“A good half of the art of living is resilience.” — Alain de Botton, British author and speaker

Resilience is a defining trait of great leaders. The ability to remain composed in the face of uncertainty, adapt when the unexpected arises, and keep moving Resilience is a hallmark of strong leadership, contributing to effectiveness in both professional and personal domains. For business leaders seeking sustained success and growth, resilience should be developed in parallel with technical capabilities and organization-specific competencies. This blog will explore how to build resilience into leadership development programs and measure the outcome.

5 Competencies That Strengthen Resilience

To foster resilience in leadership development, priority should be given to leadership competencies that enhance the ability to manage adversity, remain composed under pressure, adapt to change, and maintain a balanced perspective. Drawing from established psychological research on resilience and aligned with SIGMA’s Leadership Competency Framework, the following five leadership competencies are recommended as top priorities for developing strong, resilient leaders:

1. Emotional Control

• Why it’s critical: Resilient leaders must manage their emotions during stress, uncertainty, or crisis. Emotional Control in leadership prevents reactive behaviors and supports thoughtful action under pressure.
• Impact: Emotional Control helps leaders remain composed, set the tone for others, and respond constructively to challenges.
• Download the guide: Great Leaders Have Emotional Control

2. Flexibility

• Why it’s critical: Resilient leaders must adapt to changing environments, shifting business priorities, and unforeseen obstacles. Flexibility enables adjustment without losing momentum.
• Impact: Flexibility promotes a growth mindset and innovation, encourages adaptability in teams, and reduces resistance to change.
• Download the guide: Great Leaders Are Flexible

3. Assuming Responsibility

• Why it’s critical: Taking ownership as a leader builds trust and reinforces accountability, which are essential during difficult times. It prevents blame-shifting and keeps teams focused on solutions.
• Impact: Reinforces stability and direction, even when things go wrong.
• Download the guide: Great Leaders Assume Responsibility

4. Desire to Learn

• Why it’s critical: Resilient leaders view setbacks as learning opportunities. A strong Desire to Learn fosters continuous growth, reflection, and adaptation after failures or stress.
• Impact: A strong Desire to Learn encourages experimentation, leadership development through knowledge-building, and personal growth in the face of adversity.
• Download the guide: Great Leaders Desire to Learn

5. Decisiveness

• Why it’s critical: In high-pressure or uncertain situations, hesitation can escalate challenges. Resilient leaders are able to make timely decisions, even with imperfect information.
• Impact: Decisiveness as a leader helps to build confidence within the team and maintains forward momentum through crises.
• Download the guide: Great Leaders Are Decisive

Honorable Mentions

For programs that allow for additional training, development areas or nuance, the following competencies also support leader resilience:

• Self-Discipline: Reinforces habits that improve productivity, reduce burnout and maintain performance.
• Conflict Management: Supports constructive resolution of tensions through effective communication rather than avoidance or passive endurance.
• Vision: Provides direction and purpose, maintaining team motivation in challenging times.

To download guides for these competencies, view the complete SIGMA Leadership Development Series.

How to Assess Resilience

Resilience can be measured using a competency-based approach that informs leadership selection and employee development decisions. To measure resilience in a way that is consistent and data-driven, organizations should consider adopting a validated leadership assessment.

For help selecting a strong assessment, download SIGMA’s checklist: 5 Things to Look For When Choosing an Assessment

One option is SIGMA’s Leadership Skills Profile – Revised® (LSP-R®), a validated, personality-based leadership assessment that meets key criteria for quality and aligns seamlessly with SIGMA’s Leadership Competency Framework. The framework includes 50 key leadership competencies for managers, executives, and emerging leaders, including the five previously outlined as essential for developing resilience at work.

Create a Resilience Talent Profile With the LSP-R®

Create a Resilience Development Plan with the 30 60 90 Day Plan Template

Ready to Build Resilient Leaders?

SIGMA’s validated leadership assessments and talent tools help organizations lay a competency-based foundation for leadership development, including the cultivation of resilience in leaders. For those new to using the LSP-R, begin with the free trial to experience the benefits of a data-driven, personality-based leadership assessment firsthand. In only 25 minutes, you will receive a comprehensive Focus Report with your scores, personalized feedback, and templates to support talent development planning. Learn how this powerful tool can be applied across your organization to drive growth, reduce risk, and align your talent strategy with business goals.