Leading Resilient Teams and Organisations Programme

Develop resilience in your team and organisation to deliver performance and outcomes in the face of challenge and change.

Photo of resilient team in an organisation


COVID-19 has deeply tested the resilience and sustainability of teams and organisations in a way that has previously not been seen. It has also created a greater awareness of the need for teams and organisations to be led by leaders who want to intentionally create a healthy culture and environment that retains our performance and outcomes in the face of persistent challenges, change and sometimes failure.

Resilient Teams and organisations are persistent when facing challenges, continuously learning and improving, and can sustain performance for the long run. In this programme, you will develop the skills and knowledge you need to help you develop and lead resilient teams and organisations.

This programme is a process. It is designed to work in 4 phases:

Icon representing engage phase of learning journey   ENGAGE – Involve stakeholders, establish context, practice tool and techniques

Icon representing workplace practice   WORKPLACE PRACTICE – Work with stakeholders to practice learned skills and tools

Leading across cultures 7   CONNECT AND REFLECT – Review progress, practise through role-play, refine understanding

Leading across cultures 6   CHANGE AND GROW – Sustain your change through continuing practice and feedback

During the workplace practice phase, learners’ key stakeholders may be surveyed to assess their assessment of the impact of the learning, adding to the effectiveness of phase 3, review, role-play, refine.

Why this programme, now?

COVID-19 has pushed most organisations to make massive changes to either respond, survive or expand rapidly. This has placed massive strains on your teams and organisation. This programme is ideally placed to create the space for you to explore what you need to put in place to develop your team and organisations resilience and what that looks like within your unique context.

This programme is based on Roffey Park Institute’s unique research into organisational and team resilience. This programme is intensely practical, and the participants will leave with tools that they can work with to support the team and organisations deliver organisational outcomes with impact.

You’ll leave with

An effective, practical and useable model developing team and organisational resilience.

Tools and techniques of communication, interaction and engagement, building common purpose, values and commitment.

Understanding how to facilitate your team dynamics to create a resilient team culture.

Skills to help your team bounce back from failure, manage stress and sustain performance.

Who is this programme for? 

To be on this programme you have to be a concerned manager or leader who wants to act in the best interest of the team and organisation when facing an onslaught of new challenges that result in either increased levels of stress, lack of motivation, loss of focus, toxic relationships or failures in performance and service.

This programme is for

  • Managers concerned about the long term performance and resilience of their teams.
  • Leaders who wish to develop a resilient culture in their organisations
  • Team leaders whose teams struggle with adversity, challenge and change.

Download a brochure to find out more

Programme Outline

The face-to-face programme structure is 2 days plus 1 day, with a 1-2 month workplace impact element between the two parts. It can also be delivered virtually or as a blended programme, with 8 half days plus 2 half days, with a 1-2 month workplace impact element between the two parts.

Organisational Context and Goals
Recovering from the COVID Crisis
Digitisation and the pace of change
Change fatigue
Stress due to growth or lack of growth
Inconsistent levels of team and organisational productivity
Challenges of failure
Toxic relationships and cultures
Personal Skills and AttributesInterpersonal Skills and Behaviours
Facilitation skills
Reflective practice
Failing fast
Problem-solving and decision making
Inclusive leadership
Self-management and motivation
Dialogic leadership and sense-making

Goal clarification and collective purpose
Building positive relationships
Shared leadership and accountability
Leveraging diversity
Team and organisational learning
Communication and trust
Team dynamics
Conflict resolution
Team culture

Stakeholder Engagement

Throughout the programme, learners will engage with key stakeholders to clearly define their goals for the programme and track progress against these objectives. Stakeholders and learners will be surveyed at key points to review the impact they are making in the workplace. This feedback and stakeholder engagement will inform facilitated sessions, adding depth and  value to these interactions.

  • Each programme includes pre-work when you and your stakeholders will be asked to complete a review questionnaire focused on your development goals for the programme. This is done electronically, and results are shared with you to help focus your development.
  • During the programme another review will be sent to you and your stakeholders to identify the successes and challenges you have experienced so far and what should be focused on to continue improvement.
  • Following the programme, two final reviews will be sent over a period of five months, exploring progress over time and reflecting on growth during the programme.

