Tracy Cocivera, a Partner and Head of Executive and Team Coaching at Odgers Berndtson, emphasizes the critical importance of aligned leadership teams in fostering organizational resilience. In low-resilience organizations, unaligned leaders operate in silos, lack a holistic view of the organization, and struggle to collaborate effectively. This disconnect trickles down, leading to disunity and inefficiency.
To address these challenges, Cocivera advocates for a three-pronged approach to building resilience: strategic, organizational, and talent resilience. Signs of a low-resilience organization include disconnection, low productivity, and high turnover rates, often stemming from strategic misalignment and lack of cohesive leadership.
Strategic resilience, the first pillar, involves defining a clear purpose and mandate, aligning with stakeholder expectations, and establishing a unified set of values. Alignment meetings play a crucial role in assessing team dynamics and ensuring a shared understanding of the organization's goals.
Organizational resilience hinges on cultivating a positive team culture that supports the organization's purpose. This requires effective leadership, talent management, and succession planning to ensure a resilient leadership pipeline for the future.
Cocivera's Global Leadership Assessment Practice identifies key traits of future-fit leaders, emphasizing resilience and human-centered leadership. In today's complex business landscape, characterized by labor shortages, technological disruptions, and geopolitical challenges, resilient leadership is indispensable.
By investing in strategic team coaching and development, organizations can empower their leadership teams to navigate crises and drive sustainable growth. As the need for resilient leadership intensifies, fostering a culture of resilience and purpose becomes a strategic imperative for organizations seeking long-term success.
