How to be resilient – the collaborative way

  • Are you…
  • Feeling that you have a run out of steam, because you’ve been doing all the thinking and carrying out most of the actions? Even when WFH?
  • Needing to be more resilient to stress, change or challenge? 
  • Finding your solo actions are not having the impact that you hoped for?
  • Facing a larger challenge, that might benefit from and inspired and collaborative group tackling it together?
  • If this sounds like you, it might be beneficial for you to build your personal resilience with peers or in a group
  • Social media focuses a lot on techniques that you can personally use to build your resilience.  That’s great in many ways, as it strengthens your emotional intelligence and gives you a strong sense of independence. 
  • But sometimes,  if you are tired, behaving like a super person, using up your energy and risking burnout, you need to build resilience with people and a network, rather than alone.  This working era is all about connection and community.
  • Here are some tips to help build your resilience collaboratively through relationships:
  • Overall, make and deepen your individual connections with people in your organisation and in your sector: 
  • Good relationships with colleagues that you get on with, friends at work, with colleagues that you get along with are so important. Don’t underestimate this.  It’s especially important to keep relationship building when WFH where most of your meetings are online. Practice being more mentally alert in meetings and show active listening. People quickly pick up if you are interested and ‘present mentally’ or ‘absent’. Good workplace relationships can take time to build, especially online. So take extra time to connect, listen to and engage with colleagues in a range of online settings.
  • If you have a good relationship with someone who is doing well at adapting to challenge, ask for ideas about how you could be more resilient to change in to these uncertain times. Ask for any tips, ideas, potential mentors, resources or learning events. Having other’s insights can inspire and strengthen your own resilience at work. 

Take part in learning that also involves an online group element, not just solo work e.g. a course that also has a facebook or LinkedIn community learning page. That way as you learn, you also build relationships.

Differences between coaching and mentoring

Two women at work. One BME woman. One white woman. Both smiling.

Mentoring and coaching are often confused. By looking at ‘wellbeing coaching’ at work, you can see the basic differences.

  • Wellbeing Coaching at work and Wellbeing Leadership Coaching at work relates to your wellbeing at work and wider life.
  • Wellbeing Coaching at work supports you to be at your best at work in terms of feeling good in your mind and body.
  • You co-create a relationship with a wellbeing coach, who helps you find your own solutions to your wellbeing at work, through focused conversation .
  • Wellbeing coaching is not:

*  Life Coaching (includes work related issues but also focuses mainly on all areas of life e.g. relationships, life goals, finances etc.) 

*  Counselling (deals with long term past and childhood)  – does not require action on behalf of the client. (Your coach will signpost you to counselling services if necessary. Coaching is not therapy and does not substitute for therapy if needed, and does not prevent, cure, or treat any mental disorder or medical disease).

*  Mentoring – where the mentor is the expert and might give you guidance on your wellbeing based on their own experience and expertise.    

For more information on how wellbeing is essential for resilience at work join our Really Resilient Guide courses: https://thelearningmoment.org/really-resilient-guide-for-individuals/

How to be resilient and avoid burnout

  • Are you ….Feeling that you have a run out of steam, because you’ve been doing all the thinking and carrying out all the actions?
  • Needing to be more resilient to stress, change or challenge? 
  • Finding your solo actions are not having the impact that you hoped for?
  • If this sounds like you, it might be beneficial for you to build your personal resilience with peers or in a group. Social media focuses a lot on techniques that you can personally use to build your resilience.  That’s great in many ways, as it strengthens your emotional intelligence and gives you a strong sense of independence. 
  • But sometimes,  if you are tired, behaving like a super person, using up your energy and risking burnout, you need to gradually build a stronger network, rather than planning to go it all alone. 
  • So, long before burnout happens, make and deepen your individual connections with people in your organisation and even in your sector: 
  • Good relationships with colleagues that you get on with, friends at work are so important. Don’t underestimate this.  It’s especially important to keep relationship building when WFH, where most of your meetings are online. It can be harder to do that online, so make the most of start of meeting check-ins, informal meetings and – if you have them – online team socials.
  • Practice being more mentally alert in online meetings and show you are actively listening. People may pick up if you are interested and ‘present mentally’ or ‘absent’. Good workplace relationships can take time to build especially online. So take extra time to connect, listen to and engage with colleagues in a range of online settings. 
  • If you have a good relationship with someone who is doing well at adapting to challenge, ask for ideas about how you could be more resilient to uncertainty in to these uncertain times. Ask for any tips, ideas, potential mentors, resources or learning events.   Having other’s insights can inspire and strengthen your own resilience at work. 

What is workplace wellbeing coaching?

Wellbeing coaching at work is a supportive conversational process with a coach, that may involve focusing on different areas of your life. These include working productively, and effectively and the links with  your wellbeing e.g. relaxation, health, WFH, and wellbeing goals.

