Across the globe, the balance of power is shifting as the world divides into competing blocs, and new alliances are being forged. China has become a major strategic competitor to the West due to its economic strength, as emerging markets like India and Mexico are really making an impact on the global stage.

Conflicts in Russia and Ukraine, and the Middle East, have disrupted supply chains, forcing business leaders to re-evaluate distribution channels, or relocate operations to more stable regions. And let’s not forget the severe consequences related to climate change as extreme weather events like flooding, hurricanes and raging wildfires are changing lives.

For business leaders, this creates a stark reality: the decisions made today will not only shape how they navigate these unprecedented risks but also determine their resilience in a world where stability and economic order are anything but guaranteed.

In the latest Healix Risk Radar Report, more than 50% of respondents surveyed lacked confidence in their organisations’ ability to respond to a major incident or disruption. Confidence and preparedness can be strengthened by building a resilient team. 

Building a resilient team

Building resilience into your business is vital for business continuity and having a team adaptable and agile enough to effectively deal with the unexpected is one of the key ways to achieve this. 

But resilience starts at the top. Leadership defines the organisation’s relationship with adversity, setting the tone for how challenges are approached, how individuals are supported and how the whole organisation bounces back.

When leaders model the behaviours they want to see in their teams, they lay the foundation for a resilient culture. Leaders who embrace challenges, face them with transparency, and make measured decisions under pressure can foster an environment where resilience is not only valued but also ingrained.

Demonstrating a “slow is smooth, and smooth is fast” mindset provides a sense of stability, reassuring the rest of the organisation that there is a clear path forward. This gives teams the space to think critically in times of crisis, and sends a signal of confidence to stakeholders and partners. 

Resilient leaders also ensure that resources, strategies, and training are aligned with long-term strategic goals for growth. By demonstrating a commitment to proactive risk management, leaders are better placed to build a team capable of navigating disruption and emerging stronger.

Seven ingredients for a resilient team

1. A risk-resilient team is built on several key ingredients that enable it to adapt, respond, and thrive in the face of uncertainty. Diversity of skills, perspectives, and experiences is essential, as it fosters creative problem-solving and a broader understanding of potential risks.
2. Trust through transparency: trust is the cornerstone of resilience. But trust isn’t something you can simply tell your team to have – it must be earned and nurtured. Leaders need to be open about challenges, admit mistakes, and share the reasoning behind decisions, especially when the outcome isn’t ideal. When a team has this trust, innovation thrives
3. Communication for collaboration: encourage a culture where every team member’s perspective is valued, allowing diverse skill sets and expertise to come together and solve problems collectively. Create a space where everyone feels comfortable speaking up, whether it’s about potential risks or creative ideas for solutions. This consistent exchange creates a dynamic, responsive environment, allowing the team to tackle problems faster and adapt more effectively under pressure
4. Training and preparation: beyond technical skills, focus on training that strengthens decision-making, problem-solving, and communication. Conducting regular, scenario-based drills that simulate high-pressure situations strengthens the team's ability to respond efficiently. Train to reality, and train your team together. These exercises help familiarise individuals with their roles and responsibilities and help them to function as a cohesive unit, improving adaptability and response time. Regularly review and update training programmes to stay aligned with evolving risks
5. Ownership and empowerment: empowering your team with autonomy and accountability strengthens resilience by enabling quick, independent action. When team members are trusted to make decisions within their scope, they feel more confident in responding to challenges without relying on constant direction. Set clear expectations, ensuring each person understands their responsibility, so they can act quickly to resolve issues. Make sure they know the impact of their actions. Clear ownership ensures everyone is invested in the outcome, which promotes a proactive, solution-focused mindset
6. Invest in the right technology: provide your team with the right tools to enhance their ability to act. Invest in risk monitoring tools that help assess and predict potential incidents, enabling informed decision-making. Implement automated systems to reduce human error and speed up critical processes. Use collaborative platforms for real-time communication and data sharing, ensuring seamless coordination across teams. This technology ensures your team can respond with precision, track developments efficiently, and collaborate easily
7. Use experts to boost the team’s response: bringing in external experts – like third-party risk management specialists – supplement and support your team with valuable intelligence, technologies and operational knowledge to inform your approach to crises and resilience. These experts can also help train your team, ensuring they have the know-how and strategies to handle emerging challenges. Their experience adds credibility to your approach, boosting buy-in across your organisation and stakeholders, making sure plans are implemented correctly.
8. After-action reviews for continuous improvement: after every crisis or challenge, conducting a debrief and after-action review offers an opportunity to iron out issues. The 3-3-1 approach encourages open, constructive feedback: each team member should be tasked with identifying three things that went well, three things that didn’t, and one thing that must change. This fosters a growth mindset, where mistakes are seen as lessons, and continuous improvement becomes embedded in the team’s culture. Recovery becomes faster and more effective going forward, as the team learns from every experience

Finally, as businesses face today’s unpredictable world, building a resilient team is a necessity. Leadership plays a vital role in embedding resilience into the workplace culture. This, supported by continuous training, clear roles, and the right tools further mitigate risks. Organisations that prioritise these key ingredients will build teams that not only endure disruptions but emerge stronger, more cohesive, and better prepared for the future.

Remember, ‘we over me.’ A resilient team, like a wolfpack, sticks together, adapts, and protects each other. When challenges arise, they’re less likely to panic or fracture but will instead unite to overcome them.

For more startup news, check out the other articles on the website, and subscribe to the magazine for free. Listen to The Cereal Entrepreneur podcast for more interviews with entrepreneurs and big-hitters in the startup ecosystem.