Developing Workplace Resilience

Despite scoring well enough during two rigorous years of pilot training to grab one of only THREE traning slots to fly the F-16, my self-doubt was relentless. And it only got worse during my first deployment. As one of the only females in my squadron, I constantly questioned if I deserved to be there. But here's the surprising truth I discovered: 💡 Self-doubt can be a powerful tool when you learn to work with it, not against it. It pushed me to prepare more thoroughly, double-check my work, and strive for excellence in every task. My "weakness" became my strength, driving me to outperform even my own expectations. I didn't eliminate self-doubt. I harnessed it. It became my internal motivator, challenging me to grow, learn, and push beyond my comfort zone. This shift in perspective was a game-changer in my career. Don't try to silence your self-doubt. It can be the very thing that propels you forward, keeping you sharp and committed to growth. Have you ever used self-doubt to fuel your success? Let me know in the comments! ------------------------ Hi, I'm Michelle. I'm a former fighter pilot turned speaker, author, and coach. If you found this helpful, consider reposting ♻️ and follow me for more content like this.

I once hired someone who cried in an interview. And I almost didn’t. I was building a new team in a high-pressure role, and I needed a right hand—someone who could keep the trains running, connect the dots across my creative team, and handle all the details I’m, well… not great at. Enter the candidate: Sharp. Experienced. A long tenure in two key roles. But during the interview—with two of my trusted colleagues, a VP and a member of the C-suite—she was asked a question that caught her off guard: “When was the last time you were honored?” And she cried. When they told me afterward, I’m a little ashamed to admit—my first reaction wasn’t compassion. It was judgment. I wondered if she was trying to manipulate the conversation. If she’d be “too emotional” for the demands of the role. If I was being too soft. What I didn’t see in that moment was her strength. I didn’t see the single mom going through a brutal divorce, worried about supporting three children, and feeling unsure of her place in a corporate world that often expects toughness over truth. Thankfully, I didn’t let that moment define her. I looked deeper. What I found wasn’t fragility—it was strength. What she lacked wasn’t skill—it was confidence. And that became our focus. When given responsibility, she owned it. She connected teams. Solved problems. Brought calm to chaos.  She didn’t rise because I carried her.
She soared because someone didn’t penalize her for being real. So no—I’m not saying hire every person who cries in an interview.
But I am saying this: Leaders—do better.
We say we want authenticity, but flinch when it shows up in ways that make us uncomfortable.
We say we want resilience, then miss it when it looks like quiet courage instead of loud confidence. Vulnerability is not a liability.
It’s a signal of someone who feels—and people who feel deeply often lead, serve, and show up in ways that transform teams. Don’t miss someone extraordinary because they let you see who they really are.
 Sometimes, the bravest thing a person can do… is be human in front of you. And your job?
Is to recognize that kind of strength—and hire it.

Ever noticed how some teams in your office seem to glide through challenges, their creativity blooming under pressure? What's their secret? You might be surprised: it's feminine energy. It's not just a trendy term. Leave that for the washed up influencers. Rewind a few years in my own career. A team reached out - they were all about hustle and grit—typical "masculine" traits of being tough and competitive. They were doing okay, but the air was often tense, and smiles were rare. I focused on nurturing, empathy, and cooperation—qualities typically associated with feminine energy. The transformation was not instant, but it was profound. By embracing these so-called "soft" skills, they didn't become less productive. Instead, they became a powerhouse. Teamwork improved, ideas flowed freely, and people felt valued and heard. This wasn't about making the workplace 'gentler'—it was about making it more human, more connected, and, yes, more successful. Critics often dismiss feminine energy as not suitable for the "tough" world of business. To them, I say: Think again. Isn't true resilience about bouncing back from challenges, something that requires empathy, understanding, and collaboration? These traits forge teams that aren't just tough, but truly unstoppable. So, how can your company tap into this powerful resource? Start simple: • Value all voices: Create spaces where every team member feels safe to express ideas and concerns. • Lead with empathy: Train your leaders to listen actively and respond with understanding. • Promote collaboration: Shift focus from individual achievement to team success. Embracing feminine energy isn't about tipping the scales entirely; it's about balance. It's about making the workplace not only more productive but also more joyful and sustainable. Key Takeaways: • Feminine energy involves traits like empathy, intuition, and collaboration. • Integrating these traits can lead to more innovative and resilient teams. • Start by fostering an inclusive, empathetic, and cooperative workplace culture. Imagine a workplace where everyone feels they belong, where the goal isn't just to succeed but to thrive together. That's not just inspiring; it's revolutionary. Let's start building that world today.

