- Define resilience and psychological safety through the lens of organizational change, ambiguity, and uncertainty
- Explore the thinking traps that make uncertainty feel most threatening, and practice strategies to help yourself and others move past them
- Discover how relational trust serves as the foundation for team resilience during periods of disruption and change
- Build the emotional agility and communication skills needed to lead with genuine confidence through uncertainty
- Develop an action plan to strengthen the culture of trust and resilience on your team immediately
Resilience Through Change
Creating a Culture of Trust
in Times of Uncertainty
Uncertainty is not going away. The pace of organizational change, the complexity of the challenges teams navigate, and the ambiguity that comes with leading in a rapidly shifting environment are not temporary conditions. They are the new normal. The question is not whether your team will face disruption. It is whether they will have the trust, the resilience, and the relational foundation to move through it together and come out stronger on the other side.
This resilience and organizational trust workshop explores the foundational principles of psychological safety and emotional agility through the specific lens of change, ambiguity, and uncertainty. Participants discover what genuine resilience looks like at both the individual and team level, explore the thinking traps that make uncertainty feel more threatening than it needs to be, and learn the trust-building strategies that create the conditions where teams can adapt, recover, and grow through disruption. This is not a workshop about surviving change. It is about building the culture of trust that allows a team to approach uncertainty with confidence, curiosity, and collective strength.
What You'll Learn
During this resilience and organizational trust workshop, participants will:
Leadership Behaviors You'll Develop
As a result of this session, participants will be able to enhance their leadership capabilities through the following behaviors:
- Building and sustaining relational trust as the foundation for team resilience through change and disruption
- Leveraging emotional intelligence and empathy to support others through uncertainty and ambiguity
- Actively listening and creating space for honest, open dialogue during challenging transitions
- Projecting genuine confidence and instilling resilience in others during periods of organizational change
- Leading with trust and encouraging peers and team members to draw on their values during times of uncertainty
Who Is This Workshop For?
This workshop is ideal for people managers, senior leaders, HR professionals, and organizational development practitioners who want to build cultures where teams do not just endure uncertainty but grow through it. It is especially powerful for organizations navigating sustained change or disruption who need to actively invest in the relational and emotional foundations that make genuine resilience possible.
Related Workshops
Learning Objectives:
- Differentiate between the topics of CHANGE and TRANSITION, exploring “the people side” of change
- Identify key actions to successfully navigate each phase of transition
- Develop an action + implementation plan, fit with details of specific steps to support others during times of ambiguity
Key Themes & Leadership Behaviors:
- Change Agility + Adaptability
- Increased Empathy + Awareness
- Team-Focused Strategy + Mindset
Learning Objectives:
- Leverage improv exercises to experiment first hand with ambiguity in an effort to highlight and amplify the tools, knowledge, and behaviors we use in times of change
- Explore the components of effective storytelling and presentations to inspire an audience to take action between the topics of CHANGE and TRANSITION, and identify key actions to successfully navigate each phase of transition
- Develop an action + implementation plan for positive, long-term behavior change
Key Themes & Leadership Behaviors:
- Collaboration + Trust
- Change Agility + Adaptability
- Effective Communication
Learning Objectives:
- Differentiate between the topics of CHANGE and TRANSITION, exploring “the people side” of change
- Identify key actions to successfully navigate each phase of transition
- Develop an action + implementation plan, fit with details of specific steps to support others during times of ambiguity
Key Themes & Leadership Behaviors:
- Change Agility + Adaptability
- Increased Empathy + Awareness
- Team-Focused Strategy + Mindset
Learning Objectives:
- Leverage improv exercises to experiment first hand with ambiguity in an effort to highlight and amplify the tools, knowledge, and behaviors we use in times of change
- Explore the components of effective storytelling and presentations to inspire an audience to take action between the topics of CHANGE and TRANSITION, and identify key actions to successfully navigate each phase of transition
- Develop an action + implementation plan for positive, long-term behavior change
Key Themes & Leadership Behaviors:
- Collaboration + Trust
- Change Agility + Adaptability
- Effective Communication
Learning Objectives:
- Differentiate between the concepts of COACHING and MENTORING in our leadership style
- Experiment with coaching methodologies to enhance our skill set, and determine the strategic questions that inspire others to feel empowered to act
- Develop an action + implementation plan for positive, long-term behavior change
Key Themes & Leadership Behaviors:
- Coaching for Empowerment
- Asking Strategic Questions + Active Listening
