As businesses enter an era of extreme uncertainty, there is an increased focus on securing resilience

• The rapid rise in complexity and unpredictability suggests a future where uncertainty becomes the new normal, driving global interest in resilience.

• An analysis of performance differences between resilient and non-resilient companies, especially after the global financial crisis and the COVID-19 pandemic, shows that the gap is steadily widening.

Resilience refers to the ability not only to recover in the face of adversity but also to continuously grow

• It is the concept of actively responding to unexpected shocks and transforming them into new growth drivers.

• The six key components of enhancing resilience include shared values, social capital, adaptive leadership, organizational agility, bricolage, and psychological safety.

Global companies are engaging in various activities to secure resilience

• Sony: After market response failures, it rebounded with the initiatives "Be Moved" and "One SONY."

• Hyundai Motor: Innovated organizational culture to convert employees' social capital into organizational capabilities.

• Microsoft: Under CEO Satya Nadella’s flexible leadership, shifted from a rigid, competitive culture to the one that emphasizes collaboration and openness.

• Gucci: Successfully revamped its previously outdated image by operating a shadow committee comprised of Gen Z members.

• Fujifilm: Pivoted by creatively rediscovering its film manufacturing technology, laying the groundwork for new growth.

• Google: Made multifaceted efforts to enhance employees' psychological safety, including praise sites, failure bonuses, and meditation programs.

Drawing implications from exemplary cases to identify factors for securing resilience

• Shared Values: Reducing gaps by fostering shared values across generations, hierarchies, and individuals.

• Social Capital: Strengthening a horizontal culture to accumulate social capital within and outside the organization.

• Adaptive Leadership: Empowering middle managers and promoting open-minded networking.

• Adaptive Leadership: Empowering middle managers and promoting open-minded networking.

• Bricolage: Advancing digital transformation (DX) for sharing tangible and intangible resources and information.

• Psychological Safety: Creating an encouraging atmosphere that embraces challenges and tolerates failures.

Strengthening only one of these six factors does not significantly enhance organizational resilience; instead, a comprehensive program that considers multiple factors is necessary.