Read an Excerpt

Thriving in Today’s World
Cynthia Dailey-Hewkin poured herself a hot cup of coffee, sat down at the little table in her kitchen, and opened the morning paper. Her eyes widened, her jaw dropped open when she saw the front-page headline announcing that the Trojan nuclear plant where she worked was going to shut down. She was shocked. Her first thought was, “Oh no! What am I going to do?”
Cynthia says, “The plant closure came at a particularly difficult time in my life. I was going through a divorce after being married twenty-eight years, and my mother was dying of a brain tumor. Now I was losing my job.”1

How do you respond to extreme setbacks? People react to life’s rough blows in many different ways. Some emotionally explode. They become enraged and flail around. They have emotional tantrums in which they may want to hurt someone. A few become physically violent.
Others do the opposite. They implode. They go numb. They feel so helpless and overwhelmed they can’t even try to cope with what has happened.
Some people portray themselves as victims. They blame others for ruining their lives. They spiral downward, mired in unhappy thoughts and feelings. “This isn’t fair,” they complain over and over. “Look at what they’ve done to me now.”
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Then, as shown above, there is another group, the people who get through their distress, orient quickly to the new reality, and cope with immediate challenges. They bounce back and often spiral upward, stronger and better than before. In the workplace, they convert what could be a major career loss into finding an even better new career.
Highly resilient people are flexible, adapt to new circumstances quickly, and thrive in constant change. Most importantly, they expect to bounce back and feel confident they will. They have a knack for creating good luck out of circumstances that many others see as bad luck.
In the past, individuals had to learn how to become resilient on their own. Now, for the first time, the new science of resiliency psychology can show you how to become quickly and easily resilient in a way that fits your world. Research into coping, optimism, hardiness, stress-resistance, post-traumatic growth, creativity, emotional intelligence, and the survivor personality has identified the main attributes of resiliency. In the chapters ahead, you will learn how to use knowledge gained from the latest psychology research to develop your unique way of being resilient.
Avoiding the Victim Reaction
Sadly, some people get stuck in the victim/blaming mode when their lives are disrupted. They reject all suggestions on how to cope with what happened. They won’t take steps to overcome their difficulties even after the crisis is over. Getting stuck in this frame of mind is like tying a rope around your feet and then trying to run a race—it’s a major handicap. Victim thinking keeps people feeling helpless, and by blaming others for their bad situations, they place responsibility on others for making their lives better.
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“Reaction” is used here in the sense of a reflex that happens without any conscious thought or feeling of choices.
“Response” indicates that your actions after a threat or setback are guided by conscious choices.


Blaming others for ruining the life you had will block you from bouncing back. Blaming an organization’s executives, “the government,” self-serving politicians, administrators who lack emotional intelligence, cheap foreign labor, stock market managers, taxpayers, or any person or group for ruining your life keeps you in a non-resilient victim state in which you do not take resiliency actions.
Your opinion is probably right, of course. As corporate consultant Gary Hamel has observed, “The world is becoming turbulent faster than organizations are becoming resilient.”2 The chaos of change in today’s world is beyond the ability of most organizations to handle well. Some executives and administrators manage their organizations in ways that hamper employee resiliency. Changes in the workplace occur so often now that very few employees have up-to-date job descriptions. And it isn’t just frequent, disruptive change that must be handled. Morale suffers when friendships with co-workers are disrupted by reorganization, downsizing, and layoffs. Pride in one’s work can be hard to maintain when a system you developed for doing things is tossed out and a new system that doesn’t work as well is imposed on you.
When groups of employees make lists of their challenges and difficulties, they often tell me that there may be an impressive mission statement posted in the front lobby, but back where they work, they feel pressured to do more work of better quality in less time, with fewer people, in new ways, using new technology and new methods on a reduced budget— while worrying if their jobs are safe. An older manager in a large retail store said, “It used to be that when you took on a bigger workload, worked through your lunch hour, and took work home, you were trying to get a promotion. Now it means you may be able to keep your job three months longer.”
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The shock of an unexpected layoff can be devastating to someone who has enjoyed strong career progress and expects even more career success. Some people feel crushed and remain depressed for a long time. Some may settle for much lower paying jobs and drift into bitterness about how they feel mistreated. A former manager of a manufacturing plant kept telling upper level executives that they shouldn’t change anything in “his” plant because everything was working fine and his operation was profitable. When they fired him because he refused to consider making changes they wanted, he did not cope well. Three years later, he still felt angry and bitter as he worked to support his family by driving a taxicab in Chicago—an occupation he felt was beneath him.
Negative emotions such as fear, anger, anxiety, distress, helplessness, and hopelessness decrease your ability to solve the problems you face, and they weaken your resiliency. Constant fears and worries weaken your immune system and increase your vulnerability to illnesses. Taking tranquilizers is not a good long-term solution; neither is using alcohol to sleep at night and stimulants to become energized in the morning.
The situation is serious. At the present time, one out of six Americans uses tranquilizers regularly. According to current US Food and Drug Administration figures, approximately 1.5 million adults are tranquilizer addicts, and tranquilizer misusers currently outnumber abusers of illicit drugs.3
A significant benefit from developing resiliency strengths is that you cope so well that you are less likely to need tranquilizers. If the organization you work for is unstable because the executives and administrators can’t manage rapid change, it’s possible to find ways to handle the pressure and keep bouncing back without anxiety attacks.
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The Resiliency Response—Not Easy, But Worth the Effort
Resiliency means being able to bounce back from life developments that may feel totally overwhelming at first. When resilient people have their lives disrupted they handle their feelings in healthy ways. They allow themselves to feel grief, anger, loss, and confusion when hurt and distressed, but they don’t let it become a permanent feeling state. An unexpected outcome is that they not only heal, they often bounce back stronger than before. They are examples of Wilhelm Nietzsche’s famous statement, “That which does not kill me makes me stronger.”4
This is why resilient people usually handle major difficulties easier than others. They expect to rebuild their disrupted lives in a new way that works for them, and the struggle to overcome adversity develops new strengths in them.


