Example: Susan’s Response to Negative Feedback

Behavior: Emotional regulation and cognitive reframing

Susan receives negative feedback on a recent project. She notices herself getting emotional, takes a break to calm down, and rationalises the situation.

organizingRather than complaining about old habits, she breaks down her next moves into manageable steps and tries a new way of working to avoid becoming overwhelmed (Indeed, 2026).

Example: Emma’s Career Progression

Behavior: Flexibility and growth mindset

Emma starts her job at a publishing company organising authors’ calendars and booking flights. Six months later, she earns a promotion and becomes responsible for mentoring new employees.

She embraces the change by viewing it as an opportunity to learn new skills that can further her career, rather than something threatening or negative (Indeed, 2026).

Example: Beth’s Post-Rejection Action

Behavior: Learning orientation and self-improvement

Beth felt she was a brilliant candidate for a job but didn’t get the position. Instead of feeling embarrassed and avoiding the company, she emails her contact and asks what she could do better next time.

The feedback she receives helps her improve her interview skills and land a new position (Indeed, 2026).

Example: Saying “No” to Protect Capacity

Behavior: Assertiveness and workload management

Resilient employees know when to say “no” politely.

Over time, he earns a promotion because his extra effort helps; not being assertive can lead to saying “yes” too often, causing work to pile up until it becomes overwhelming.

Being assertive means being clear and setting boundaries with team members or clients — it’s not about being rude, but about maintaining realistic workloads and healthy self-esteem (Altruist Enterprises, 2025).

Example: The Employee Who Built a New Role

Behavior: Proactivity and resourcefulness

An employee wants a promotion, but no positions are available in his department. Instead of waiting, he starts looking for ways to help fill existing gaps in other departments.

In time, he earns a promotion because his extra effort is helping the company save time and money (Indeed, 2026).

Example: Navigating Economic Turbulence

Behavior: Strategic foresight and problem-solving

Whether facing economic turbulence, industry disruption, or leadership changes, resilient workers stay focused on their immediate goals while keeping an eye on the bigger picture. They don’t catastrophise — they problem-solve (Haptivate, 2026).

Example: Peer Support During Crisis

Behavior: Social support and psychological safety

Workplace resilience isn’t just individual — it’s collective. Resilient team members notice when others are struggling, offer practical support, and help create a psychologically safe environment. Research shows this kind of social support is itself a key resilience factor (Haptivate, 2026).

Example: Post-Project Analysis and Growth

Behavior: Accountability and continuous improvement

A resilient team member who leads a project that doesn’t meet its objectives will analyse what went wrong, extract lessons, and apply them to future work. Rather than dwelling on failure, they treat it as data for improvement — a key resilience factor that separates high performers from the rest (Haptivate, 2026).

Example: Sustainable Performance Under Pressure

Behavior: Prioritization and boundary-setting

During busy seasons or when colleagues are absent, resilient employees prioritize effectively, communicate boundaries clearly, and ask for support when needed. They maintain quality without sacrificing their wellbeing, demonstrating that resilience is not about endurance alone (Haptivate, 2026).

Example: CEO Mental Health Disclosure

Behavior: Vulnerability and cultural signaling

Research shows that when leaders demonstrate openness about mental health, employees feel safer to do the same. Several CEOs now share their own mental health journeys, fostering trust and transparency.

These leaders encourage teams to speak up about stress, seek support, and prioritize self-care. By modeling healthy boundaries and positive coping strategies, leaders inspire others to adopt similar habits (WMHI, 2025).

Example: Manager Training Programs

Behavior: Skill-building and early intervention

Organizations that invest in manager training report improved morale, stronger team cohesion, and lower absenteeism. Practical workshops cover how to identify stressors and intervene early, communication techniques for sensitive conversations, and building trust and psychological safety. This proactive approach ensures that resilience and wellbeing remain top priorities (WMHI, 2025).