Resilience is the ability to bounce-back quickly – and fully – from periods of intense stress and challenge, significant setbacks or big successes, change and adversity, and, just as importantly – the strain and intensity of doing “day-to-day” business in the modern world.

Whether thinking in terms of individuals, small groups, or large organizations, our capacity for resilience is directly related to our capacity for flexibility, adaptability, productivity and longevity.

“Flexibility, Adaptability, Productivity, and Longevity.
The most effective program for your managers and staff is designed around these four key areas.”

Working together, these components, or modules, do two things for any organization. In the most general of terms, Leadership Resilience Training functionally makes the challenges we face “smaller” – by making our managers “bigger” and more capable. At the same time, the training makes our employees “bigger” (in terms of capacity – healthier, happier, less distracted and more robust), and thus more resilient to the (now smaller) challenges they face.

AACT Leadership Resilience Training

All modules are practical, highly interactive, and designed to provide skills and tools that can be used immediately – going forward – from the moment each participant leaves the training session.

Recommended Modules

  • Leadership: The Big Picture – Tools for creating the functional and flexible organization we want to be. This is a key to building strong morale among management and employees at all levels of an organization.

  • Making Change Work – Focus is on developing the skills and mindset that allow us to thrive in the face of 2 types of change; the first, making the changes we want to happen, happen the way we want them to; and the second, making the changes we can’t avoid – turn out for the best.

  • Persuasive Communication Skills & Dealing With Difficult People
  • Stress Management Skills and Lifestyle Training
“The organizational benefits for managers skilled in these specific resilience areas are numerous and well documented.”
  • An improved ability to work towards common goals, and enhance collaboration between team members and colleagues.

  • Improved interpersonal communication between, and across, all levels of the organizational hierarchy

  • A more effective, friction free, organization

  • Greater mission clarity with more organizational buy-in

  • Improved efficiency at all levels of the organization

  • Management mastery in the 5 classic functions of communication

  • Improved ability to deal with difficult people

  • A culture that engenders loyalty and retention through a greater sense of camaraderie

  • A model that allows more trusting relationships with its clients and partners

  • The ability to motivate team members to push themselves on critical projects

  • The ability to create enthusiasm during periods of challenge or difficult change

  • Improved mediation and negotiation skills

  • Happier, calmer, better liked managers and leaders (too frequently, an unappreciated commodity)

  • Healthier management personal and fewer work absences or related health costs (statistics abound as to the incredible health and productivity costs of stress in the workplace)

  • Research-proven enhanced performance – managers who are able to solve problems creatively and remain optimistic under pressure

  • Managers who are capable of self-care during periods of high demands and pressure

  • Improved working relationships between colleagues and team members when the most important thing at the time is simply being able to work well together

  • Improved performance and stamina during periods of high demand

  • The ability to think clearly and logically und

  • The ability to stay motivated and focuseder pressure

  • Higher general morale

  • Greater creativity in the ongoing effort to grow current, and capture new, business opportunities.

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