1. Introduction: The Foundation of Resilience
Resilience is no longer just a nice-to-have; it’s a critical component of an organisation’s long-term success. Resilience is about more than just bouncing back from setbacks; it’s about creating a more robust, adaptable culture that can not only withstand challenges but also thrive in the face of adversity. At the heart of a resilient organisation are two key elements: trust and accountability. Without these, even the most well-intentioned strategies can falter.
2. The Role of Trust in Building Resilience
Trust is the bedrock upon which resilient organisations are built. When employees trust their leaders, and when leaders trust their teams, it fosters an environment where open communication, collaboration, and innovation can flourish. Trust enables organisations to navigate change more effectively because it encourages employees to share ideas, voice concerns, and take calculated risks.
Consider the difference between an organisation where trust is abundant and one where it is lacking. In a high-trust environment, employees feel safe to express their thoughts and take initiative, knowing that their leaders will support them. Conversely, in a low-trust environment, fear and uncertainty prevail, leading to silos, miscommunication, and a reluctance to engage.
According to Deloitte’s 2024 Global Human Capital Trends report, 86% of workers and 74% of leaders believe that increasing focus on trust and transparency is critically important for organisational success over the next three years (Deloitte United States). This is supported by data from McKinsey, which found that Australian organisations with high levels of trust are better positioned to adapt to change and attract top talent (McKinsey & Company).
3. Accountability as a Pillar of Resilient Cultures
If trust is the foundation of resilience, accountability is the structure that supports it. Accountability ensures that everyone within the organisation understands their roles and responsibilities and that there is a shared commitment to upholding the organisation’s values and goals. When leaders and employees are held accountable for their actions, it creates a culture of ownership, where individuals are motivated to contribute to the organisation’s success.
Accountability goes hand in hand with confidence and trust. When leaders are transparent about their decisions and take responsibility for their outcomes, it strengthens trust among employees. Similarly, when employees know they will be recognised for their contributions and held accountable for their performance, they are more likely to engage fully with their work.
A study by Harvard Business School revealed that 91% of respondents placed accountability at the top of their company’s leadership development needs (Harvard Business School Online). In Australia, the Centre for Future Work highlighted the impact of poor management practices, noting that 70% of Australian workers are working additional unpaid overtime, leading to burnout and dissatisfaction—a clear sign that better accountability structures are needed (Forbes Australia).
4. Strategies for Cultivating Trust and Accountability
Many organisations may believe they’ve already checked the box when it comes to building trust and accountability. The concepts themselves are easy to endorse, but in reality, many of these initiatives are either poorly implemented or not managed effectively. The result? Trust and accountability become more of an abstract ideal than an everyday practice, leaving teams feeling disconnected from leadership.
To create a culture where trust and accountability are truly lived values, intentional strategies and consistent execution are essential across all levels of leadership. Here are key approaches to ensure these concepts move beyond theory into action:
- Cultivate Transparent Communication: While many businesses claim to prioritise transparency, it’s often implemented superficially. True transparency means sharing not just the successes but also the challenges and key learnings. Leaders must make open, honest communication the norm, encouraging discussion of failures and how to learn from them, reinforcing a growth mindset. This transparency builds confidence and trust, as employees feel informed and included in the organisation’s journey.
- Embed Feedback and Recognition: Many organisations have feedback and recognition programs, but these can often feel transactional or generic. To be effective, feedback must be regular, constructive, and specific, while recognition should be timely and meaningful, reinforcing positive behaviour and achievements. When employees feel their contributions are valued and their voices are heard, it fosters a deeper sense of commitment and accountability.
- Enhance Leadership Development: While leadership development is a priority for most organisations, it often falls short by focusing too heavily on technical or managerial skills. Truly effective leadership extends beyond these basics, requiring emotional intelligence, ethical leadership, and compassionate, informed decision-making. Leaders must also possess a deep understanding of the risks and opportunities that shape the business landscape. To drive positive outcomes across the organisation, leaders need to recognise the broader impact of their decisions and behaviours on their teams. By incorporating coaching and mentoring programs that nurture these qualities in both current and future leaders, organisations can foster the kind of leadership that builds confidence, trust, accountability, and improve resilience throughout the organisation.
- Implement Clear Accountability Structures: Establish accountability frameworks that are clear, consistent, and equitable across all levels of the organisation. These structures should clearly define roles, responsibilities, and expectations for both actions and inactions, along with the value and consequences of performance. Additionally, incorporating a transparent conflict resolution process ensures that any issues or disagreements are addressed constructively and fairly. This not only maintains accountability but also provides employees with visibility into how conflicts will be handled, fostering a sense of trust and transparency within the organisation. By having these clear structures in place, everyone understands their role, how their contributions support the organisation’s success, and how accountability is upheld, even in challenging situations.
- Align KPIs with Employee Success: It’s essential that KPIs and performance metrics are designed not just to measure outcomes, but to enable and support employees in achieving those outcomes. If KPIs are unrealistic or misaligned with the resources and processes available, they can set employees up for failure rather than success. Leaders must ensure that processes, systems, and KPIs are conducive to employee effectiveness. After all, if employees are unable to succeed due to poor operations and processes, the business itself cannot succeed.
- Facilitate Inclusive Decision-Making: Encourage leaders to involve team members in decision-making processes whenever possible. Inclusive decision-making not only leverages diverse perspectives but also strengthens buy-in and accountability, as employees feel more invested in outcomes they helped shape.
