CASE STUDY: Building Resilience and Emotional Awareness in an Aerospace Company
Challenge
An aerospace company experiencing high levels of organizational change, rapid growth, and significant turnover faced challenges in fostering resilience and effective team dynamics. Teams often struggled with storming stages (based on Tuckman’s model) and lacked clarity around vision and purpose following a reorganization. Additionally, many employees, particularly in engineering and analytical roles, resisted the idea that emotions play a role in workplace performance.
Solution
To address these challenges, a tailored two-part training program was developed:
Emotions at Work: A general course offered to all employees focused on emotional intelligence, the connection between emotions and executive cognitive functioning, and their impact on workplace effectiveness. The training included tools like the Emotion Wheel, HeartMath’s Freeze Frame® Technique, and communication tactics to promote clarity and objectivity.
Increasing Team Resilience: A specialized track designed for change leads and managers, emphasizing the importance of team coherence, resilience-building practices, and practical strategies for navigating team stressors and fostering accountability.
Both programs utilized feedback forms during the pilot phase, enabling adjustments before full organizational rollout. Workshops were delivered in interactive formats, with activities such as reflection exercises, resilience assessments, and structured communication practice.
Outcome
The training programs delivered transformative results:
Common language and shared understanding: Employees developed a collective appreciation for the role of emotions in workplace performance, recognizing that emotional awareness impacts executive cognitive functioning and effectiveness.
Improved team dynamics: Participants learned that achieving high-performing teams (Tuckman’s “performing” stage) requires a foundation of clear vision, defined expectations, trust, and accountability.
Cultural shift toward emotional intelligence: Resistance to the importance of emotions diminished as participants understood the science behind emotional regulation and resilience.
Key Success Factors
Leadership engagement: While initial resistance was observed, senior leaders were encouraged to attend sessions, reinforcing the value of the program and setting an example for their teams.
Scientific focus: Demonstrating the physiological and cognitive benefits of emotional regulation helped reduce skepticism, particularly among analytical employees.
Tailored content: Adjustments made based on pilot feedback ensured the training was relevant and impactful.
SUMMARY
Challenge: High change environment with resistance to emotional concepts and unclear team dynamics.
Solution: Developed two training tracks focusing on emotional intelligence and resilience, tailored to organizational needs.
Outcome: Improved team coherence, reduced resistance to emotional concepts, and a shared understanding of the value of emotional awareness in achieving workplace effectiveness.