- Talent Development
Learning Objectives:
- Clarify leadership and communication preferences, and develop a “user’s manual” to articulate our findings
- Discover the attributes, behaviors and common blind-spots of natural preferences, and explore and understand the same attributes and behaviors of opposing types
- Highlight specific actions we can take when working with someone who leverages opposing preferences, and develop a plan to adjust our styles with at least one current colleague
Key Themes & Leadership Behaviors:
- Effective Communication
- Collaboration + Trust
- Openness + Awareness
Learning Objectives:
- Differentiate between the concepts of COACHING and MENTORING in our leadership style
- Experiment with coaching methodologies to enhance our skill set, and determine the strategic questions that inspire others to feel empowered to act
- Develop an action + implementation plan for positive, long-term behavior change
Key Themes & Leadership Behaviors:
- Coaching for Empowerment
- Asking Strategic Questions + Active Listening
- Talent Development
Learning Objectives:
- Clarify leadership and communication preferences, and develop a “user’s manual” to articulate our findings
- Discover the attributes, behaviors and common blind-spots of natural preferences, and explore and understand the same attributes and behaviors of opposing types
- Highlight specific actions we can take when working with someone who leverages opposing preferences, and develop a plan to adjust our styles with at least one current colleague
Key Themes & Leadership Behaviors:
- Effective Communication
- Collaboration + Trust
- Openness + Awareness
View More Workshops
View More Workshops
Frequently Asked Questions
What is the difference between resilience and psychological safety in this workshop?
Psychological safety is the foundation: the belief that one can speak up, take risks, and be honest without fear of punishment or embarrassment. Resilience is what that foundation makes possible: the capacity to absorb disruption, adapt, and move forward with strength rather than shutting down. This workshop addresses both as interconnected, mutually reinforcing dimensions of a high-performing team culture during times of change.
How does this resilience workshop differ from The Art + Science of Psychological Safety?
The core principles overlap significantly, but Resilience Through Change applies those principles specifically to the context of organizational uncertainty, ambiguity, and disruption. The language, frameworks, and application activities are all oriented around what it takes to maintain trust and forward momentum when circumstances are unpredictable, uncomfortable, or actively shifting.
How do thinking traps affect a team's ability to navigate organizational change?
When uncertainty activates a thinking trap, it acts as a wall between people and their ability to respond effectively. It makes ambiguity feel more threatening than it is, shuts down open dialogue, and limits the creative thinking needed to move forward. This workshop helps participants recognize when a thinking trap has been activated and use specific strategies to move past it and act from a place of clarity, trust, and genuine strength.
Can this resilience training be tailored to a specific change or disruption our organization is navigating?
Yes. The Leadership Laboratory works with organizations to contextualize this workshop for the specific uncertainty a team is living through, making the content immediately relevant and the strategies directly applicable to the real challenges participants face every day.
How does Resilience Through Change connect to broader organizational change efforts?
It pairs naturally with Taking Charge of Change and Coaching through Change and Transition as part of a comprehensive change leadership program. Together, these sessions build the conceptual frameworks, relational foundations, and practical tools leaders need to guide their teams through uncertainty with genuine skill, empathy, and care.
Jacob Goldstein
Jacob Goldstein is the founder of The Leadership Laboratory, and leverages his experiences in education, the performing arts, and corporate learning & leadership development to his work. As a performer, Jacob has sung as a backup vocalist for musical artists such as Josh Groban, Idina Menzel, and Patti LuPone, as a recording artist for Netflix series Sense8, and at venues including The United Center, The Chicago Theater, and Chicago Symphony Center. In the education space, Jacob has served as an educator for high school, undergraduate and graduate students, and has been a Guest Lecturer at Northwestern University since 2016. As a Learning & Leadership Development Consultant, Jacob has worked as a one-on-one coach and group workshop facilitator to organizations ranging from startups to Fortune 500 companies in diverse industries, including technology, healthcare, non-profit, and fashion/apparel. Jacob holds a Bachelor’s degree from The University of Illinois at Urbana-Champaign, and a Master’s of Science in Communication from Northwestern University.
Contact Us
Use the contact form or email us at: hello@leadershipdevelopmentlab.com
The Leadership Laboratory works across multiple industries - including start-up and established technology firms, non-profit and government agencies, finance companies, healthcare organizations and more. We are proud to collaborate with individuals and teams of all sizes.
Contact us and say hello! We're excited to get to know you and share our ideas on learning + leadership development.
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