A highly qualified woman sat across from me yesterday.   Her resume showed 15 years of C-suite experience. Multiple awards. Industry recognition.   Yet she spoke about her success like it was pure luck.   SEVENTY-FIVE PERCENT of female executives experience this same phenomenon.   I see it daily through my work with thousands of women leaders. They achieve remarkable success but internally believe they fooled everyone.   Some call it imposter syndrome. I call it a STRUCTURAL PROBLEM.   Let me explain...   When less than 5% of major companies have gender-balanced leadership, women question whether they belong.   My first board appointment taught me this hard truth.   I walked into that boardroom convinced I would say something ridiculous. Everyone seemed so confident.   But confidence plays tricks on us.   Perfect knowledge never exists. Leadership requires:   • Recognising what you know • Admitting what you miss • Finding the right answers • Moving forward anyway   Three strategies that transformed my journey:   1. Build your evidence file Document every win, every positive feedback, every successful project. Review it before big meetings. Your brain lies. Evidence speaks truth.   2. Find your circle Connect with other women leaders who understand your experience. The moment you share your doubts, someone else will say "me too."   3. Practice strategic vulnerability Acknowledging areas for growth enhances credibility. Power exists in saying "I'll find out" instead of pretending omniscience.   REALITY CHECK: This impacts business results.   Qualified women: - Decline opportunities - Downplay achievements - Hesitate to negotiate - Withdraw from consideration   Organisations lose valuable talent and perspective.   The solution requires both individual action and systemic change.   We need visible pathways to leadership for women. We need to challenge biased feedback. We need women in leadership positions in meaningful numbers.   Leadership demands courage, not perfect confidence.   The world needs leaders who push past doubt - not because they never experience it, but because they refuse to let it win. https://lnkd.in/gY9G-ibh

What makes you vulnerable makes you strong!   Does it happen to you? When someone points out a mistake that you have made (could be unintentional), the first thought is to quickly ‘move ahead’ and simply brush it aside.  Or when someone suggests an obvious point which is missing from your thought, the first reaction is to pretend that you simply missed talking about it. Authenticity and vulnerability are same side of the coin. Instead of faking it or brushing it aside, what happens if one chooses to pause, and acknowledge it. My personal experience is that a simple act of acknowledging the miss or the mistake turns out to be an incredible source of liberation.   We all have moments of uncertainty, moments of self-doubt. It's the nature of our dynamic professional landscape. And for a long time, vulnerability was seen as a weakness, something to hide or to overcome. I believe it is the acceptance of difficult situations, of human errors and rectification, and the necessity to move forward that makes vulnerability so powerful.    The term "vulnerability" itself contains the word "ability," and it is, indeed, a remarkable ability to accept and process our emotions and experiences openly. Everyone is vulnerable. But how often do we take the time and effort to cultivate the strength to admit it and process these feelings?    As leaders, it can sometimes seem like a challenge to be vulnerable. But vulnerability isn’t about compromising authority, it's about fostering clarity in the face of chaos. It's a choice we make - to let clouded emotions and uncertainties rule us or to accept our feelings, find clarity, and lead with confidence. Once we accept our emotions, we open the door to understanding others better. As we navigate our own challenges, we gain a deeper appreciation of the struggles our team members might be facing. Vulnerability isn't weakness; it's the recognition of our shared human experience. When was the last time you embraced vulnerability at the workplace?

