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It's not your title. It's not your track record. It's whether people think of you and feel trust.

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And here's what makes that so powerful: when people trust you, you feel more capable. When you feel more capable, you navigate change better. Reputation and resilience aren't separate things. They're the same thing.

Nope.

Mergers and acquisitions happen in every organization, every time workload is redistributed, leadership of a department or team shifts, someone is asked to take on a new responsibility. That means that the big pain points of mergers and acquisitions will show up in your team. Feeling unseen, pulled and pushed by other people’s decisions, being undervalued or disrespected, no longer being a part of a well known team… all of these can crush someone’s will to stay in their job or to do it well.

Last week on the Think Tank I asked leaders in industries hard hit by regulatory change what we could all learn from their experiences. And they brought smart, strategic solutions.

Last week on the Think Tank I asked leaders in industries hard hit by regulatory change what we could all learn from their experiences. And they brought smart, strategic solutions.

What do GenZ employees need (and is it different than what they want) to be resilient at work?

Our incredible guests really delivered the goods. Alice Kao is the CEO of Sender One, a network of climbing gyms around California. She employees almost exclusively GenZ coaches and staff. Jonah Craine is a college senior who has worked a variety of frontline jobs as well as stepping into leadership. Last week on the Think Tank they spoke plainly – and sometimes painfully – about the obstacles between GenZ workers and their supervisors and bosses. They debated what’s real – is there a COVID gap in social skills in this generation? Is it the employer’s obligation to address those? Are GenZ using COVID as a crutch? What are “safe spaces” and what do workplaces need to do to create them? If employers do that work does that make GenZ able to hear critical feedback?

That’s just one of the things I learned on the most recent episode the Think Tank on Resilience. Why does it matter? Because each of us has the ability to use the stories we tell to strengthen our own resilience and those of our people. Our colleagues, our teams, even our families.

Internal technology changes

With the help of two brilliant professionals, we asked how companies can make tech changes easier and more successful for their teams. Twelve different strategies emerged, any one of which can make things better.

There are so many things we wish for ourselves and our people. For most of us, that list includes strength, resilience, motivation, connection, success. This last Think Tank episode was filled with wisdom and a silver bullet way to get all that for ourselves and others. I hope you’ll watch it or listen to it and let me know your thoughts.

Wishing you a sweet and easy slide into 2025 and we’ll catch you again in January when we tackle… technology stress!

When you read that do you think about your geography or your identities or your gathering spaces? Do you think about people you know online or in person? Are you a member of one community or dozens?

This month on Dr. G’s Think Tank on Resilience we tackled this central question: “What is community resilience and how can we get more of it?”

1. Does loneliness impact the resilience of people at work?
2. Should leaders try to improve the experience of lonely employees?
3. How could leaders make a difference in the loneliness of their people?

We spent these 45 minutes on practical reasons, important considerations and useful strategies to improve the physical and mental health of people in the workplace by decreasing loneliness.

The biggest theme to emerge from our conversation is that resilience – the ability to navigate change – requires excitement.