Resilience is one of those words that gets used a lot in business. But when you strip it back, it’s not complicated. It simply means being able to keep moving forward when things don’t go to plan.

And if the last few years have shown us anything, it’s that plans rarely stay fixed for long. Markets shift, technology moves quickly and economic uncertainty can appear with very little warning.

For leaders, especially those running small and medium-sized businesses, the challenge isn’t avoiding change. It’s helping your team deal with it.

In my experience, resilient businesses are almost always led by resilient people.

Over the past 25 years working in fire safety and security at Chubb, I’ve seen plenty of organisations face disruption. Some adapt quickly and come out stronger. Others struggle because uncertainty unsettles the team and slows decision-making.

More often than not, the difference comes down to leadership. Resilient leaders create an environment where people stay focused, tackle problems head-on and keep moving forward even when things feel uncertain.

Why leadership matters more than ever

There’s growing evidence that the quality of leadership has a direct impact on how well organisations cope with change.

The CIPD Good Work Index 2025 highlights how strongly supportive leadership and good line management influence employee engagement, motivation and wellbeing. The report shows that when people feel supported by their managers and trusted in their roles, they’re far more likely to stay motivated and perform well.

For SME leaders, that’s an important point.

Resilience isn’t something that only large organisations with big HR departments can build. In fact, smaller businesses often have an advantage because leaders are closer to their teams and communication tends to be more direct.

That visibility means leaders have a real opportunity to shape how people respond when challenges arise.

Resilience is something you build

One of the biggest misconceptions about resilience is that it’s something you either have or you don’t. In reality, resilience is something that can be developed.

Teams become more resilient when they’re trusted to solve problems, encouraged to learn from mistakes and given the confidence to take ownership of challenges. For leaders, creating that environment starts with the way we react when things go wrong.

It’s easy in business to look for someone to blame when a problem appears. But resilient organisations tend to take a different approach. Instead of focusing on who made the mistake, they focus on what can be learned and how the issue can be solved.

That shift in mindset builds confidence across the team. People feel safer speaking up, sharing ideas and taking responsibility.

Give people the space to step up

Another key part of building resilience is trust.

Strong leaders understand that people grow when they’re given the chance to think for themselves. When employees are empowered to make decisions and solve problems, they build confidence and adaptability. Over time, that confidence becomes one of the organisation’s biggest strengths.

Transparency also plays a big role here.

Periods of change can easily create uncertainty. And when leaders stay quiet, people often assume the worst. Being open about challenges helps teams understand the bigger picture and encourages everyone to pull together.

It doesn’t mean having all the answers. It simply means being honest about the situation and focusing on what can be done next.

Leadership shouldn’t sit with one person

Another lesson I’ve learned over the years is that resilience doesn’t sit with one individual. The strongest organisations develop leadership across the whole business.

Future leaders often appear in unexpected places, which is something I’ve discovered at Chubb through Building Great Leaders – a framework we’ve created to help our people develop their leadership competency, no matter what their role is. Someone who shows initiative, supports colleagues or steps up during a difficult project may well become a great leader with the right encouragement.

Businesses that invest time in developing people early tend to cope better when challenges arise. When people feel capable and trusted, they’re far more likely to step forward rather than step back. And that makes a huge difference when change inevitably comes along.

Culture sets the tone

In many ways, resilience spreads through culture. Teams take their cues from the behaviour of their leaders. If leaders remain calm, focus on solutions and encourage collaboration, those behaviours quickly become the norm.

But the opposite is also true. If leaders panic or avoid difficult conversations, that uncertainty spreads just as quickly.

That’s why leadership development matters so much. It’s not simply about preparing someone for a management role. It’s about helping people develop the mindset and skills needed to navigate uncertainty.

Helping teams face whatever comes next

Change is part of business. Technology evolves, customer expectations shift and markets rarely stay still. Leaders can’t remove that uncertainty. What we can do is shape how our teams respond to it.

The most resilient organisations are the ones where people feel confident tackling problems, supporting one another and adapting when circumstances change. And that starts with leadership.

Because in the end, resilient leadership isn’t about having every answer. It’s about giving your team the confidence to face whatever comes next.

Gary Moffatt

Gary Moffatt is Managing Director at Chubb Fire & Security UK and Ireland, a leading provider of fire safety and security solutions. With a focus on connected technologies and 24/7 protection, Chubb helps organisations predict, prevent and respond to threats – safeguarding people, assets and property. Gary has spent more than 20 years with Chubb, progressing from one of the company’s first graduate scheme recruits to leading its UK operations. Drawing on extensive operational and commercial experience, he is a strong advocate for purpose-driven leadership and operational excellence. Gary is committed to delivering innovative, reliable solutions that protect people, enable business resilience and build lasting customer trust.

