In times of constant change, resilient teams aren’t just nice to have—they’re essential. 

Resiliency, defined by the National Library of Medicine as “the ability to use positive mental skills to remain psychologically steady and focused when faced with challenges or adversity,” is hugely beneficial in the workplace. Further research from the NLM found that resilient team members have 10% to 20% lower rates of likely depression, absence, and productivity loss.

One of the most effective ways to build resiliency is to improve communication. This helps teams create stronger bonds, manage stress more effectively, and foster deeper engagement in the workplace. 

“Resiliency is about being in a hard situation and still being able to see the light at the end of the tunnel,” said Shari Pheasant, Founder and CEO at Horse Power Strategies. “I feel like communication is so important because one of the biggest mistakes we make is that we're not conversing correctly with each other, and we don’t even realize it.”

Here’s how you can have better conversations and improve your team’s resiliency now. 

Understand Behavioral Styles 

Understanding yourself and others through the same framework is the first step in improving communication and increasing resilience. 

Self-awareness reduces defensive responses and promotes collaborative problem-solving. “You can begin to have the right conversation by stopping to look at your own behavioral style,”  explained Pheasant. “Consider how it may be perceived by others and what your impact may be. Then you have to understand what that person needs in their environment to be resilient. That’s how you build psychological safety.”

Implement a trusted assessment tool to discover the behavioral differences within your team. By using real data to understand each other, you will have concrete points of reference that you can use to improve communication. When you understand how a person behaves and presents themselves in the world around them, you can adapt your communication approach and provide them with what they need to succeed. (More on that later!) 

Assessments also provide a shared language for teams; instead of wondering why your coworker is jumping from idea to idea at a fast pace, you can know that they have a Dynamic communication style and prefer lively, fast-paced conversations. You won’t have to wonder why someone is doing what they’re doing; you can understand the behavioral style behind their actions and discuss through that lens for better clarity. 

Have Tough Conversations Early and Often 

Once you have a baseline understanding of each other, resilient teams need to work to keep that understanding by not avoiding conflict. This may feel counterintuitive to the conflict-averse, but it’s actually the best way to prevent issues in the future. 

“If your team doesn’t understand each other or struggles to communicate, regardless of their behavioral styles, resentment will build up,” Pheasant shared. “When no one is talking about their issues, it hurts resilience because now we’re focused on survival. As long as that’s the focus of your team, you cannot become resilient.”

On the flipside, addressing irritation before it becomes an issue helps your teams gain confidence in the workplace, practice conflict resolution, and feel more secure in their roles. If conflict resolution becomes a regular process in the workplace, it loses some of its intensity. People will know they can make mistakes or express discomfort and have those actions addressed rather than ignored or, worse, punished. 

When conflict is handled with consistent care, teams will know what to expect from each other and have successfully modeled resolution for the future.

Make Resiliency a Shared Responsibility 

A lack of resilience often signals a poor environment, not weak individuals. When people have the right tools, they can embrace resiliency through behavioral flexing. This is a process in which you adapt your behavior to meet the behavioral styles of others. Adapting behavior isn’t a long-term solution, but rather a short-term compromise. 

While speaking about resilience on teams, Pheasant was able to identify my behavioral style within a few minutes. I’m Outgoing and Steady, with a high I and a high S score in DISC, whereas Pheasant is Direct and Outgoing, with a high D and I score. We were able to connect with our high-energy approach, but she knew she had to slow her speech, adjust her tone, and focus on people instead of ROI. 

Since we’re both very familiar with TTI’s assessment tools, she was able to adapt her natural style, and I was able to observe and experience that adjustment in real time. I could tell she was changing her approach based on my responses, and, in turn, I focused on being concise and clear in my communication with her. 

Even over the course of the interview, the point proved itself; when you adapt to others and receive that consideration in turn, you’ll experience new levels of communication and success. 

By understanding and embracing each other’s behavioral styles, having tough discussions early, and taking shared ownership of communication, your team can create an environment that stands strong during tough times. 

Ready to see the difference for yourself? TTI can help. Contact us today to get started.

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