1. Resiliency Results Certification Session Barbara Davis Change Results Consulting

2. The Business Context Organization Change Mergers and Acquisitions Sales force Development Turnarounds Business Setbacks Changes in the Workforce

3. How Clients Have Applied It Training leaders on how to hire for resiliency and how to coach employees Developing a marketing leadership team Improving a leadership team’s ability to lead across multiple generations Building the resiliency of an HR/OD team facing major changes Coaching individual executives on how to increase their resiliency Developing the resiliency of rising leaders in a high-potential development program Increasing the resiliency of salespeople as part of a sales development seminar

4. Resiliency Results™– The Encouragers “Capacity to be robust under conditions of enormous stress and change…” Diane Coutu Bounces Back from Setbacks Faces Reality and Acts Responds Flexibly Experiments and Innovates Finds Meaning in the Work Expects and Encourages Resiliency

5. Resiliency Discouragers – The R’s Rescuing Reassuring Reacting Rigidity

6. Preparing for the Card Sort Find the Instruction Cards for Sorts and Recording Remedies and set aside Find the Skilled and Needs Work cards (there are two sets as extras) –Place one of each on the side of the Board for your card sort Remove Resiliency Results Logo Cards Find the Overused Definition and Place Face Up on the Board to the Left of the Rescuing Box

7. Preparing the Card Sort Encouragers have six clusters – There are Six Encourager Cluster Cards –This card has the logo for the Encourager Cluster on one side and a list of all the behaviors on the other –Remove from the Deck and set aside – you may need to refer to these cards during your analysis Discouragers have four clusters – There are Six Discourager Cluster Cards –This card has the logo for the Cluster on one side and a list of all the behaviors. –Remove from the Deck and set aside for later use

8. The Card Sorts Read the instructions for the Encourager Card Sort Reach consensus or Decide on the top 9 Skilled and 9 Needs Work (Minimum of 5 Needs Work) Place on board – Skilled Faced Upward/Unskilled Faced Downward Read the instructions for the Discourager Card Sort Reach consensus or Decide on the Discouragers that best describe you or your team Choose no more than 3 of the 8 Discouragers Place on the board 8

9. Discussion - Encouragers What are the patterns if any of the Skilled cards in the Clusters? Are there any clusters that are towering strengths? What are the patterns in the Needs Work cards in the Clusters? Are there any clusters that are clear development needs? 9

10. Discouragers Is there a clear Discourager pattern? What relationships do you see between your Needs Work in the Encourager Sort and your Discouragers?

11. Facilitators – Patterns to Look For Responds Flexibly and Rigidity Expects and Encourages Resiliency and Reassuring or Rescuing Finds Meaning in the Work or Experiments and Innovates and Reacting Bounces Back or Faces Reality and Rigidity Faces Reality and Reassuring

12. Record Remedies Choose the Needs Work Cards from the Encourager Clusters that Need the most work (You can’t work on everything) Read and Record the Remedies on Your Rx Pad If your Discouragers have a clear pattern (2 cards), focus on just those two cards

13. Record Remedies If your Discouragers have a clear pattern (2 cards), focus on just those two cards If not, choose the Discouragers on your board that most impact your performance on an Encourager or focus on all three Discourager Remedies include finding a Remedy on an Encourager Card One Reacting Card suggests watching for Overuse of a Behavior in Faces Reality

14. Patterns in Your Remedies Clusters have patterns and so do remedies Look for common themes in the remedies Narrow down your choices to the key remedies (1-2- 3) that will have the most impact for you

15. Learning to Learn Ability Willingness Experiences Diversity Adversity Variety Intensity GAG Feedback Skills and Competencies How the Remedies Work

16. When to Look for Overuse Indicators are: –Most or all of the Encouragers are skilled in a cluster –Look for high skilled in the Bounces Back and Faces Reality –Leader or team describes situations where they have over-reached Leaders or teams should read the over-use card to check

17. Resiliency – Three Leadership Strategies Assess your current team Select for resiliency Build resiliency on the team

18. The Interview Guide 1.Facing resistance 2.Goals thwarted 3.Pushing an unpopular idea or program 4.Staying with something others have given up on 5.Working through conflict or disputes 1.Trying to save a “dying” or unpopular project 2.Working with a difficult boss or direct report 3.Handling rejection or disappointment on the job 4.Reworking ideas in the face of challenges or doubt Arenas/Domains to Explore :

19. The E- Leadership of Resiliency Encourage and reward resiliency Expect it as a standard Empathize when things are tough, but don’t sympathize Enabling others does not work – the more you try to help the more help they need

20. Resiliency Leads to Results Hiring for Resiliency reduces the time that leaders spend rescuing and reassuring employees Assessing the Resiliency of your organization helps you target the specific skills and behaviors you need to develop Encouraging and rewarding Resiliency increases productivity because employees stay focused on the critical work And yes you can develop your own personal resiliency and that of your team!

21. Resources for Facilitators Visit www.resiliencyresults.comwww.resiliencyresults.com Download the Resiliency Reading list Join our quarterly Facilitator Corner – Starting in November