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The Trump administration is in advanced talks for a financing package for Spirit Airlines as the carrier is facing the risk of a liquidation, according to a person familiar with the matter.

The iconic discounter Spirit has been challenged for years by rising costs, changing consumer tastes, an engine recall and a court-blocked plan to be acquired by JetBlue Airways two years ago.

“Spirit Airlines would be on a much firmer financial footing had the Biden administration not recklessly blocked the airline’s merger with JetBlue,” White House spokesman Kush Desai said in a statement to CNBC. “The Trump administration continues to monitor the situation and overall health of the U.S. aviation industry that millions of Americans rely on every day for essential travel and their livelihoods.”

Spirit had been facing a potentially imminent liquidation, people familiar with the matter told CNBC last week, speaking on the condition of anonymity to discuss matters that had not yet been made public. The Dania Beach, Florida-based carrier in August filed for its second Chapter 11 bankruptcy in less than a year, after it struggled to increase revenue to cover rising costs.

President Donald Trump hinted at potential government aid on Tuesday, telling CNBC’s “Squawk Box“, “Spirit’s in trouble, and I’d love somebody to buy Spirit. It’s 14,000 jobs, and maybe the federal government should help that one out.” 

The terms of the talks weren’t immediately clear and a deal could still fall apart. The Wall Street Journal earlier reported that the talks were in an advanced stage.

“We are hopeful that the government will recognize the needs for emergency funds especially in the current economic environment,” a spokesperson for the Associated of Flight Attendants-CWA, which represents Spirit’s cabin crews, said in a statement. “The last thing our economy needs is tens of thousands more people out of work and the last thing the travelling public needs is fewer choices in air travel.”

The U.S. airline industry accepted more than $50 billion in taxpayer aid to weather the Covid-19 pandemic, which is still its biggest-ever crisis, but those funds weren’t handed to one specific airline. Some of the aid gave the U.S. government stock warrants for airlines.

Airlines also received a government bailout following the Sept. 11, 2001, terrorist attacks, but that money was also for more than one company. The U.S. in 2008-2009 also bailed out the auto industry during the financial crisis and took stakes in manufacturers.

The Trump administration has taken equity stakes in some companies it deemed critical to national security like Intel and USA RareEarth, though Spirit stands out as it is in bankruptcy.

In February, Spirit said it expected to exit bankruptcy in late spring or early summer, telling a U.S. court that it would shrink and focus its planes on high-demand routes and travel periods. Pilot and flight attendant unions had also made concessions, including going on furlough in recent months, in a bid to help Spirit survive.

But jet fuel prices have nearly doubled in some parts of the U.S. since then, further adding to challenges for Spirit and the rest of the airline industry.

As a low-fare airline that also faces competition from larger carriers with their own no-frills, basic economy offerings, it has grown harder for Spirit to cover expenses. Spirit had introduced extra-legroom seats and other premium options to try to cater to higher-spending customers.

Ski trips are usually seen as a break, but that’s not really how they play out. Across both education and business, they tend to take on a different role once you’re actually there.

Whether it’s students on school ski trips in a new environment or teams spending time together outside the office, things don’t work the same way as they usually do. It’s a different kind of experience from what happens in a classroom or a structured work setting.

This guide explores how ski trips are being used in practice, from student development to corporate travel, and why they are increasingly seen as part of long-term growth.

Understanding Why Ski Trips Go Beyond Recreation

Ski trips are often seen as a break from routine, but they are usually shaped by timing rather than choice. School terms and work schedules mean people travel when they can, not when conditions are ideal.

That carries into the experience. Plans shift, conditions change, and unfamiliar surroundings require constant adjustment. Even simple things, like getting around or coordinating with others, become part of the day.

In more structured environments, there is usually a clear plan. On a ski trip, that structure is less defined. Decisions are made more quickly, often without complete information.

The experience is shaped less by the skiing and more by how people manage everything around it.

How School Ski Trips Support Student Development

Outside the classroom, things shift as well. Students spend more time together in shared spaces, and that changes how they interact. Some take on more responsibility, while others step into roles they wouldn’t usually take on in school. This is often why settings like business trips for schools feel different from the usual environment.

Learning to ski is part of that. Progress isn’t always steady, and mistakes are just part of it. For some, it means sticking with it even when things don’t go right, instead of stepping away.

Key Skills That Carry Into Education and the Workplace

Why Businesses Are Investing in Corporate Ski Trips

In that context, formats like corporate ski trips are becoming more common. They offer something different from structured programmes, not by design alone, but by nature of the environment itself.

Rather than being treated as one-off incentive, these trips are increasingly seen as part of a wider approach to engagement, where the setting plays a role in how teams spend time together.

How Travel Connects Education to the Workplace

Travel as a Long-Term Investment in Development