嫻  for more content like this

Smart Doesn’t Scale but Grit Does. I’ve worked with some of the smartest people around. Many of them didn’t last. Some didn’t rise. In a long career of over 30 years now, I have worked with a range of people. And I have observed a lot. Those who shine with their intellect don't always last. It's like sprinting the 3 to 6 km part of a 42.2 km marathon. You will win for a bit, but can you last? Look at your favourite companies... Disney Toyota Apple All have lasted the test of time. And it's because the people in them lasted as well. Of course, there are exceptions. Some new-age businesses, especially those around Tech, may appear to shine bright for long. However, a company's lifespan is not 5 years, but 50. Or more. Eventually, even these companies will need GRIT and Resilience to scale. NRN once famously said - The true test of a company is to last 100 years. What he meant was - if a company lasts 100 years then it would have done well, been profitable. Else it would have been shut down a lot earlier. And companies are nothing but people. Reasons Why Smart Doesn’t Scale: Smarts don’t survive friction - When things get messy, smart alone isn’t enough. Resilience is. Smart is about answers, grit is about persistence - Projects, people, and politics demand endurance, not IQ. Being smart can make you impatient - And impatience kills teamwork and trust. 3 Ways to Build & Show Grit at Work: Stick with problems longer than others do - Grit shows up in how long you stay in the game. Do the unsexy work, repeatedly - Show up. Show consistency. Ship outcomes. Bounce back visibly after setbacks - People notice who gets up, not just who shines. 📘 Book Recommendation: “Grit: The Power of Passion and Perseverance” by Angela Duckworth. A modern classic. Talent gets you noticed. Grit gets you promoted. ++++ 🧱 Brick by Brick – Building a Career that Lasts