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For their successful, good life Information you really need: Government-funded publisher, awarded the Global Business Award as Publisher of the Year: Books, Magazine, eCourses, data-driven AI-Services. Print and online publications as well as the latest technology go hand in hand - with over 20 years of experience, partners like this Federal Ministry of Education, customers like Samsung, DELL, Telekom or universities. behind it Simone Janson, German Top 10 blogger, referenced in ARD, FAZ, ZEIT, WELT, Wikipedia.
Disclosure & Copyright: Images created as part of a free collaboration with Shutterstock. Text originally from: “Resilience: The undiscovered ability of the really successful” (2013), published by BusinessVillage Verlag, reprinted with the kind permission of the publisher.
From Dr. Denis Mourlane (More) • Last updated on October 12.02.2024, XNUMX • First published on 04.07.2013/XNUMX/XNUMX • So far 4285 readers, 1115 social media shares Likes & Reviews (5 / 5) • Read & write comments
resilience is undeniably an important one Success factor of Future. Why are resilient Employees so important for Companys? And how can they attract and retain their employees?
Changes require companies and, since companies are made up of employees and executives, demand unprecedented agility, resilience and adaptability to changing conditions.
Companies like Nokia, Motorola and perhaps soon Microsoft are examples of organizations that have not succeeded in this adaptation. Just a few years ago they were the kings in their market to fight today for survival.
That's exactly why he wins Term Psychological resilience is currently becoming more and more important Significance, because resilience is colloquially referred to as the human ability to deal with setbacks, change and uncertainty.
high-resilient People accordingly have the ability to remain calm and goal-oriented even during challenging situations and with a lot of consistency, realistic Optimism and confidence to do what needs to be done.
Science shows us here that highly resilient people have a specific personality profile based on the “Big 5” (extraversion, openness, conscientiousness, tolerance and neuroticism).
They have a slight tendency to extraversion, are open to new experiences, manage theirs Tasks disciplined and with a high goal orientation, are agreeable and empathetic in dealing with other people.
They also have low Neuroticism scores, making them less susceptible to neurotic, and thus psychological, illnesses and emotionally stable. She act on other people one thing above all: calm.
The phenomenon of increased absenteeism and occupational disabilities due to psychological illnesses described at the beginning thus occurs less frequently.
This is also confirmed by scientific studies that show the highly-resilient people report less psychosomatic complaints and burn-out symptoms, than little-resiliente humans.
Accordingly, it may be hypothesized that companies that have a large number of highly resilient employees and executives will now and in the future be characterized by being able to react more agilely to changes in the business world.
Since resilience can be measured, it also means that organizations selection their employees and Executives, in addition to technical skills, clear pay more attention to the resilience of the people they hire.
However, as personal resilience can be further developed, this also means that companies, and some are already doing so, should offer their employees specific training and coaching.
Another consequence, which should not be underestimated, also affects the culture and especially the leadership culture of organizations. High-resilience people are not only distinguished by their goal-oriented approach to change.
They are also self-confident and “self-effective” people who need the appropriate freedom and creative freedom in their work. One Organization, which maintains a rather authoritarian and less “empowering” management style, will not be able to keep these employees.
Highly resilient employees and executives correspond exactly to the profile that organizations need due to the rapidly changing economic world. You approach changes optimistically, confidently, empathetically and “intelligently”. Accordingly, they are able to bring enormous added value for every organization. But only if you let them too.
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Dr. Denis Mourlane is a psychotherapist and one of Europe's leading experts in economic resilience.Dr. Denis Mourlane is a former fellow of the Christoph Dornier Foundation, psychologist and psychological psychotherapist. He has been advising international companies on developing their employees and executives for over 10 years. In Germany, he is currently the exclusive provider of resilience training at the University of Pennsylvania in the team of the world-renowned Prof. Dr. Martin Seligman was developed. More information at www.mourlane.de. All texts from Dr. Denis Mourlane.
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[...] these employees not only have to recognize these employees with suitable psychological methods, but also cultivate and develop their resilience. Ultimately, the corporate cultures [...]
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