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There are a wide variety of theories and model regarding what resilience is and what it means in the workplace but a widely recognised model is that developed by King and Rothstein (2010). They propose that there are eight facets of resilience that we need to be concerned about. We have simplified this model below to make it more applicable to workplace assessment and to help you understand the key aspects of your personality and how it relates to resilience.

  • Situational response: This is our initial reaction to a challenging event or stressful circumstance and the extent to which we feel ‘thrown’ by it and how much it impacts our general functioning and well-being.
  • Self-belief: How we feel about ourselves; our emotional well-being and self-esteem. Do we believe in ourselves? Do we believe that we are deserve to be happy? Do we have a good understanding of our emotions and to what extent to we have clear self-insight about why we are upset?
  • Challenge and Purpose: How do our behaviours interact with stressful and challenging situations? Do we show that we believe in ourselves? Do we have the desire and discipline to keep going? To what extent do we thrive on and strive to meet challenges
  • Adaptability and Curiosity: To what extent do we seek new knowledge about ourselves and about the situation and the wider world. To what degree are we excited by opportunities that allow us to experience new things? How open-minded are we? How curious are we?
  • Support networks: This considers the social support and related resources that we have available to help us handle stress. Are we open to seeking support from others rather than locking ourselves away? How comfortable are we discussing issues with colleagues and other people who can support us? What support do we have outside of work? Do we have other interests to give us a sense of perspective?

Complete the Resilience questionnaire to find out which areas you score highest and lowest on.

Further reading

Your Results

The table below presents your scores ranked in order from the highest to the lowest, based on the way you responded. Remember, the questionnaire offers just a snapshot of this area and is not equivalent to a full questionnaire that might be used by employers. It merely provides an indication of where your scores might lie in this area. Go back to the definition of each scale to get a better understanding of what this means for you.

Scale Name Ranked Score classification
Scale 1 1 High
Scale 2 2 Medium
Scale 3 3 Medium
Scale 4 4 Medium
Scale 5 5 Low

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