In today’s fast-paced business environment, teams are the backbone of any thriving organization. But building teams that not only perform well but also withstand challenges requires more than just hiring the “right” people. It requires resilient teams—groups of individuals who can adapt, respond to adversity, and innovate together. And at the heart of fostering this resilience is something that’s often misunderstood, if not overlooked: authentic leadership.
What does authentic leadership mean?
For me, authentic leadership is about showing up as your true self while inspiring and guiding others to realize their full potential. It’s not about projecting perfection or knowing all the answers. In fact, one of the most powerful things a leader can do is embrace their own vulnerabilities and imperfections. Why? Because it humanizes the leader, builds trust, and encourages open communication.
In my experience, the best leaders I’ve worked with aren’t those who micromanage or put up a façade of invincibility. Instead, they are the ones who demonstrate empathy, admit mistakes, and continuously look for ways to grow—both personally and professionally. These qualities ripple out to their teams, fostering a culture of trust and mutual respect, which, in turn, creates resilience.
The link between resilience and trust
Resilience without trust is almost impossible. Trust is the bedrock of any successful team. But how do you, as a leader, build trust authentically? Here are a few practices I’ve found invaluable:
- Be transparent in communication: Share information openly with your team, even in challenging times. People are more likely to rally around a clear vision or challenge when they have all the pieces of the puzzle.
- Follow through on commitments: Your actions should align with your words. If you promise to advocate for your team or provide resources, make sure you deliver.
- Embrace empathy: Take the time to understand what motivates your team members, their challenges, and their aspirations. Often, it’s the smallest gestures—like remembering a team member’s preference for how they receive feedback—that build long-term trust.
Fostering adaptability in teams
Resilient teams are adaptable teams. But adaptability isn’t something that just happens—I’ve learned that it must be deliberately cultivated. One of the most effective ways to do this is by helping teams develop a mindset of continuous learning and experimentation.
Here’s a quick example: When I first launched Leader Agency, I quickly realized that my early marketing strategies weren’t resonating with the audience the way I had anticipated. Instead of doubling down on what wasn’t working, I involved my team in brainstorming sessions and encouraged experimentation. We reimagined our approach, testing different social platforms, blog topics, and even email campaigns. Not every attempt was a home run, but together we learned and evolved, ultimately leading to the successful platform it is today.
Encourage your team to ask, "What did we learn?" after every project or challenge—even when things go wrong. By transforming failures into opportunities for growth, you not only build adaptability but also remove the stigma often associated with mistakes.
The role of psychological safety
Have you ever worked in a group where you felt too intimidated to speak up when you disagreed? Or where you hesitated to propose an idea because it might be rejected? That’s the opposite of psychological safety—and it’s a killer of resilience.
Authentic leaders prioritize creating an environment where every team member feels safe contributing ideas, voicing concerns, and taking calculated risks. This doesn’t mean eliminating accountability or critical feedback. Instead, it’s about ensuring that people know they won’t be penalized for being honest.
During one project early in my career, I had a junior team member challenge a key part of the strategy I’d proposed. Initially, I’ll admit, it stung a bit, but I asked her to explain her reasoning. Her insights turned out to be invaluable, and the revised strategy was far more successful. That experience taught me the importance of creating a space where opposing perspectives are welcomed, not silenced.
Leading from a place of purpose
One of the greatest “secret weapons” in building resilient teams is tying your efforts to a sense of shared purpose. When people feel connected to a mission larger than themselves, they’re far more likely to persevere through challenges.
As leaders, we have an opportunity—and I would argue, a responsibility—to articulate a clear and inspiring purpose for our teams. At Leader Agency, our purpose is helping individuals and organizations unlock their potential through knowledge, inspiration, and actionable strategies. This mission grounds everything we do and helps my team stay focused, even in moments of adversity or distraction.
Find ways to connect your team’s day-to-day efforts to a higher goal. Ask questions like: How does this project improve customer lives? or What impact will this initiative have five years from now? When people see their work as meaningful, resilience becomes a natural byproduct.
Leveraging diversity for resilience
Finally, I cannot emphasize enough the power of diversity in building resilience. Teams composed of individuals with different perspectives and experiences are more innovative, resourceful, and better able to handle challenges than homogenous ones.
However, diversity on its own isn’t enough. It’s critical to ensure inclusivity goes hand in hand with diversity. Leaders must create spaces where everyone’s voice is heard and valued—not just the loudest or most senior voices.
One of my favorite examples of this comes from a startup I worked with several years ago. The company was designing a product aimed at small business owners, but the team initially missed a key feature that would have been a deal-breaker for their target audience. It was an intern—someone with firsthand experience running a side hustle—who flagged the issue during a brainstorming session. That small input saved the product from launch failure, proving that diverse perspectives are critical to resilience and success.