In vulnerability lies our greatest strength I was executive coaching Jo, a CEO in the tech industry (name changed for anonymity). She's brilliant, driven, and successful. You expect her to have it all figured out. I immediately sensed guarded body language. Jo spoke about her achievements and goals but changed the subject when asked about her fears and struggles. People are often afraid to show vulnerability. I'm the same sometimes. I hide doubts and insecurities behind a mask of perfection. ↳ Vulnerability is a strength, not a weakness ↳ It's the key to true connection ↳ It's the key to real leadership I knew that if Jo wanted to improve her leadership. Embracing her vulnerability would help. So I took my coaching hat off and shared my story. I spoke about starting my coaching business. I talked about feeling imposter syndrome. The doubts, fears, the nagging voice telling me I wasn't good enough - I laid it all out there. I saw a shift in her eyes and shoulders relaxing, and then she started opening up. "𝗜 𝗳𝗲𝗲𝗹 𝗹𝗶𝗸𝗲 𝗜 𝗰𝗮𝗻'𝘁 𝘀𝗵𝗼𝘄 𝗮𝗻𝘆 𝘄𝗲𝗮𝗸𝗻𝗲𝘀𝘀. 𝗟𝗶𝗸𝗲 𝗜 𝗻𝗲𝗲𝗱 𝘁𝗼 𝗵𝗮𝘃𝗲 𝗮𝗹𝗹 𝘁𝗵𝗲 𝗮𝗻𝘀𝘄𝗲𝗿𝘀, 𝗮𝗹𝗹 𝘁𝗵𝗲 𝘁𝗶𝗺𝗲. 𝗜𝘁'𝘀 𝗲𝘅𝗵𝗮𝘂𝘀𝘁𝗶𝗻𝗴, 𝗯𝘂𝘁 𝗜 𝗱𝗼𝗻'𝘁 𝗸𝗻𝗼𝘄 𝗵𝗼𝘄 𝘁𝗼 𝗼𝘃𝗲𝗿𝗰𝗼𝗺𝗲 𝘁𝗵𝗮𝘁 𝗽𝗿𝗲𝘀𝘀𝘂𝗿𝗲." That moment of vulnerability changed everything. As Jo shared her struggles, she realized that this is normal. Jo committed to embracing vulnerability. She would do this in her leadership. She started sharing more with her team. She invited them into the process of solving the problems. she listened and empathized more. The impact was incredible. Her team became more engaged. They felt trusted, valued, and connected to a shared purpose. Jo became a better, kinder leader. She inspired loyalty and commitment. Jo is now happy, her team is happy, and they've all moved forward together. Research shows that people see vulnerable leaders as more real, trustworthy, and relatable. They create psychological safety, and cultures of creativity and innovation. They build deeper, more meaningful connections with their teams. As Brené Brown, a famous researcher on vulnerability, once said: → "𝗩𝘂𝗹𝗻𝗲𝗿𝗮𝗯𝗶𝗹𝗶𝘁𝘆 𝗶𝘀 𝗻𝗼𝘁 𝘄𝗶𝗻𝗻𝗶𝗻𝗴 𝗼𝗿 𝗹𝗼𝘀𝗶𝗻𝗴. 𝗜𝘁'𝘀 𝗵𝗮𝘃𝗶𝗻𝗴 𝘁𝗵𝗲 𝗰𝗼𝘂𝗿𝗮𝗴𝗲 𝘁𝗼 𝘀𝗵𝗼𝘄 𝘂𝗽 𝗮𝗻𝗱 𝗯𝗲 𝘀𝗲𝗲𝗻 𝘄𝗵𝗲𝗻 𝘄𝗲 𝗵𝗮𝘃𝗲 𝗻𝗼 𝗰𝗼𝗻𝘁𝗿𝗼𝗹 𝗼𝘃𝗲𝗿 𝘁𝗵𝗲 𝗼𝘂𝘁𝗰𝗼𝗺𝗲. 𝗩𝘂𝗹𝗻𝗲𝗿𝗮𝗯𝗶𝗹𝗶𝘁𝘆 𝗶𝘀 𝗻𝗼𝘁 𝘄𝗲𝗮𝗸𝗻𝗲𝘀𝘀. 𝗜𝘁'𝘀 𝗼𝘂𝗿 𝗵𝗶𝗴𝗵𝗲𝘀𝘁 𝗺𝗲𝗮𝘀𝘂𝗿𝗲 𝗼𝗳 𝗰𝗼𝘂𝗿𝗮𝗴𝗲. Have you found vulnerability to be your greatest strength? Please share your stories in the comments below - let's learn and grow together. #leadership #coaching #vulnerability #growthmindset  

