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In part 1 of our series "Building Enterprise Resilience Through Transformation", we covered the resilience architypes that many firms have embraced as a response to dealing with uncertainty. Secondly, we proposed a resilince framework with 4 pillars underscored by a digital core foundation. These pillars are areas of opportunity within an enterprise where characterizations of resilience can be embedded. In this post, we will evaluate some ideas on engraining resilience characteristics through the first pillar, the lens of Human Capital.
For many organizations, enterprise transformation represents the most significant internal initiative they will undertake. While not client-facing, it is a strategic lever that unlocks both immediate project funding and long-term investment in the future workforce. Human capital remains the most valuable asset across all functions—from front office to back office--so it is the perfect place to start when seeking to build resilience.
Where there is opportunity, we will explore key strategies to shape and elevate in-house talent, ensuring the organization is equipped to meet future demands with agility and confidence.
Workforce resilience is the ability to adapt to new and unexpected challenges, embrace uncertainty, and maintain a growth mindset while upskilling and reskilling a technology-aware workforce, stress management, and promoting internal career growth opportunities. Let's have a look at some of the resilience traits of an organization.
Vision: Visionaries play a crucial role in building enterprise resilience by envisioning and creating what has not been built before. Their ability to foresee how things will work, even without prior experience, allows them to innovate and develop new products and processes. This forward-thinking approach helps enterprises adapt to changing environments and stay ahead of the competition.
Collaboration: People with T-shaped skills, who can communicate effectively across disciplines, are essential for accelerating collaboration. By understanding and appreciating different perspectives, they facilitate faster and more efficient teamwork. Building strong relationships and fostering a collaborative environment enable enterprises to respond quickly to challenges and opportunities.
Stress Management: Effective stress management is vital for maintaining focus and productivity under pressure. Some neurodivergent individuals may excel in handling stress during crises, providing stability and clear-headed decision-making when it is most needed. This ability to stay composed and focused helps enterprises navigate through difficult times and emerge stronger.
Agility: Quick learners are invaluable in building enterprise resilience as they can rapidly understand complex business concepts, technologies, and processes. Their ability to gain insights and adapt to new information ensures that the enterprise remains agile and responsive to changes in the market and industry.
Solutions: Problem solvers contribute to enterprise resilience by establishing and improving operational processes. Intergenerational teams bring diverse perspectives to tackle problems, while cross-trained individuals can see issues holistically. This comprehensive approach to problem-solving enables enterprises to address challenges effectively and continuously improve their operations.
These diverse skills and backgrounds collectively enhance an enterprise's ability to adapt, innovate, and thrive in the face of adversity.
Setting an example is the most effective way to build resilience within your teams. An "eat your own cooking" approach provides organizational consistency. By actively seeking growth opportunities, you demonstrate a commitment to continuous learning and adaptability. Admitting that things are changing and that you don't know everything makes you vulnerable, but it also shows humility and openness to growth. Ensuring that you are motivated and incentivized to do a better job sets a standard for your team to follow.
Joining your team in learning opportunities whenever possible fosters a culture of collaboration and shared growth. Challenging yourself to become a better leader and maintaining a 360-degree view of staff, cost, efficiency, risk, and technological improvements exemplifies strategic thinking. This holistic approach not only enhances your leadership but also inspires your team to adopt similar practices, thereby building resilience and a strong foundation for success.
Building enterprise resilience is significantly enhanced by having team members who possess key characteristics such as curiosity, lifelong learning, T-shaped skills, empathy, and critical thinking. These traits collectively contribute to a robust and adaptable workforce.
Curiosity drives self-learners to stay at the forefront of change. For example, a team member who constantly seeks new knowledge and skills can quickly adapt to evolving industry trends, ensuring the team remains competitive and innovative.
Lifelong learners are individuals who continuously seek to expand their knowledge, whether through self-study or learning from others. This trait fosters a culture of continuous improvement and adaptability. For instance, a team member who actively pursues professional development opportunities can bring fresh insights and approaches to the team, enhancing overall performance.
T-shaped skills refer to a combination of deep expertise in a specific area and a broad ability to collaborate across disciplines. This versatility allows team members to contribute effectively to various aspects of a project. For example, a software engineer with T-shaped skills can not only excel in coding but also collaborate with marketing and client onboarding teams to ensure the product meets user needs.
Empathy is often viewed as a weakness in the corporate ladder climb, but it actually strengthens teams. When applied properly, teaching people to a process, concept, or skill empowers team members to develop their problem-solving skills and independence.
Critical thinkers are essential for solving complex problems, especially in areas where they have limited expertise. By seeking candidates who can think critically, rather than just relying on experience and skills listed on a resume, you build a team capable of navigating uncertainties and challenges. When a team member who approaches problems with a critical mindset can identify innovative solutions and drive the team forward.
In summary, having team members with these characteristics builds enterprise resilience by fostering adaptability, continuous improvement, collaboration, empowerment, and innovative problem-solving. Inquiring about these traits during the interview process, and giving them greater weight than normal, or even above communication and experience, may collectively create a strong foundation for success in a dynamic business environment.
