Building Resilient Teams – The Core of Organizational Agility

Organizational agility, the capacity of an organization to adapt, respond to challenges and innovate, is often viewed through a project management lens. However, Agile principles also serve as leadership principles that guide organizational agility. At the core of both is resilience, the capacity for individuals to learn, adapt and grow through constant change and challenge. This raises the question: How can organizations enhance individual resilience to become more organizationally agile?

This article explores the underpinnings of individual resilience within the context of organizational agility. It provides a framework through which readers can assess whether their leaders and teams embody the necessary resilience characteristics or if further development is required to foster greater organizational agility.

Adaptability and Flexibility

Resilient individuals: People with resilience are more adaptable and open to change. They face uncertainty without being overwhelmed and are comfortable stepping out of their comfort zones. They have learned how to navigate the discomfort of challenging situations.

Organizational agility: The ability to pivot at the organizational level depends on the collective capacity of individuals to embrace change without resistance or fear. A resilient workforce serves as the foundation for this flexibility.

Fostering Psychological Safety

Resilient individuals: Resilient people contribute to a psychologically safe environment by encouraging open communication, supporting colleagues and managing conflict with grace. They neutralize defensiveness and are more willing to share ideas or admit mistakes.

Organizational agility: Psychological safety is crucial for agility because it encourages risk-taking, experimentation, and honest feedback — all necessary for iterative improvement. When individuals feel safe and supported, they are more likely to engage fully in agile practices, such as proposing process changes, acknowledging when something isn’t working and suggesting innovative approaches.

Collaboration and Team Resilience

Resilient individuals: Resilient individuals often provide support to their colleagues, helping to maintain team morale and cohesion, especially in stressful situations. Their contributions to collective resilience strengthen the organization’s ability to move forward.

Organizational agility: Agile organizations thrive on cross-functional, collaborative teams. When individual team members are resilient, they contribute to a more resilient team, better equipped to handle challenges, adapt to changing priorities and continuously deliver value.

Empowered Decision-Making

Resilient individuals: Resilient employees tend to be confident, self-reliant and proactive. They are more comfortable making decisions in uncertain or ambiguous situations, having developed the skill of calming their minds for clearer assessment.

Organizational agility: Agility depends on decentralized decision-making. Teams must be empowered to act quickly without waiting for top-down direction. The resilience of individual team members fosters this empowerment, as they take ownership of their roles, make decisions under pressure and drive progress independently.

Embracing Continuous Learning

Resilient individuals: Resilience involves a growth mindset, where individuals see failures as opportunities to learn rather than as setbacks. They are eager to learn new skills and welcome feedback.

Organizational agility: Agility requires continuous learning and improvement. Whether through agile sprints, retrospectives or the adoption of new technologies, organizations thrive on their ability to evolve and learn rapidly. Resilient individuals help cultivate a culture of learning, experimentation and iteration, which drives organizational agility.

Cultural Resilience in Organizations

Resilient individuals: Individual resilience contributes to a resilient organizational culture, where challenges are faced directly, setbacks are viewed as learning opportunities and the team remains united and optimistic, even during difficult times.

Organizational agility: Organizational culture plays a critical role in sustaining agility. A culture of resilience ensures that the organization doesn’t falter due to failures or disruptions. Instead, it continually bounces back, learns and adapts. This culture is built by individuals — especially leaders — who model resilience in their daily behaviors.

Sustained High Performance in Changing Environments

Resilient individuals: Resilience enables people to maintain high performance, even in unpredictable and challenging environments. They have developed skills in emotional regulation and emotional intelligence, allowing them to persevere through stress, setbacks and ambiguity without burning out or alienating others.

Organizational agility: Agility demands sustained performance, often in fast-moving and high-pressure contexts. Resilient employees are essential to maintaining momentum and ensuring that the organization continuously delivers value despite the challenges of change and complexity.

Individual resilience is the foundation of organizational agility because the capacity to adapt, learn and innovate at an organizational level depends on the resilience of the individuals within it. Resilient employees form the backbone of the adaptive, flexible and learning-focused environment that organizational agility requires.

While agility processes are learned through coaching, individual resilience skills are developed through training. When these skills are practiced consistently, championed by leaders, supported with appropriate resources and embedded in the organizational culture, they create a resilient, agile workforce capable of thriving in uncertainty and achieving sustainable, long-term success.

Kathleen Gramzay is an entrepreneur, body/mind resilience expert, speaker, author and founder of Kinessage LLC. The Kinessage® methods are taught nationally to transform stress, chronic tension and pain, and increase mental resilience and long-term health for greater well-being and sustainable success. Her resilience strategy consulting and programs empower leaders and teams to be present, think more clearly and work more productively, confidently and collaboratively.