"Shop floors are no place for women." If that statement made you stop and think, good. Because for centuries, this mindset has dominated industries worldwide. The shop floor was labeled a man’s world, and women were pushed to the sidelines. Today, I’m not here to talk about the usual narratives of women’s empowerment, inclusivity, or gender diversity. Instead, I want to focus on what companies miss out on when they don’t include women—and why diversity isn’t just the right thing to do, but a strategic advantage. I’ve seen this firsthand at Runaya, and here’s the truth: Women don’t just thrive in corporate roles—they excel on the shop floor too. Why? Because women bring a natural attention to detail, reducing errors and enhancing quality control. Their ability to multitask and stay calm under pressure is invaluable in high-stakes, fast-paced environments. And their collaborative mindset fosters stronger, more cohesive teams that drive better results. At Runaya over 50% of our workforce is female. We’ve seen firsthand how women bring fresh perspectives to a traditionally male-dominated space, spark innovation, and elevate the overall work culture. Their presence isn’t just about diversity—it’s about building a stronger, more resilient business with measurable results. This isn’t about one gender being better than the other. It’s about recognizing that the strengths women bring—precision over power, problem-solving over hierarchy, and empathy over ego—align perfectly with the demands of modern manufacturing. Yet, for decades, these qualities have been overlooked. And in doing so, industries have missed out on the competitive edge that diversity creates. Because when women step onto the factory floor, they don’t just meet expectations—they exceed them. It’s not about doing what’s right. It’s about doing what’s smart. The real question isn’t whether women belong on the shop floor. It’s this: How much longer can industries afford to ignore their potential? #femaleworkforce #womeninmanufacturing #womenempowerment #growth #manufacturing #breakingbarriers

Resilience is a word we often hear praised, especially in our fast-paced, achievement-oriented world. But there's a subtle yet crucial distinction we need to get to grips with: genuine resilience versus habitual dissociation. Both resilience and dissociation might help us keep functioning during challenging times—but only one is sustainable in the long run. Habitual dissociation looks like resilience on the surface. We push through, ignore emotions, dismiss difficulties, and continue as if nothing is wrong. But beneath this 'strength' lies disconnection, disconnection from our emotions, our needs, and our authentic selves. It's a coping strategy, but it’s ultimately draining. True resilience, however, involves connection and interdependence. It requires us to acknowledge our experiences, address the emotions that come with them, and actively seek supportive relationships. Connecting with helpful others not only strengthens us individually but builds a supportive community around us. It's about courageously confronting reality, not escaping it. We often confuse being 'fine' with being resilient. True resilience nurtures us, sustains us, and ultimately leads to growth. Dissociation, on the other hand, eventually leaves us depleted and disconnected. Here are some tips to cultivate genuine resilience: 👉 Practice emotional awareness, regularly check in with yourself about how you're feeling. It often takes us much longer than we realised to come down from an activating experience. 👉Connect with trusted friends, family, or colleagues and share your experiences. 👉Seek professional support if you're finding it hard to cope. 👉Engage in self-care practices, such as mindfulness, journaling, or exercise, or simply not going out and getting wasted at the weekends to drink your feelings. 👉Ask yourself, am I genuinely resilient, or am I habitually dissociating? Your long-term wellbeing depends on knowing the difference.