Phase 1 – Engage

Prior to Phase 1, learners are asked to complete between 2-3 hours of pre-work. The most important part of this pre-work will be selecting and contacting stakeholders who will engage with learners across the programme, providing feedback and insight on their development and impact. This includes taking part in an online review questionnaire before the first live session that helps to develop a shared understanding of context and aims for the programme. Learners will then take this insight into their facilitated sessions.

Leading Resilient Teams and Organisations (2 days classroom; 4 ½ days blended or virtual).

Phase 1 engages learners to uncover:

  • Their understanding of the context of their team and organisation.
  • How this context is changing the nature of the leadership challenge they face.
  • The factors that have the most impact on their team and organisational resilience.
  • The impact they want to have as a result of the programme.

Having established the context and priorities of the learners, Phase 1 of the programme then moves on to explore:

  • The various Roffey Park Resilience Models and how to relate their team and organisational challenges to the models.
  • Essential personal skills, including:
    Facilitation skills, reflective practice, failing fast, problem-solving, inclusive leadership, self-management and dialogic leadership
  • Essential interpersonal skills and approaches, including:
    Developing focus and clarity around purpose, developing positive relationships, encouraging shared leadership, leveraging diversity, learning, communication and trust, problem-solving, conflict resolution and team culture.
    Finally, an action plan is generated that aligns context and priority to their development of skills, giving clear development and performance objectives for phase two.

Phase 2 – Workplace Practice

Phase 2 sees the learner return to their workplace, ready to execute on the action plan formulated in phase 1.
This will offer the chance to:

  • Engage with key stakeholders to inform them of learning and action goals
  • Implement and gain feedback on those learning and action goals
  • Refine and improve practice, based on feedback
  • Complete a PULSE learning journal to aid reflection and to use as part of Phase 3 review process

To support learners throughout this phase, we provide online materials for a range of topics related to the programme, which we call Building Blocks. These are available to learners on-demand, through their link to the Roffey Park Institute online platform.

Towards the end of this phase, learners and stakeholders will be asked to complete another online review of their progress so far and what they think is important to focus on in the next phase. This feedback will influence what happens in the reflect and connect sessions.

Phase 3 – Connect and Reflect

During this phase, learners focus on sharing their experiences of their learning journey with programme peers. This brings opportunities for fresh perspectives, new insights, and new energy. A Roffey Park International faculty member will facilitate the Connect and Reflect phase which is designed to create time and space for learners to reflect on, practice and make sense of their experiences to date. Learners are invited to assess the positives and the challenges they have experienced in relation to their own behaviour change and team and organisational impact.

Sessions in this phase are active, focused and fun – bringing a mix of energy and quiet space to enable learners to maximise their thinking and planning. You will be involved in discussion and inquiry with your programme peers as well as ideation and planning. This phase closes with the refinement of the Engagement Plan for the final phase of their journey.

Gaining the most from this phase requires energy, questioning, introspection, interest in others, openness to ideas, willingness to share highs and lows of your journey, creativity and imagination.

Phase 4 – Change and Grow

The final phase is focused on helping learners to create sustainable change and impact in their workplace context by embedding new behaviours, methods and thinking and add value to their organisation at different levels.

Learners will continue to work on their action plans to embed their learning and create impact. They will maintain engagement with stakeholders as they do this, applying good practices like communication, inquiry, seeking feedback and collecting evidence.

We support this process by collecting data from two further reviews that learners and stakeholders complete at 3 and 6 months after the Part 1 sessions. This continued engagement and feedback over time facilitates sustained and widespread impact from the learning on the programme.

Gaining the most from this phase requires an attitude of continuous improvement, resilience, energy perspective, collaboration and an ability to share stories of success as well as challenge.

Dates and fees

Leading Resilient Teams and Organisations can be delivered as a face-to-face, blended or virtual programme.  

The face-to-face programme is 2 days plus 1 day, with a 1-2 month workplace impact element between the two parts.

The virtual programme structure is 4 half days plus 2 half days, with a 1-2 month workplace impact element between the two parts.

Virtual sessions will begin at 09:00 (UK time). Check your local time here


Virtual ProgrammeFace-to-Face Programme

*The price is net of any chargeable VAT or GST

October 2022 – Virtual

Session 1: 10 October 2022
Session 2: 19 October 2022
Session 3: 25 October 2022
Session 4: 26 October 2022
Session 5: 6 December 2022
Session 6: 7 December 2022

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