Frequently asked questions.
The questions people ask most about ResilienceBuilder®: what the Assessment is, how the five-facet model works, what training and coaching involve, certification, who owns the data, and whether sessions run online or in person. Short answers below, with links to go deeper.
These are the questions that come up most often on discovery calls and in emails. The short answers are below. If yours is not here, a quick call will cover it.
Almost every answer comes back to the same idea: resilience is a learnable skill, not a fixed trait, and everything starts with the ResilienceBuilder® Assessment. From there the work is targeted to the five facets that need it most.
Start here
- The five-facet model, how mental strength, purpose, physical stamina, emotional intelligence and social support fit together.
- The assessment, the starting point for every engagement.
- The programme, how the Assessment, workshops and coaching come together.
Explore the facets
Ways to work with us
You can bring the work in through workshops, coaching for stress management, or one-to-one work with a resilience coach. The assessment results show which mix fits your team.
Still have a question?
If your question is not answered above, the quickest way to get a straight answer is a short call.
What is ResilienceBuilder®?
ResilienceBuilder® is an evidence-based, data-driven assessment tool that measures an individual’s level of resilience and provides recommendations for development through a personalised report. Data is anonymised across groups, teams and organisations to provide targeted training through workshops and coaching.
What is resilience training?
Resilience training helps people develop the skills and habits needed to manage stress, adapt to change, and perform effectively under pressure. It builds capabilities such as adaptability, emotional regulation, energy management and positive coping strategies, helping individuals recover from setbacks more quickly, maintain wellbeing, and sustain performance over time.
What makes resilience training more effective?
Resilience training is more effective when it identifies and addresses the root causes of low resilience. Assessing individual and team resilience levels before training allows organisations to tailor interventions where they are most needed, delivering far better results than one-size-fits-all approaches.
How do you measure resilience in the workplace?
Use an evidence-based, data-driven assessment tool that evaluates the key factors that influence how people respond to pressure, change and challenges. It should provide insights at the individual, team and organisational level, helping identify strengths, development needs and potential risks such as stress and burnout.
What makes ResilienceBuilder® different?
ResilienceBuilder® identifies the causes of low resilience and targets those areas through coaching and workshops rather than a generic training approach. Using a data-driven approach, training can be customised and targeted at an individual, team and organisation level.
Why is resilience training important?
Globally, levels of stress, illness and burnout continue to rise in an environment of constant change and uncertainty, impacting absenteeism, staff turnover, engagement and performance. Resilience training helps people develop the skills needed to adapt, manage pressure, maintain wellbeing and sustain performance when demands are high. The World Economic Forum’s Future of Jobs Report 2025 identified resilience, flexibility and agility as critical skills for success alongside AI and leadership by 2030.
Does resilience training work?
Organisations who have implemented resilience training programmes typically see a 25% decrease in absenteeism, a 25% increase in retention, a 22% increase in productivity and a 25% increase in employee satisfaction.
What aspects of resilience does ResilienceBuilder® measure?
The ResilienceBuilder® model takes a holistic approach to resilience by measuring five facets: mental strength, purpose, physical stamina, emotional intelligence and social support, with 30 sub-facets beneath them. Each can be measured and developed.
How is ResilienceBuilder® used in an organisation?
ResilienceBuilder® is used by individuals, groups and teams, organisation-wide and as part of leadership development and talent management programmes. Data can be segmented across the organisation to identify specific training needs for each team or group of people.
How is ResilienceBuilder® training delivered?
Training is typically delivered through face-to-face and virtual workshops focused on teams, groups of leaders and top talent, using data to customise and target the content. All starting with the ResilienceBuilder® Assessment and Report. One-to-one coaching and ongoing learning through best-practice materials, exercises and videos are also available to continue the journey.
How can organisations prevent burnout?
Research by Gallup shows burnout is influenced not only by workload but also by factors such as unfair treatment, lack of role clarity, poor communication and support from managers, unreasonable time pressure and excessive workload. Organisations can reduce burnout by addressing these workplace factors while helping employees build resilience. Using tools such as ResilienceBuilder®, organisations can identify the root causes of stress and burnout, target interventions more effectively, and help people sustain performance, wellbeing and engagement over time.
Is there a ResilienceBuilder® coach certification?
Yes. Independent coaches, training providers and in-house HR and L&D professionals can be certified to deliver the ResilienceBuilder® Assessment and the training and workshop programme.
What is the difference between resilience and wellbeing?
Wellbeing is largely about how people feel and the support around them. Resilience is the measurable capacity to recover and keep functioning under pressure. They overlap but are not the same, and resilience can be targeted and built facet by facet.
Can the training run online or does it have to be in person?
Both formats work. Workshops and coaching can be delivered online or in person, which suits distributed teams, shift patterns and demanding calendars. The assessment is completed online.
Who owns the individual data?
The individual owns their own data. Personal results belong to the person who took the Assessment. Where team views are needed, they are read at an aggregate level rather than exposing individuals.
Does it work across different industries?
Yes. The five facets and the Assessment stay the same in every sector. What changes is which facets tend to drag and how the work is framed. We cover financial services, healthcare and NHS teams, professional services and technology, among others.
How do I know it is working?
Because everyone starts with the same assessment, you have a baseline across the five facets. Using the same measure throughout the programme means movement is visible rather than assumed.
How do I get started?
Take the Assessment, or book a discovery call to talk through your situation first. Both lead to the same starting point: a clear picture of where the facets stand and what to work on.