In my years in HR, I've witnessed countless faces etched with fear, exhaustion, and despair. I remember vividly the 3 AM email from 𝗡𝗶𝗻𝗮, a brilliant manager and new mother: "I've thought long and hard about this, and I've come to the conclusion that I can't do this anymore." Her words spoke volumes about the overwhelming pressure of balancing motherhood and career. 𝗦𝗵𝗮𝘄𝗻, a new leader and charismatic personality. His voice cracked during an urgent call: "I don't know how much longer I can do this. I can't get the system to work, and I'm failing my team." His confession revealed a deep-seated loneliness that many high-achievers silently endure. My talented colleague, 𝗔𝗺𝗮𝗻. His anxiety turned to insecurity, making every interaction a minefield. His misinterpretation of innocent comments pushed away even his closest allies, and corroded his strongest relationships. These stories aren't just anecdotes from my professional life. I, too, have felt the ground shift beneath my feet as I transitioned from a carefree individual to a caregiver, grappling with a sense of overwhelm and helplessness I never thought possible. What I've learned is this: 𝗺𝗲𝗻𝘁𝗮𝗹 𝗵𝗲𝗮𝗹𝘁𝗵 𝗰𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲𝘀 𝗮𝗿𝗲 𝘁𝗵𝗲 𝗴𝗿𝗲𝗮𝘁 𝗲𝗾𝘂𝗮𝗹𝗶𝘇𝗲𝗿. They touch our brightest minds, our most dedicated workers, and yes, even those of us who think we have it all figured out. In the modern workplace, there's no room for the outdated notions of "toughing it out" or maintaining a facade of invincibility. As leaders, we must cultivate environments where vulnerability is seen as courage, where seeking help is a sign of strength. As individuals, we need to intentionally build support systems, creating safe spaces for ourselves and others. In this journey, 𝗔𝗜 𝗵𝗮𝘀 𝗲𝗺𝗲𝗿𝗴𝗲𝗱 𝗮𝘀 𝗮 𝗵𝗼𝗽𝗲𝗳𝘂𝗹 𝗮𝗹𝗹𝘆. Tools I have found helpful  1. Waking Up & Headspace have sections dedicated to mental health issues  2. Wysa is a great 24x7 mental health companion  3. Happypillar supports new parents to be more confident, less overwhelmed caregivers These apps are a lifeline, a first step when the weight feels too heavy to bear alone. Yet, 𝗮𝗺𝗶𝗱𝘀𝘁 𝘁𝗵𝗲 𝗽𝗿𝗼𝗺𝗶𝘀𝗲 𝗼𝗳 𝘁𝗲𝗰𝗵𝗻𝗼𝗹𝗼𝗴𝘆, 𝘄𝗲 𝗺𝘂𝘀𝘁 𝗻𝗼𝘁 𝗳𝗼𝗿𝗴𝗲𝘁 𝘁𝗵𝗲 𝗽𝗼𝘄𝗲𝗿 𝗼𝗳 𝗵𝘂𝗺𝗮𝗻 𝗲𝗺𝗽𝗮𝘁𝗵𝘆. A simple, genuine "How are you 𝘳𝘦𝘢𝘭𝘭𝘺 doing?" can open doors to healing conversations. To every soul struggling in silence - remember, you are not alone. We're all in this together, navigating the complexities of being human in an increasingly demanding world. 𝗟𝗲𝘁'𝘀 𝗺𝗮𝗸𝗲 𝗮 𝗽𝗮𝗰𝘁 - 𝘁𝗼 𝗯𝗲 𝗸𝗶𝗻𝗱𝗲𝗿 𝘁𝗼 𝗼𝘂𝗿𝘀𝗲𝗹𝘃𝗲𝘀, 𝘁𝗼 𝗲𝘅𝘁𝗲𝗻𝗱 𝘁𝗵𝗮𝘁 𝗸𝗶𝗻𝗱𝗻𝗲𝘀𝘀 𝘁𝗼 𝗼𝘁𝗵𝗲𝗿𝘀, 𝗮𝗻𝗱 𝘁𝗼 𝗰𝗿𝗲𝗮𝘁𝗲 𝘀𝗽𝗮𝗰𝗲𝘀 𝘄𝗵𝗲𝗿𝗲 𝗶𝘁'𝘀 𝗼𝗸𝗮𝘆 𝘁𝗼 𝗻𝗼𝘁 𝗯𝗲 𝗼𝗸𝗮𝘆. Because it's in acknowledging our shared vulnerability that we find our greatest strength. #MentalHealthAwareness #MentalHealthMatters #ItsOkayToNotBeOkay

Behind every high performer, there may be a hidden story. In my corporate career, I had the title, the achievements, the image of success. But what no one saw was the mask I wore each day, hiding the anxiety, the burnout, the fear of being seen as anything less than perfect. I spent years pushing through stress, illness, and personal turmoil in environments that rewarded performance over presence and left no room for vulnerability or truth. It nearly broke me. And I know I’m not alone. Here are 5 lessons I learned the hard way - ones every business leader should know: 1. High performance doesn’t equal wellbeing. Your “strongest” team members may be struggling the most. Don't assume resilience equals capacity. 2. If people don’t feel safe to be real, they’ll suffer in silence. Create a culture where authenticity isn’t punished but supported, encouraged, and led from the top. 3. Burnout isn’t a personal failure; it’s a systemic issue. No amount of yoga or time management hacks will fix a toxic culture. Leaders must address the root causes. 4. Success should never come at the cost of someone’s health or humanity. Long hours and constant striving might deliver short-term results, but at what long-term cost? 5. The future of leadership is human. The best leaders are those who lead with empathy, create space for truth, and model what balance, purpose, and wellbeing can actually look like. At Women Rising, we work with organisations committed to changing the way we lead by prioritising authenticity, equity and holistic growth. Because when we support women to lead with purpose, power and wellbeing, everyone rises. 🔗 Learn more: https://lnkd.in/ghAnU8wA #womenrising #leadershipmatters #employeewellbeing #authenticleadership