Resilience Training Needs Protected Time, Not Just Good Intentions

A study published on October 23, 2026 followed 48 leaders in two Danish organizations taking part in resilience-training “sprints.” Participants valued peer learning and a supportive setting, but many struggled to fit the training around their work. The authors describe this as a process evaluation—not proof that the program caused lasting resilience or improved organizational outcomes. Read the study.

My takeaway: adding a development routine on top of a full workload can turn support into one more obligation. A practical test for a team: replace one existing activity with a short learning check-in, rather than stacking another meeting. After a few cycles, review whether people could participate and use one takeaway during work time. If not, change the cadence or scope—not the pressure.

How should teams make room for learning without quietly shifting the cost into people’s personal time?