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Resilience and Flexibility
Resilience and Flexibility

What is Resilience and Flexibility

Flexibility is an adaptability response that is a crucial component of resiliency. You will be much more ready to respond to hardships or any life crisis if you learn to be more flexible. People who are resilient often use these difficult events as an opportunity to branch out in new directions. Those that are very resilient are able to adapt and prosper, while others may be devastated by rapid changes. When we accept there is no such thing as forever, and that everything changes, we start developing flexibility and therefore, will not break under the pressure.

Adaptability refers to your ability or willingness to alter in response to changing circumstances. You can accomplish this simply if you're flexible. You'll be able to tolerate or recover quickly from unexpected or harsh circumstances if you're resilient, and you'll be able to adapt to (and frequently enjoy) change on a regular basis.

The challenge of Resilience and Flexibility

Change is constant; it is how any organization develops and lives. As a result, they want individuals who can adapt to changing conditions and settings while also being innovative and adventurous in their approach to new ideas.
Most of us need to be adaptable, flexible, and to some degree resilient in day-to-day life, whether it's attending a conference or seminar when you have deadlines coming up, bouncing back when your search is unsuccessful, or changing plans at the last minute. Adversity is still a part of life for resilient individuals, but it does not define them. They often think, “Times are tough, but I know they will get better.” 
Resilience, describes Emma Mamo (head of workplace wellbeing at Mind), is “an ability to carry out your job to a high standard even during times of pressure”. But while at a certain level, all people are resilient, that resilience level depends entirely on their psychological make-up. Even the strongest of employees would buckle without wellbeing support.
Resilience is, oftentimes, related to stress, so the more stress a person is under, the more their resilience levels decline. At the same time, the better their resilience levels, the more likely they are to withstand stress. It works both ways. As such, organizations need to employ well-being actions to ensure employees' resilience, flexibility, and adaptability levels are steady and ready to face challenges. 
Organizations also need to look at resilience at a cultural and macro scale (as in all levels of the organization). While people's own resilience might be their own responsibility, managers also have a duty to not undermine their efforts and to support them in the long term, helping to build their confidence. But in doing so, companies also need to address the “resilience culture” that is many times misused and classified as dangerous. This is the way that many people look at resilience in organizations as a “stop complaining” campaign. This is looking at the organization at the micro-level (which means, at the individual level), in a way that says: ‘toughen up, the problem is you, you need to be more resilient. Organizations that only look at the micro-level are at a high risk of stress, badly managed organizational change, or toxic relationships.

Our Solutions about Resilience and Flexibility

According to yours and your company's training needs, a program will be created with subjects such as:


What is malleable is always superior to that which is immovable. This is the principle of controlling things by going along with them, of mastery through adaptation.

Lao Tzu

Curiosities about Resilience and Flexibility