A&D Resources specialises in assessment and development of individuals, teams and organisations, as a supplier of personality assessments and consulting services.
"Although we tend to celebrate individuals who aim high or dream big, it is usually more effective to adjust one’s goals to more achievable levels, which means giving up on others."
There is no doubt that resilience is a useful and highly-adaptive trait, especially in the face of traumatic events. However, it can be taken too far. For example, too much resilience could make people overly tolerant of adversity. At work, this can translate into putting up with boring or demoralizing jobs — and particularly bad bosses — for longer than needed. In addition, too much resilience can get in the way of leadership effectiveness and, by extension, team and organizational effectiveness. Multiple studies suggest that bold leaders are unaware of their limitations and overestimate their leadership capabilities and current performance, making them rigidly and delusionally resilient and closed off to information that could be imperative in fixing — or at least improving — behavioral weaknesses. While it may be reassuring for teams, organizations, and countries to select leaders on the basis of their resilience — who doesn’t want to be protected by a tough and strong leader? — such leaders are not necessarily always good for the group as a whole.
Read the full article by Dr. Tomas Chamorro-Premuzic and Derek Lusk here: https://hbr.org/2017/08/the-dark-side-of-resilience?utm_content=buffer0baef&utm_medium=social&utm_source=linkedin.com&utm_campaign=buffer