Wellbeing leadership coaching may focus on leading on wellbeing  at work e.g. how to support your staff.

Workplace wellbeing coaching and wellbeing leadership coaching uses questioning, listening and other coaching tools and techniques, such as visualisation or mind mapping.  These can assist you in moving forward in your work with your wellbeing topics and if relevant, finding and acting upon your own solutions to wellbeing leadership themes. 

Build resilience when teaching or meeting online

online learning
online learning
resilience when teaching.

Whether you work in FE teaching or supporting others,  we all need to be  more resilient right now. 

1. Notice your energy levels when you are online. And as soon as you can, do what you need to help adjust them e.g. walk, snack, a chat or rest. Is your energy low, middle, running on adrenalin etc..Noticing and supporting your energy throughout the day, helps you be more focused and present for your teaching and meetings. 

2. Connect online with colleagues you get on with really well. Have a non-work chat for a change. Have a quick check-in to give you a bit of a boost. A strong support network really builds resilience as a coach.

3. Mindset work: Imagine a resilient day of online teaching, work and meetings. See yourself being really adaptable and having staying power. Now take one small step inspired by this mindset work. 

Learn more about resilience at our online learning page for staff in organisation and for individuals

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Tips for moving 2 online mentoring and coaching

R u working with younger learners? R u moving to online mentoring or coaching?

Here are some of my – not definitive – project planning thoughts, if you are planning to move to online mentoring and coaching and work in FE, schools, organisations and projects with younger learners:

  1. Project management: Moving online might be anew project for you, so work together with your team to create a realistic, collaborative project planing template – names, tasks, timelines and carry out a  H&S risk assessment etc
  2. Framework: Consider implementing an online policy and/or guidelines  e.g. Internet Safety Digital Mentoring Policy.  Within that have a clear Safeguarding section e.g a link to  your  assigned officer and a link to your Safeguarding protocols  etc  Make sure to link to GDPR as well. 
  3. Train:  All relevant staff,  students (and maybe parents)  and organisations you link with  in understanding the  digital mentoring guidelines and policy/practices at whatever level is suitable or accessible . E.g Educate students on how to be safe online when using ICT for mentoring.Use  digital induction sessions, online  newsletters and 1-1 digital  inductions. Keep it informative, but engaging and fun.
  4. Survey students and, if suitable/appropriate parents: Find out about wifi, if a confidential room is available, if wifi is secure etc..Use this info. as a starting point https://docs.google.com/forms/d/1ZT1oVDSv4LUpwYjxxeoTnC8JqpjrGO4ptpBg91x_lcs/edit
  5. Monitoring: Be clear about and take an active part in the  contentfiltering/monitoring/record keeping system, of any on line sessions. Explore how this could be done with any new platform you choose. 
  6. Concerns: Be clear on what learners can do if they have any concerns  – what’s the process for them raising their concerns about digital mentoring  etc?  What is the online complaint’s process? How can you make this easy? 
  7. Agreements: Create a new section of your Mentoring Agreements with students  for this digital aspect of your work (with each mentor and student and/ or parent if involved for any learners).  Get this  signed if possible  so it’s clear that you have inducted around digital mentoring (e.g. discussed it, allowed for any questions, agreed it). Store these documents in encrypted ways as you usually do. 
  8. Attend to equality, diversity and inclusion:  EDI may be impacted by online mentoring  – e.g what  learning needs are there emerging from the digital approach? what are the reasonable adjustments needed? 
  9. Support your staff in this new digital  work: What  new issues arise for them? What concerns them? What is easy, hard, challenging and interesting? What opportunities does it offer them arising from their own expertise? What else is needed, useful and emerging?  Increase supervision, L&D, coaching and mentoring for them at this time to support easier change to digital mentoring. Listen to your staff, include them and discuss with them upcoming digital mentoring changes. Communication is key. 

Please let me know if you have tips to add to these – let’s share expertise and ideas. 

Summary tips: 

Moving to effective online mentoring and/or coaching learning  needs  a whole-org, often collaborative approach, joining up all your current practices e.g GDPR safeguarding etc. Planning for online or distance learning /mentoring activities is  ideally best done by  including the org’s safeguarding team or lead, as part of the planning process. 

Who we are

I lead The Learning Moment. We usually work helping setting up and evaluating face to face and online mentoring and coaching projects and schemes. I usually also lead  CPD and support for facilitators, coaches and mentors. We are Miranda (a Senior Manager working with safeguarding and disadvantaged or at risk learners in FE), Penny (admin) and me Andry (director, coach, mentor, facilitator, consultant and general dogsbody).

Do drop me a line for workshops etc to support any L&D or coaching and mentoring: andry@thelearningmoment.org

@_learningmoment