In Fierce Resilience,
author Edward Beltran, CEO of Fierce Inc., presents a groundbreaking approach
to reducing workplace stress and building resilience through conversation.
As technology, isolation, and
productivity pressures increasingly contribute to workplace stress, Beltran
offers a science-based model that identifies and neutralizes individual stress
triggers.
By leveraging the power of conversations, individuals discover:
- their unique stressors.
- how to master skills to neutralize
stressors. - ways to build unwavering resilience that
elevates their emotional well-being.
“This book is aimed at people who
are part of any type and size of workplace: in-person, hybrid, or virtual,”
says Beltran. “I share personal anecdotes, case studies, exercises, practical
guidance, and actionable strategies.”
·
In the book, Beltran redefines
resilience as the courage to self-assess and act. It is about being brave
enough to face stress head-on, understand its roots, and take meaningful action
to overcome it.
True resilience involves three key
elements:
- Courage
- Self-awareness
- Action
“Resilience is not something you're
born with—it's something you build,” explains Beltran. With the right tools and
mindset, you can turn stress into a source of strength, enabling you to adapt
and excel, no matter the challenge.”
The book demonstrates for readers
how to:
- Address timely topics relevant to
today's business and personal challenges. - Tackle the root causes of stress in
relationships and interactions. - Explore the impact of human
interactions and perceptions on organizational health. - Utilize modern biometrics to
identify personal triggers and stress factors. - Navigate an improved work and life
balance. - Demonstrate the power of structured
dialogue in unraveling misunderstandings and addressing stress directly.
Finally, one of my favorite parts of
the book is where Beltran explains how to give and receive praise. His
best practices for these types of Feedback Conversations include for:
Giving praise
Experience: Look for the
where, when and what.
When and where did you observe the
behavior?
Give specifics and details.
Saying “Good Job” is not enough.
Explore: Get curious.
Ask questions that help you
incorporate the feedback.
Have you received feedback like this
before?
Where does this land for the recipient in his/her map of where they are and where they are going?
Explain: Clarify why it
matters.
Articulate why they deserve to hear
this feedback.
Tell how it impacts you and others
in the best of ways.
Receiving Feedback
Experience: Look for what,
when, and where.
Listen carefully to what’s being
said and how.
Say, “Thank you.”
Decide what you can learn from the feedback.
Explore: Get curious.
First, be curious and genuinely open
to learning.
Ask for clarification and specific
examples. Ask when and where you have been observed doing that behavior. For
how long has it been going on? What is the impact of that behavior on the person giving the praise, the
team, and the organization?
Explain: Clarify why it
matters.
Take responsibility for the impact
and present your thoughts.
Reiterate gratitude for the feedback
and share why it is important to you.
Articulate your future focus.
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Beltran brings over 20 years of
experience from big names like Arthur Anderson and PwC, the leadership
development industry, and tech innovation to his new book.
Thank you to the book’s publisher
for sending me an advance copy of the book.