Definitions:
Resilience, resilient, and resiliency refer to the ability to
• cope well with high levels of ongoing disruptive change;
• sustain good health and energy when under constant pressure;
• bounce back easily from setbacks;
• overcome adversities;
• change to a new way of working and living when an old way is no longer possible; and
• do all this without acting in dysfunctional or harmful ways.
If you look in an unabridged dictionary, you will see that “resile” is the verb for resilience and “resiling” is the adverb. The words “resile” and “resiling” will be used in this book at times to emphasize that resiliency is something you do, more than something you have.

Resilience is more important than ever in today’s world. The volatile and chaotic period we are going through will not end soon. To sustain a good life for yourself and your family, you must be much more resilient than people had to be in the past. People with resiliency skills have a significant advantage over those who feel helpless or react like victims. In this world of life-disrupting, nonstop change
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• Corporations with highly resilient employees have an advantage over their less resilient competitors.
• During downsizing, a resilient worker with a wide range of skills has better chance of being kept on.
• When many people are applying for one job, a resilient person has a better chance of being hired.
• When your old job skills are no longer needed, you are quick to learn a new way to earn an income.
• During economic hardship, resilient people give their families a better chance of pulling through and bouncing back.
• Resilient people help their communities get through hard times better.
• Resiliency is crucial when there are the added challenges of physical injury or living through a terrorist attack.
• A resilient person is best at making difficult situations work well.
• Resilient people are less likely to become ill during difficult times.
Resiliency is an essential skill in every job sector—in corporations, small businesses, public agencies, professional services, and the self-employed—especially during times of turmoil. It is important to understand that when you are hit with life-disrupting events, you will never be the same again. You either cope or you crumble; you become better or bitter; you emerge stronger or weaker.

Cynthia Dailey-Hewkin sat and stared out her kitchen window as she absorbed the shock of learning about the closure of the nuclear plant where she worked. “I’d left a difficult, twenty-eight-year marriage,” she says, “to set out on my own with little money. I’d moved out of a nice home into a low-rent apartment that I hated. I’d been through weeks of my mother dying. All things considered, when I compared losing my job to everything else I’d been through, it wasn’t the worst. It was one more challenge I had to add to my list.”
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At the plant, her co-workers expressed anguish, anger, dismay, and many other feelings. Cynthia listened to them and occasionally offered suggestions on how to cope.
Cynthia avoided self-pity. She thought back to some wise counseling she had received from a chaplain when she had sought help about her troubled marriage. “The chaplain told me to list six things I can do, then pick one and do it.” Now she asked herself, “What can I do?” She outlined a plan to cope with her income loss and listed steps she would take to search for a new job. “I never felt like a victim,” she said, “and never blamed anyone. I told myself, ‘This is just life.’”
The closing of the nuclear plant and the related layoffs occurred in phases extending many months. Cynthia was told she had about eight months before her job would end. She felt compassion for her co-workers worried about future financial difficulties. She asked herself, “What can I do to help?”
“I like to write,” she said, “so I contacted the editor of the Trojan Plant newsletter and offered to write a column with money-saving hints. He was enthusiastic. He gave me my own column, ‘Saving with Cynthia.’ Kind of corny, but it had a nice big heading! People reading it were most appreciative.” Cynthia found herself doing informal career counseling. “I found I had a knack for helping people identify their best skills and find new jobs.”
Cynthia applied for jobs, but without success. She remembers that “it felt scary. We were competing against our coworkers for every job opening announced by Portland General Electric, the parent company. Interviews were often held at the plant, and sometimes there would be lines of people applying for the same job.”
Meanwhile, her helpfulness to her co-workers and “cando” spirit impressed the managers in the human resources department at PGE’s corporate headquarters. She said, “They called me and said they wanted me to work in HR! I felt elated! I started my new HR job on the Monday after my job at the Trojan plant ended. I didn’t lose one day of work or any benefits, and they paid me more than I’d been earning at Trojan. Things worked out much better than I’d imagined.”
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Cynthia remarried several years later and moved with her husband to another city. Her career changes have continued. Today she has her “dream job,” working as an employment specialist in a college career center offering free services to the unemployed. She says, “If it weren’t for the layoff at Trojan, none of this would have happened! It helped open the doors for me to a whole new world.”

Notice that Cynthia said she never let herself feel like a victim. Her reaction was to focus on handling the many challenges and help her co-workers as well. She dealt with her situation in her way, and the outcome was even better than she dreamed possible.
Learning to Be Resilient
In the past, individuals had to find ways to be resilient on their own. Now, however, the emerging new science of resiliency psychology has identified what strengths to acquire and how almost anyone can develop them. The resiliency guidelines in this book focus mainly on resiliency in the workplace, but they apply broadly to all aspects of life. By developing resiliency skills and strengths where you work, you then have those same skills available if hit by difficult or trying circumstances in any other area of your life. The most empowering finding in resiliency-psychology research is that you have an inborn predisposition to bec