From the establishment of an organization to its constant growth, it is involved in various changes and challenges, whether it is financial stability, brand positioning, growth and retention of its employees, thinking about customer experience, etc.


These challenges demand from employees and, therefore, from the organization an adoption of new qualities and new capabilities. But is the employee really able to adapt to change, to learn new skills, is there organizational resilience training, how do we deal with adversity, or in any case, is it not enough to train the employee in new technology (in new skills) or should we first think about his or her ability to adapt to volatile situations?


What do we mean by resilience? According to Hamel y Välikangas, resilience is not just adapting to crisis situations. On the contrary, it refers to anticipating and adapting, to change before the need to do so becomes obvious. Sometimes we wait for the deterioration of the company to begin to change, or as an old phrase says; “to get up we must fall first”.
This is a mistake we make, not learning from what happens to us constantly, not foreseeing the change. Because it is very different if your adaptation process starts from the fall, than if your adaptation process starts with your organization standing up, waiting for the change, without being surprised.


Resilience in organizations
A resilient organization is one that has the necessary mechanisms and tools to overcome adversity, to overcome conflicts and come out of them with flying colors.
Resilience allows organizations to see uncertainty as a factor of progress rather than danger or survival.


Importance of resilience
Experiencing events that help us to increase and strengthen our resilience will allow us to develop new capabilities within our organization. Some examples are:

-Increased adaptation: Builds in employees the ability to effectively and efficiently resolve the different circumstances that may arise.

-Agility: Allows the organization’s leaders to make quick and relevant decisions, knowing that a decision may have positive and negative aspects in the near future.

-Improve the reputation of the organization: New companies are always emerging within the same line of work, and at the slightest oversight we can be surpassed by them. But, by standing out from a difficult situation, the organization positions itself better than its peers.

-Generate confidence among clients and collaborators: Fostering a resilient climate will make collaborators and clients feel that the organization they work with will never let them down.

Before training in new trends as a consequence of continuous improvement, we must think about whether our organization or, more specifically, our employees, are able to adopt and perceive constant change in a good way.