Resilience Profile – Resources and Development Focus Areas

What it is about

Everyday pressure, change and expectations test our ability to cope – and the resources we can draw on make all the difference. This resilience analysis helps you see what keeps you going right now and where to strengthen deliberately. A short completion gives you concrete feedback and development directions on your current situation.

Scale (1–6) 1 = not at all typical 2 = mostly not typical 3 = slightly typical 4 = moderately typical 5 = largely typical 6 = entirely typical This questionnaire examines how you respond to challenges, stressful situations and change, and which inner and relational resources you can rely on in difficult periods.

The result is not a rating but a snapshot that helps you take a more conscious look at how you currently function and which areas can be strengthened.

The questionnaire covers 6 areas, and you rate each statement on a scale from 1 to 6.

Please indicate how typical each statement is of you in your current life situation: 1 – not at all typical 6 – entirely typical There are no right or wrong answers.

Go with your first, instinctive impression, and think not about how things should be, but about what is genuinely true for you now.

Completion

Why measure it? Taking the test is particularly worthwhile if: Workload and the pace of change have increased recently, while there has been less time for recovery and for using your resources deliberately. You find that coping strategies that used to work are no longer enough in every situation. Because of constant adaptation and performance expectations, signs of exhaustion often only become visible late, … [the text is truncated on the current page – full paragraph to come from DFT]

Who is it for?

We recommend the resilience analysis to everyone who works in an organisation and would like to take a more conscious look at how they handle workload, change and everyday challenges.

It can be especially useful for: managers who are responsible for leading others and value working sustainably over the long term; key employees and experts under sustained pressure and high expectations; members of teams affected by change (organisational restructuring, a new role, growing workload); participants in HR and development programmes, for self-awareness or skills development; anyone who wants to reinforce their coping strategies and make more conscious use of their inner and relational resources.

What does this assessment reveal?

• The aim of the resilience analysis: To help you see your own coping patterns more clearly and recognise which of your resources are working well in your current situation.
• To provide concrete pointers for setting development priorities, whether for individual, leadership or organisational growth.
• To contribute to a more sustainable, balanced way of working, where long-term wellbeing matters alongside performance.

What do the respondent and the manager receive?

• The respondentIndividual feedbackThe respondent receives: A written result (see
• The respondentVisual profileEvaluation)
• The respondentDevelopment directionA chart: a diagram of the 6 areas, with a life-wheel-style result Development recommendations
• The managerManagement summaryThe HR manager or managing director receives a single aggregated report on all completions – without individual answers.