Connect and Reflect
June 2020 with Be Well UC
Topic: Resilience in Times of Change
Dr. Delvina Miremadi-Baldino shares how change is an inevitable part of life.
Sometimes it hits us unexpectedly and other times it is a result of our actions.
Change can be scary if we aren’t prepared to adapt in the face of it, especially in the workplace. During
this webinar ( )*, you will define the concept of resilience and how it’s essential
to cope with change, and learn the skills necessary to foster resilience.
*Today’s session will focus on minutes 11-30 of the Resilience in Times of Change webinar (3
Strategies That Foster Resilience in the Times of Change). There is also a PowerPoint presentation
file available at the link. More webinars can be found at,
, click on
“Webinars” then “Archived Webinar”.
The webinar gives you three strategies that foster resilience in times of change; the first one mentioned
is: Thinking with Optimism. How do you define optimism? Who comes to your mind? What do you think
about the phrase “See the glass half full and then fill it the rest of the way”?
erstanding how we respond to challenging situations is important to prepare for obstacles. The
good news is that we can reflect on our experiences and anticipate future ones. Identify and work
through an ABC scenario. How can you this model help you become more resilient?
Remote working
A (Adverse
B (Beliefs)
Create a space where I can
work without distractions
or interruptions.
My work-home balancing
skills need to be improved-
otherwise I won't get
anything finished.
Connect and Reflect
Your Explanatory Style is the habitual way of thinking and explaining the good
and bad events of your life. Think about a change in your life that created
added stress or difficulty. Practice using the 3 P’s of Explanatory Style as a
resilience strategy to manage the change in a way that helps you navigate
through change using the boxes below.
According to Dr. Carol Dweck of Stanford University, there are two kinds of mindsets: Fixed and Growth.
Which of the two mindsets do you have? Why do you think you have that mindset? Can it change?
When Difficult
Change Happens
(Not Me/External)
The change is
related to a lot of
outside factors.
(Not Always/
This change is just
one moment and
it won't last
(Not everything/
This change is an
isolated event
related to only this
these four steps to continue to practice a growth mindset. 1)
Learn to hear your fixed mindset voice. 2) Recognize you have a
choice. 3) Talk back to it with a growth mindset. 4) Take the growth
mindset action. How can you practice a growth mindset? How will
this help you in times of change?
Additional resources to consider this month:
Center for Creative Leadership: How to Transition Through Change:
Find the PDF version of this webinar at:
Healthy UC Well-being Wednesday
Lifehack’s article: Adapting to Change: Why It Matters and How to Do It:
Psychology Today’s article: Adapting to Change:
Visit Impact Solutions, UC’s Employee Assistance Plan for more Resilience webinars and
additional resources, at
Connect & Reflect | Virtual Session
June 2020 with the Staff Success Center
Topic: Why Collaborative Performance Management?
Connect & Reflect sessions are informal get-togethers, where we discuss the provided resource that will
lead to some beneficial takeaways. Join us every third Thursday of the month!
In this session, we will be discussing the concept of Collaborative Performance Management and how it
aligns with the new GPS: Staff Performance & Coaching Process. Join us to identify ways to make this new
approach most effective for you.
If you want to build an engaged workforce who is positive and thriving, you need
people to know you value their opinion, and one way to do that is to ask for it
during those performance conversations.
~ Catherine Mattice Zundel
ssion Outline
1. Watch the portion of eLearning Creating a Positive & Healthy Work Environment
titled “Implement
Collaborative Performance Management”(found under “Content”)- 3.5 minutes
2. Discuss the questions in the resource below.
Discussion Questions
Why is it important for employees to evaluate themselves?
How do you know the “right” frequency for performance conversations?
What does it look like to collaboratively set expectations for behaviors?
What are some tools and techniques for monitoring performance collaboratively?
Why types of ‘rewards’ work for you and/or your team?
What actions can we take if we or our teams aren’t performing?
How can you ensure collaboration in performance management processes?
Join the Teams Meeting through the link or call-in number provided in
the calendar invite sent to you.
Don’t forget to add this event in the Be Well UC portal
to get points.
Spread the word! If you enjoyed today’s session,
please share
with a co-worker and
bring them along next time!