How Resiliency Fuels Innovation: A Conversation with Dr. Robin Dafoe
During one of my keynotes, I had a moment that turned into something more meaningful than I expected. I reached out to Dr. Robin Dafoe, a voice that had already left a deep impact on the audience the day before. I asked her a simple but powerful question: What does resiliency really have to do with innovation? And even more relatable for so many people in organizations: How do you convince your boss to be more resilient?
I called it a “phone-a-friend” moment jokingly, but the intention was real. We often face difficult conversations, complex politics, and resistance to change. And sometimes the smartest move we can make is to bring in the people who’ve seen the world through a different lens. Because resiliency isn’t built alone it grows through collaboration, curiosity, and learning from others.
Why Resiliency Matters in Leadership
Resiliency isn’t just the ability to bounce back. It’s about staying adaptable through uncertainty, solving problems without losing momentum, and keeping clarity when things get messy. In leadership, that mindset is everything.
Many people work for leaders who panic at change or feel threatened by new ideas. Trying to influence that kind of mindset feels impossible. But the truth is: resiliency is a skill. It can be developed through reflection, openness, and practice.
And that’s where resiliency connects directly with innovation.
The Link Between Resiliency and Innovation
Innovation is impossible without resiliency. Every breakthrough requires the willingness to keep going even when the first, second, or tenth attempt doesn’t work.
Innovation demands:
The courage to experiment
The ability to recover from setbacks
Openness to new ways of thinking
A mindset that embraces iteration
Resilient leaders create the space for experimentation. They don’t shut ideas down, they nurture possibilities.
The Question Everyone Is Too Afraid to Ask
When someone in the audience asked me:
“How do you convince your boss to be more resilient?”
It hit a nerve. Because we’ve all been there.
We’ve worked under leaders who:
Panic during uncertainty
React emotionally instead of strategically
Fear change instead of embracing it
Shut down innovation without realizing it
These leaders aren’t lacking intelligence. They’re lacking resiliency. And that one gap affects culture, creativity, and momentum more than any strategy ever could.
So I pulled Robin into the conversation.
Robin’s Take: Resiliency Isn’t Toughness, It’s Awareness
Robin framed it in a way that made the entire room pause:
Resiliency isn’t about being unbreakable. It’s about noticing what’s happening and responding with intention.
Her insights made resiliency incredibly practical:
It comes from awareness, not force.
It’s not about pretending problems don’t exist.
It’s about recognizing challenges early and navigating them with clarity.
Leaders set the emotional tone of the room.
If a leader collapses, the team absorbs that energy.
If a leader recovers quickly, the team follows.
Innovation depends on how leaders respond to failure.
Resilient leaders don’t punish mistakes they learn from them.
This is why resilient leaders consistently create innovative cultures.
How Do You Convince Your Boss to Be More Resilient?
You can’t just walk in and say, “Hey, you need to be more self-aware and grounded.”
But you can influence resiliency indirectly.
Here’s what works:
Demonstrate Resilience Yourself
Leaders gravitate toward stability. When you show composure, clarity, and solutions, they notice.
Present Information Calmly and Clearly
Data over drama. Insight over emotion.
Reframe Setbacks As Growth Opportunities
Innovation accelerates when failure stops being fatal.
Encourage Small Experiments Instead Of Big Leaps
Resiliency grows through manageable risks not massive leaps.
Build Trust Through Transparency
Honest communication builds psychological safety upward, not just downward.
This isn’t manipulation.
This is leadership from the middle.
Why This Moment Matters
The exchange with Robin wasn’t planned, but it revealed something important:
Resiliency grows through connection.
No one becomes resilient alone.
Organizations don’t become innovative alone.
The most resilient cultures are built through:
Shared ideas
Shared mistakes
Shared solutions
Leaders who embrace learning not performative certainty become far more influential.
Final Thoughts: Resiliency Is the Innovation Strategy
If you want more innovation inside your team or your organization, start with resiliency. Not new software, new processes, or new titles.
Start with mindset.
Because the leaders who remain grounded during chaos are the ones who:
Inspire trust
Fuel creativity
Encourage experimentation
Turn setbacks into strategy
Innovation doesn’t begin with ideas.
It begins with resilient people who are willing to explore them.
Frequently Asked Questions
Q1. What is resiliency in the workplace?
Resiliency in the workplace is the ability to handle stress, challenges, and changes without losing focus or motivation. It means staying positive, problem-solving calmly, and adapting quickly. Resilient employees recover from setbacks faster, support each other, and help teams move forward even during tough times.
Q2. Why is resiliency important for leaders?
Leadership often involves pressure and uncertainty. Resilient leaders stay composed, think clearly, and guide teams confidently through change. They don’t panic when problems appear; they analyze, learn, and find solutions. This attitude builds trust, inspires people, and keeps teams motivated instead of discouraged.
Q3. How does resiliency support innovation?
Innovation requires trying new ideas, experimenting, and learning from mistakes. Without resiliency, failures stop progress. Resiliency encourages continuous improvement, risk-taking, and creativity. It helps individuals and teams stay committed even when results don’t come immediately, turning challenges into breakthroughs.
Q4. What are the common barriers to innovation in organizations?
Innovation often struggles because people fear failure, leaders resist change, or teams lack psychological safety. When employees feel judged or restricted, they stop sharing ideas. Limited communication, rigid processes, and risk-avoidance prevent new thinking. Innovation grows when people feel safe to experiment and learn.
Q5. What habits help build personal resiliency?
Personal resiliency grows through self-reflection, continuous learning, staying calm under pressure, and focusing on solutions instead of problems. Building strong relationships, practicing gratitude, staying adaptable, and setting realistic goals also help. Resiliency strengthens over time through consistent practice and experience.
About the Author:
Shawn Kanungo is a globally recognized disruption strategist and keynote speaker who helps organizations adapt to change and leverage disruptive thinking. Named one of the "Best New Speakers" by the National Speakers Bureau, Shawn has spoken at some of the world's most innovative organizations, including IBM, Walmart, and 3M. His expertise in digital disruption strategies helps leaders navigate transformation and build resilience in an increasingly uncertain business environment.