How to become a resilient leader

Recent UK-based research by ChangingPoint underscores this, revealing that 

Leaders who cultivate emotional resilience are better equipped to:

• navigate uncertainty, 
• manage stress, 
• maintain self care
• support their teams through change. 

This is especially critical in environments like Little Village, where the demand for services far exceeds capacity, and the emotional toll of witnessing poverty is high.

HR Magazine further supports this shift, noting that adaptability and empathy are now strategic imperatives. 

The concept of Adaptability Quotient (AQ) which is the ability to thrive in constant change is emerging as a key leadership trait along with Relational Intelligence. . Leaders with high AQ and RI are better placed to thrive, drive transformation, even in resource-constrained settings.

Sophie’s practice of “reminding myself that everything in the middle feels like failure” reflects a deep self-awareness. It’s a recognition that leadership is not linear, and that resilience often means holding space for ambiguity and discomfort. This aligns with NHS England’s Culture and Leadership Programme, which promotes compassionate leadership as a foundation for inclusive and effective organisational cultures.

In sum, emotional resilience is not a soft skill it’s a strategic asset. 

Leaders like Sophie demonstrate that by investing in their own emotional development, they can better serve their teams, their mission, and the communities they support.

Take 10 minutes at the end of each day to reflect on emotional highs and lows. This builds self-awareness and helps identify triggers and patterns.

2. Develop a Personal Resilience Plan

Use tools like the CIPD’s Wellbeing Framework to assess your stressors and create strategies for managing them—such as boundaries, rest, and support systems.

3. Engage in Peer Coaching or Supervision
Regular sessions with fellow leaders or coaches provide a safe space to process challenges and gain perspective. This is especially valuable in emotionally demanding sectors.

4 Learn to Reframe Setbacks
Adopt Sophie’s mindset: “Everything in the middle feels like failure.” Reframing challenges as part of growth helps maintain motivation and clarity.

Explore programmes that will support your emotional intelligence and why not invest for your team's growth as well. You can experience strength in empathy, self-regulation, and interpersonal skills.

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