For most of my career, I thought resilience was about pushing through.
Absorbing more. Coping quietly. Getting on with things because that’s what the role demanded.
And if I’m honest, that belief shaped how I led my teams too.
I valued people who could “power on”.
I praised those who took on more.
I treated resilience as stamina, something you proved by holding it all together.
But being coached, and being supported by great leaders, completely reshaped what resilience meant for me.
Coaching helped me see resilience not as taking more pressure, but knowing how to deal with it.
How to understand its sources, how to navigate it, and how to support yourself, and your team through challenging periods without burning out.
Through coaching conversations (my own and those I observed leaders go through), I started to see:
– What triggered pressure for me and others
– Where I was expecting people to “just cope” rather than creating space for them
– How clarity grows when someone has room to think
– That resilience is built through support, reflection and structure, not silent endurance
And that completely changed the way I showed up as a leader.
Which is why the new Leadership Resilience Framework, created by Thrive Partners Ltd, resonated so strongly with me.
It positions resilience as a system capability, something organisations can strengthen intentionally with the right insight, support and design, rather than something leaders are expected to carry alone.
As we move into the final weeks of the year, now is the perfect moment to take stock. To understand where pressure is building in your leadership system, how equipped your teams feel, and what needs to shift to set them up well for 2026.
The accompanying Leadership Resilience Heatmap is a brilliant starting point, a simple way to review your current baseline and see where targeted support will have the greatest impact.
🔗 Download the Framework and Heatmap
https://lnkd.in/dP8SJfMt
A huge thank you to 22design for bringing the Framework to life so beautifully.
Where does leadership resilience sit in your 2026 priorities — top three, or still emerging?