Interactive management plays a crucial role in fostering talent retention and creating a culture of resilience within an organization. Here are some key points that demonstrate this correlation:
Building High Performing Teams: Effective management involves recognizing and rewarding action over attention, ensuring that team members are motivated and engaged. By refraining from pigeonholing people and identifying diamonds in the rough, managers can uncover hidden talents and foster a culture of growth and development.
Promoting Team Members: Promoting your team to peers and seniors not only boosts morale but also highlights the team's achievements and contributions. This recognition fosters a sense of belonging and loyalty, which is crucial for talent retention.
Bottom-Up Feedback: Allowing for bottom-up feedback empowers team members to voice their opinions and contribute to decision-making processes. This inclusive approach fosters a culture of resilience, as team members feel valued and heard.
Performance Improvement Plans (PIPs): Implementing PIPs promptly ensures that underperforming team members receive the support and guidance they need to improve. This proactive approach helps maintain a high standard of performance and fosters a culture of continuous improvement. They may not be pleasant, but they should not be delayed.
Cross-Functional and Inter-Generational Teams: Building cross-functional and inter-generational teams brings diverse perspectives and experiences to the table. This diversity fosters innovation and resilience, as team members learn from each other and adapt to changing circumstances.
By implementing these strategies, effective management can foster talent retention and create a culture of resilience within the organization. This executive summary highlights the importance of recognizing and rewarding talent, promoting inclusivity, and maintaining high standards of performance to achieve long-term success.
Neurodivergent employees can significantly contribute to enterprise resilience in several ways. Their unique perspectives and abilities can enhance various aspects of an organization, making it more adaptable and robust in the face of challenges. Sloan, Vanderbilt, and Forbes have outlined four key points on the matter.
First, neurodivergent individuals often excel in problem-solving and critical thinking. Their ability to approach problems from different angles can lead to innovative solutions and improvements in operational processes. This can be particularly valuable during times of crisis, where quick and effective problem-solving is essential.
Secondly, neurodivergent employees can enhance teamwork and collaboration. By understanding and appreciating different perspectives, they facilitate faster and more efficient teamwork. Building strong relationships and fostering a collaborative environment enable enterprises to respond quickly to challenges and opportunities.
Moreover, some neurodivergent individuals may excel in handling stress during crises, providing stability and clear-headed decision-making when it is most needed. This ability to stay composed and focused helps enterprises navigate through difficult times and emerge stronger.
Additionally, neurodivergent employees are often quick learners who can rapidly understand complex business concepts, technologies, and processes. Their ability to gain insights and adapt to new information ensures that the enterprise remains agile and responsive to changes in the market and industry.
Incorporating neurodiversity into the workplace not only promotes inclusivity and fairness but also leverages the unique strengths of neurodivergent individuals to build a more resilient and innovative organization. By recognizing and supporting their needs, enterprises can unlock the full potential of their neurodivergent employees, driving growth and success in a dynamic market environment. We should also acknowledge that many people are realizing their neurodivergence later in life. It is likely that this theme is only going to grow.
Management promoting behaviors such as rewarding upskill and reskill requests, providing opportunities for stretch assignments, facilitating mentorship, and encouraging learning about investment management fosters a culture of resilience and helps retain top talent. Encourage staff to sit on the trade desk and observe for a period of time. There is no better opportunity for them to learn about the value creation process. Not only does it offer an opportunity to learn, but it also teaches urgency and problem solving.
By recognizing and rewarding measured risk-taking and promoting ideas over politics, managers create an environment where employees feel valued and empowered to innovate.
One critical principle deserves emphasis: true productivity and innovation cannot flourish unless both leadership and front-line employees are empowered to speak truth to power—especially when addressing difficult situations. When this is done thoughtfully and in a private setting, it provides senior leadership with invaluable visibility into team dynamics and the often-unseen obstacles that hinder performance.
This level of transparency not only enhances adaptability in the face of disruption but also fosters a culture of trust and continuous improvement. Ultimately, these practices drive individual growth, strengthen team cohesion, and build a resilient workforce aligned with the organization’s long-term success.
"One of the most enduring lessons I’ve learned is the undeniable truth behind the adage: 'Culture eats strategy for breakfast.'"
Over the past two decades, I’ve had the privilege of leading diverse, high-performing teams—sometimes exceeding 70 professionals—across North America, EMEA, and APAC. These teams have been focused on portfolio management, trading, and compliance, operating in fast-paced, high-stakes environments.
One of the most enduring lessons I’ve learned is the undeniable truth behind the adage: “Culture eats strategy for breakfast.” No matter how robust your strategy may be, it cannot thrive in a culture that doesn’t support it. Culture has the power to either accelerate or stifle transformation, innovation, and resilience.
Sustainable organizational resilience begins with intentionally shaping culture—by hiring individuals who embody key values, setting clear expectations, and reinforcing the principles that define the organization.
I hope this article sparks ideas you can bring into your own leadership journey and organizational culture.
Keep a look out for our next post, which will cover the next Resilience Pillar, Cost Optimization.
Mark Aguilera
CEO & Head of Advisory
TorreBlanc
Further reading on workforce development:
SIFMA - Future of Operations: Changing the Nature of Work
Management Consulting Centre UK - Transforming results by changing beliefs and behaviours
Gartner - Transform the Digital Workplace for Enhanced Engagement
