Resilience in the Education Sector

Strengths, Opportunities and Strategies to Develop

To understand more about this pressing issue, we analysed our data on workforce resilience across the sector in 2024. The findings give insight into where there is already a solid foundation and where targeted support can make the greatest impact.

In this article we explore:

1. Key resilience strengths to build on
2. Critical opportunities for development
3. Actionable strategies to build institution-wide resilience

Measuring Workforce Resilience

To understand more about resilience in the education sector, we analysed data gathered from our Wraw psychometric. Wraw measures workforce resilience against a scientifically validated model: The 5 Pillars of Resilience. It provides a holistic view of physical, psychological and social resilience at work.

The 5 Pillars of Resilience

ENERGY: Renewing physical energy through sleep, nourishment, physical activity and healthy boundaries.

FUTURE FOCUS: Maintaining a clear sense of purpose and direction.

INNER DRIVE: The motivation and self-belief to overcome challenges.

FLEXIBLE THINKING: The ability to adopt different perspectives and more helpful ways of thinking.

STRONG RELATIONSHIPS: Cultivating trust, and proactively seeking support.

In this article, we explore the most well developed pillars in the sector, and the pillars that present opportunities for development.

Resilience Strengths in the Education Sector

In our data analysis, we compared the education sector to 12 other sectors. We also analysed the relative strengths within the sector across the 5 Pillars of Resilience. From this review, we identified 3 key strengths.

1. Strong Relationships

Compared to other sectors, the education sector comes out tops for Strong Relationships. Education professionals don’t just work together – they support each other. Our data shows that staff build trust and proactively access support, creating a buffer against daily stresses.

2. Energy

You can’t pour from an empty cup. Scores for the sector in sleep, nourishment and physical activity reflect practical, everyday habits that sustain energy levels – often in spite of demanding workloads.

3. Future Focus

Purpose isn’t an abstract concept; it’s personal. The results indicate that staff tend to draw on their commitment to a greater cause, demonstrating that ‘why’ we work can be as important as ‘how’.

Together, these strengths – strong relationships, energy building habits, and a clear sense of purpose – provide a robust foundation for resilience within the education sector.

Development Opportunities

Having identified sector strengths, we then looked at the pillars that scored lower. These may represent an opportunity for further development.

Flexible Thinking

When dealing with constant change and uncertainty, it can be difficult to stay open-minded and think flexibly. By developing key skills, staff will be better equipped to reframe setbacks and adapt to change.

Inner Drive

Drive doesn’t last indefinitely; it needs replenishing. Staff need the knowledge and tools to rebuild their self-belief and motivation. In doing so, they will be equipped to persevere in the face of challenge.

Building a Resilient Culture in the Education Sector: 7 Strategic Steps

Resilience isn’t built overnight, and it isn’t just the job of the individual. It requires a strategic, organisation-wide approach. Here are 7 steps to consider:

1. Benchmark Resilience

You can’t improve what you don’t measure. Use tools like Wraw to establish a baseline – not to judge, but to understand where to focus.

2. Target Interventions

Match support to real needs. Use your people data to target your initiatives to where they can have the biggest impact.

3. Track Progress

Regularly check in. Are staff more supported? Are managers empowering their teams? Are wellbeing and engagement metrics improving? Adjust as you learn.

4. Provide Resilience Training

Equip staff with practical tools to strengthen their psychological resilience so they can better manage the stressors and challenges in the sector.

5. Develop Resilient Leaders

Train managers and leaders to role model resilience, spot early signs of stress and coach teams through setbacks.

6. Leverage Social Resilience

Formalise what the sector already does well. Launch buddy programmes, peer support networks as well as mentoring systems.

7. Reinforce Purpose Daily

Link daily tasks to the bigger purpose, and share examples of impact.

Final Thoughts

Behind every resilience score is a person – educators pouring energy into their students, support staff holding the system together, leaders balancing conflicting demands. While stress won’t disappear overnight, we can change how the sector approaches it. This isn’t just about individual coping strategies (though those matter) but about rewiring cultures. Our hope is that this report is a starting point. Leverage your strengths. Target your gaps. Build resilience systematically. Because resilient staff aren’t just happier; they’re the foundation of exceptional education.

Author Bio: Sandra Ordel is a Senior Business Psychologist specialising in workforce resilience and neuropsychology. She supports organisations worldwide to build resilient teams and cultures of healthy performance.