Resilience Isn’t About Doing More, It’s About Backing Off
Resilience gets talked about a lot, but it’s often misunderstood. You might think it’s about grit or pushing through stress alone. But real resilience is how you bounce back after things break down.
Stress at work is rising. In Australia, 46% of workers say stress hurts their job performance. Nearly 50% have taken mental health leave in the past year. Only 20% say their workplace supports mental wellbeing. (Source: Beyond Blue)
If resilience is so important, why do so many people still burn out?
What Resilience Actually Looks Like
Justin Mecham shared a list from Pamela Coburn-Litvak describing the top traits of resilience. Here are 10 to focus on:
- Growth mindset – learning from failure
- Internal control – focusing on what you can change
- Self-worth – valuing yourself without needing praise
- Grit – sticking with tough challenges
- Courage – acting even when afraid
- Optimism – seeing setbacks as temporary
- Purpose – knowing why your work matters
- Self-compassion – talking kindly to yourself
- Community – staying connected in tough times
- Humour – keeping perspective under pressure
This list makes sense. But these traits need space to grow. If your team culture doesn’t support them, they won’t last.
Where It Goes Wrong
Leaders often expect resilience without changing the system. They push teams harder, demand positivity, and ignore burnout signs. That isn’t resilience. That’s pressure.
- Common blockers:
- Poor communication
- Unclear expectations
- No rest or recovery time
- Micromanagement
- Lack of psychological safety
- Without fixing these, resilience won’t develop.
What You Can Do
- Create conditions where resilience can grow:
- Set reasonable workloads
- Give teams control over their work
- Encourage honest feedback
- Allow breaks and recovery time
- Reward steady effort, not just quick wins
- Support is more important than slogans or quick fixes.
My Take
Earlier this year, I broke my wrist. Suddenly, I couldn’t just push through. I had to ask for help and slow down. That taught me resilience isn’t about being tough or doing it alone. It’s about honesty, boundaries, and letting others support you.
Questions to Consider
- Are you trying to build resilience, or just expecting it?
- Does your team feel safe to admit when they are struggling?
- What do you do to create space for recovery, not just more pressure?
TLDR: Resilience – What Works and What Doesn’t
✅ Do:
- Build a growth mindset in yourself and your team
- Encourage a sense of control and ownership over tasks
- Promote psychological safety so people can speak up
- Develop grit and persistence through goal setting
- Support mental health with clear communication and policies
- Use humour appropriately to reduce stress
- Connect work to a sense of meaning or purpose
- Offer community support and peer connections
- Lead by example with self-compassion and courage
❌ Don’t:
- Ignore signs of burnout or disengagement
- Treat resilience as something people should “just have”
- Promote toxic positivity instead of realistic optimism
- Micromanage – it kills autonomy and confidence
- Dismiss humour or emotional expression as unprofessional
- Assume one-size-fits-all when building support systems
- Rely on short-term fixes like pizza Fridays or generic wellbeing apps
Ready to build real resilience in your team?
Book a free strategy session to explore how we can help you reduce burnout, boost wellbeing, and create a culture that supports sustainable success.
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