- Promote Psychological Safety: Establish an environment, a safe zone, where employees feel safe to speak up, share ideas, and raise concerns without fear of negative consequences. Psychological safety is a key driver of innovation and trust, enabling teams to collaborate more effectively and take necessary risks.
- Take Prompt Action on Poor Behaviour: Delays in managing poor behaviour can often be perceived as acceptance, making it critical to address such behaviour swiftly and decisively to maintain trust and accountability. When poor behaviour goes unchecked or is addressed too late, it can signal that it is tolerated, which undermines the organisation’s values and erodes trust among employees, ultimately harming the workplace culture. Leaders must set clear expectations for behaviour and take prompt, consistent action when those expectations are not met, ensuring that all team members are held to the same standards.
- Conduct Skip-Level Meetings with Care: Skip-level meetings with higher-level managers beyond their direct supervisors, can provide invaluable insights, but only when employees feel safe to speak openly. If the organisation hasn’t fostered an environment of trust, these meetings may not yield honest feedback. Leaders should ensure a safe zone for these conversations and investigate on the insights they uncover.
By moving beyond surface-level implementation and ensuring these strategies are integrated into the daily fabric of the organisation, businesses can cultivate a culture where confidence, trust and accountability are able to become part of foundation for business growth and improving resilience.
5. The Long-Term Benefits of a Resilient Culture
A stronger and more resilient organisational culture offers numerous long-term benefits. Beyond simply weathering the storm, a resilient culture positions an organisation to seize new opportunities, adapt to market changes, and achieve sustainable growth. Organisations that prioritise trust and accountability are better equipped to innovate, attract and retain top talent, and maintain a competitive edge in their industry.
Harvard Business Publishing highlights that organisations with high levels of trust experience 50% higher productivity, 76% more engagement, and 40% less burnout among employees compared to low-trust environments (Harvard Business).
6. Conclusion: The Continuous Journey of Building Resilience
Building a resilient culture is not just a task to check off a list—it’s a living, breathing journey that requires unwavering commitment and dedication from leadership at all levels. As custodians of your organisation’s future, C-suite executives and board members have the profound responsibility to lead by example, setting a tone of trust, accountability, and integrity that echoes throughout the entire organisation. This leadership must ensure that all managers are fully aligned with these values, as their influence directly shapes the culture and resilience of the teams they lead. The decisions you make, the actions you take, and even the moments of inaction all contribute to shaping the resilience and long-term success of your organisation.
Resilience isn’t something you can mandate or build overnight; it’s the natural byproduct of how your organisation operates, supports, and engages its people. When you create an environment where employees are valued, supported, and empowered, resilience flourishes organically. It’s about ensuring that every process, every decision, and every interaction contributes to a culture where people feel safe to step forward, take risks, and grow.
At the heart of this resilience are your people—your employees, who form the very foundation of your business. It is through their dedication, innovation, and daily efforts that your organisation thrives. When you invest in your people, supporting and empowering them, you’re not just building a strong business—you’re creating an environment where resilience can flourish at every level.
Resilience is not about avoiding challenges; it’s about facing them head-on with courage, transparency, and a united team. It’s about fostering an environment where every employee feels valued, supported, and empowered to contribute to the collective success of the organisation. As you reflect on your own practices, ask yourself: Are we building a culture that not only withstands adversity but thrives in the face of it?
This series has been a call to action—a reminder that the strength of your organisation lies in the trust you build, the accountability you uphold, and the resilience you cultivate. By ensuring that all levels of management are aligned with these principles, and by recognising that your employees are the bedrock of your organisation’s success, you’re not just preparing your organisation to navigate the challenges of today, but you’re also laying the foundation for a future where it can flourish and achieve greater heights.
Closing Out the Blog Series: A Reflective Journey
As I embarked on writing this blog series, I was inspired by the countless conversations I’ve had with employees and managers who are navigating a landscape fraught with challenges. From managers and executives under immense pressure to employees struggling in environments filled with fear and insecurity, the realities I’ve observed are not just individual cases—they reflect broader trends that have significant implications for organisations everywhere.
This series started with a question: Are your employees thriving or merely surviving? Throughout the subsequent blogs, we’ve explored the dangers of fear-driven management, the critical role of trust and accountability, and the ethical responsibilities of leadership. My hope is that these insights have sparked reflection and inspired you to take meaningful steps toward building a healthier, more resilient organisation.
As we close out this chapter, remember that the path to creating a thriving workplace is continuous. It requires ongoing commitment, the courage to make difficult decisions, and the compassion to lead with the well-being of your people at the forefront. The C-suite and board must ensure that all managers are aligned in this vision, as their actions are crucial in fostering a culture where trust, accountability, and resilience are the norms. Above all, remember that your employees are the true foundation of your business and its resilience. Their well-being and success are what drive your organisation forward.
The journey doesn’t end here—it’s just beginning. If your leadership is experiencing any of the symptoms or challenges we’ve discussed, then our specifically crafted Clarity Workshop is your first step to gaining the insights you need to realign your organisation and cultivate improved resilience. The workshop empowers boards and executive teams to take decisive action, ensuring your business is not only prepared for the challenges ahead but positioned to thrive.
“It is through strong and compassionate leadership that we can make a difference.”
Thank you for joining me on this journey. Together, we can create workplaces where both people and businesses don’t just survive—they thrive.
I look forward to continuing the conversation and working together to build stronger, more resilient organisations. And it you haven’t already, I hope you will subscribe to Unearth Risk Insights and join a community of forward-thinking leaders dedicated to building organisations that not only endure but excel. Your journey to a stronger, more resilient organisation starts here.
