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The Resilient Leader's Roadmap

Master strategies and actions that drive resilient teams

A series of three, half-day interactive and in-depth workshops that give organizations the competitive edge by empowering leaders with the skills to increase morale, leverage teamwork and keep people engaged.


(all pricing based per person with 8 minimum)

Contact us to discuss delivering these workshops to your organization



4 Hrs.

Evaluate and continually cultivate the team's climate


Foundational themes:

  • People are more willing to accept the influence of leaders that they trust.

  • People trust leaders that are authentic and have integrity.

  • People are more willing to take creative risks when they trust their leaders.

  • When leaders treat people with respect, it improves job satisfaction, engagement, and productivity.

  • Leaders are being respectful when they value the opinions of team members.

  • Being fair, consistent, and inclusive is a sign of respect.

  • Leaders set the example for accountability by showing people “what right looks like”.

  • When people learn from their mistakes, they are being accountable.

  • Having fun at work fosters collaboration and creativity.

  • Having fun at work helps people relax and take a mental break from challenges.

  • A leader’s character will make or break their reputation.

  • Moral courage, empathy, humility, and honesty are essential for building and leading resilient teams.

  • Managing expectations helps people maintain a sense of control in the face of adversity.

  • Being mentally prepared for the unexpected enables proactive coping.

per person



4 Hrs.

Encourage team members to work together by modeling what right looks like


Foundational themes:

  • Working in teams fosters cooperation and collaboration.

  • Innovation is usually the product of teamwork.

  • Leaders don’t just lead teams; they are part of the team.

  • Leaders must stay keenly attuned to any loss of trust between team members.

  • When team members trust each other, they are more likely to share creative ideas.

  • Trusting in team members is the foundation of psychological safety.

  • Leaders should be on the lookout for disrespectful treatment between team members.

  • Addressing instances of disrespectful treatment quickly is essential.

  • Leaders show genuine concern by getting to know their people.

  • People will not give 100% to a leader that does not care about them.

  • When the going gets tough, leaders need to show up.

  • People need leaders that can stay calm during stressful situations.

  • When things go wrong, team members need an outlet to vent their stress.

  • Talking about setbacks with the team is an opportunity for learning.

per person



4 Hrs

Ensure team members connect meaning to their work and foster a sense of belonging


Foundational themes:

  • Leaders should establish individual learning goals for themselves and their teams.

  • Learning increases self-efficacy and self-determination.

  • Constructive feedback from leaders encourages better performance and more learning.

  • Learning from mistakes is critical.

  • Team training develops coordination, collaboration, and communication skills.

  • Training the team builds shared mental models and collective efficacy.

  • Delegating responsibility provides opportunities for personal and professional growth.

  • Delegating responsibility is an essential component of leader development.

  • Empowering decision-making fosters initiative to solve problems.

  • Empowering decision-making increases autonomy and feelings of control.

  • Focusing on the mission can turn adversity into an opportunity for innovation.

  • Being mission-focused encourages aggressive problem-solving and action.

  • Keeping the team informed provides opportunities for two-way communication.

  • Open and honest communication helps overcome resistance to change.

per person

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