Resilience That Works: Why Personal Resilience Matters in Today’s Project Environment
This week I facilitated a resilience session for a cross collaborative program that brought internal teams and vendor partners together. For a rare moment, people stepped out of project mode and focused on something that is often overlooked in delivery environments: their own personal resilience. As soon as the space opened, the room shifted. People exhaled. They spoke honestly. They recognised how unpredictable project work can be and how much their ability to adapt and recover influences how they show up for others.
Resilience is not an individual burden or a private responsibility. It is a professional capability that affects decision quality, communication, wellbeing and team cohesion. This is the intention behind our Resilience That Works workshop. It gives teams practical tools that help them understand their stress patterns, regulate effectively and build simple habits that support them during demanding periods. When resilience grows, project delivery becomes clearer, calmer and more sustainable.
This session was a reminder of an important truth: resilience strengthens through small and intentional actions. When leaders create space for these actions, people respond with more clarity, steadiness and connection. These are the qualities that complex project environments rely on most.
Learning Styles: We All Learn Differently
People learn in different ways. Some prefer visual content, others respond better to sound or hands-on practice. Many use a mix of styles depending on mood, interest, or workload. When training programs ignore these differences, learning suffers.
Effective training begins with understanding the audience. This means asking how learners prefer to access information, how much time they can commit, and how motivated they are to engage with the subject. A Training Needs Analysis (TNA) is invaluable here. It identifies specific skills gaps, aligns goals with outcomes, and ensures resources are directed where they make the biggest impact. Adding personas into the process makes training even more targeted by creating detailed profiles of learner groups, helping trainers empathise with their needs and design personalised learning paths.
Digital tools provide another layer of flexibility. Interactive e-books, multimedia presentations, and video conferencing platforms combine text, images, and sound to accommodate different learning styles at once. For frontline or remote workers, simple paper guides with step-by-step visuals may be the most effective solution.
When training is personalised, adoption rates rise, outcomes improve, and learners feel valued. Recognising diverse learning styles is not only about inclusivity, it is about creating programs that connect with people in meaningful ways and ensure education leads to lasting growth and change.