Workplace resilience training that's measurable.
Workplace resilience training builds the skills a workforce needs to perform under pressure and change. ResilienceBuilder® makes it measurable: every engagement starts with the ResilienceBuilder® Assessment, which scores people across the five facets so the training targets what your teams actually need, and a re-measure shows what moved.
Most workplace resilience training tells people to be more resilient and hopes it sticks. We do something you can stand behind: start from what your teams are actually carrying, train the facets that matter, and measure the change.
Assessment-led, not curriculum-led
Every engagement starts with the ResilienceBuilder® Assessment, which scores a person or team across the five facets of resilience: mental strength, purpose, physical stamina, emotional intelligence and social support. That gives you a real baseline, so the work targets the one or two facets dragging performance rather than a generic programme that treats everyone the same.
The five facets sit on the Science of Resilience, the evidence base behind the model. Resilience is treated as a set of learnable skills, not a fixed trait, which is exactly why a targeted programme can move the right things.
How a workplace engagement runs
- Assess. Participants take the Assessment. Individuals get a private report, leaders get an anonymised team view.
- Diagnose. We read the team data and identify the facets that are holding performance back.
- Train and coach. Workshops and one-to-one coaching target those facets, not a generic syllabus.
- Re-measure. The same assessment is re-run, so movement is visible at individual and team level.
What makes it measurable
Generic wellbeing days are hard to evaluate because nothing is baselined. Here the Assessment is the baseline and the yardstick. Because the same instrument is used before and after, you can see which facets improved and report it with confidence to a finance director or board.
Delivery formats
- The Resilience Programme, the flagship multi-cohort roll-out.
- Workshops, from keynotes to half- and full-day sessions.
- One-to-one coaching for the people whose facets need the most work.
Start with a conversation
The best way to scope an engagement is a short discovery call: who the teams are, what pressure they carry, and what you want them to be able to do afterwards. From there we usually begin with the Assessment.
What is workplace resilience training?
Workplace resilience training builds the skills a workforce needs to stay clear, effective and recovered under sustained pressure and change. With ResilienceBuilder® it is assessment-led: every engagement starts with the ResilienceBuilder® Assessment, which scores people across the five facets so the training targets what the organisation actually needs rather than a generic curriculum.
How is this different from a wellbeing programme?
Most wellbeing programmes raise awareness and offer perks. This builds measurable skill. The work is anchored to the five-facet model and to a real baseline from the Assessment, so leaders can see movement at individual and team level instead of assuming it.
How do you measure the outcome?
The assessment provides a baseline across the five facets before any training begins. After the work, the same assessment is re-run so change is visible. That gives People and Learning leaders a defensible answer when they are asked what the investment delivered.
Who sponsors and attends these engagements?
Engagements are usually sponsored by HR, People and Culture, Learning and Development, or operational leaders. Audiences range from a single leadership team to a company-wide roll-out across multiple functions and cohorts.
Is resilience really trainable, or is it a personality trait?
Resilience is a set of learnable skills, not a fixed trait. That is the premise of the whole approach. The five facets can each be assessed and built, which is why a targeted programme moves the right ones rather than treating everyone the same.