Resilience Isn’t Enough: How ACT and Systemic Change Can Transform Well-being
From surviving the grind to thriving with purpose—why resilience needs a supporting cast.
Imagine this: you put a plant in a dark, draughty room, forget to water it, and then blame the plant when it doesn’t thrive. “It just didn’t have what it takes,” you say, shrugging it off. Ridiculous, right? And yet, this is how many workplaces approach employee well-being. When people struggle under relentless pressure, toxic cultures, or unrealistic demands, the response is often to question their ability to cope rather than the conditions they’re coping with.
Resilience is vital for managing life’s challenges, but it alone is not enough. A more effective approach combines personal tools with systemic change. Enter Acceptance and Commitment Therapy (ACT), a psychological framework that goes beyond “just cope better” to help individuals and organisations align with values, take meaningful action, and foster environments where people can thrive.
Let’s dive into what ACT is, how it works, and how it can transform workplace well-being.
What is ACT?
ACT (pronounced as the word “act”) stands for Acceptance and Commitment Therapy. It’s built around the idea of fostering psychological flexibility—the ability to adapt to life’s challenges while staying connected to your values and goals. Think of psychological flexibility as a mental Swiss Army knife—it helps you handle life’s inevitable stressors without being knocked off course.
ACT has three core components:
1. A for Acceptance
Acceptance is about making room for difficult emotions, thoughts, or experiences without fighting them. Instead of getting stuck in a loop of “Why is this happening to me?” ACT encourages you to acknowledge the discomfort and focus on what you can control. For example, in a high-stress job, rather than trying to eliminate all stress (impossible), you learn to work with it while staying aligned with your goals.
2. C for Commitment
Commitment focuses on identifying your core values—what truly matters to you—and aligning your actions with those values. Is it innovation, teamwork, or maintaining a work-life balance? Once values are clear, they act as a compass, guiding decisions even when challenges arise.
3. T for Taking Action
This is where the magic happens. ACT emphasises concrete, value-driven actions, even in the presence of discomfort. If you value health but feel overwhelmed, taking action might mean setting boundaries around work hours or committing to regular breaks, even when it’s hard to step away.
The ACT Hexaflex: Connecting it All
The ACT framework uses a visual model called the hexaflex to illustrate its six key processes. These include:
• Acceptance
• Values (Commitment)
• Committed Action
• Cognitive Defusion (seeing thoughts as just thoughts, not absolute truths)
• Present-Moment Awareness (staying grounded in the here and now)
• Self-as-Context (observing yourself from a broader perspective, beyond fleeting thoughts or feelings)
These processes work together to build psychological flexibility, the foundation of ACT (Here’s an image of the ACT Hexaflex to help visualise how it all connects.)
How ACT Transforms Well-being
ACT is powerful because it addresses both individual and organisational challenges, making it a versatile tool for creating real, lasting change.
For Individuals:
ACT helps people navigate stress and uncertainty while staying aligned with their values. For instance, if someone values teamwork but feels frustrated with a project, ACT encourages them to accept their feelings, refocus on collaboration, and take steps to address the issue constructively.
For Organisations:
ACT isn’t just about personal growth—it’s also a blueprint for healthier workplaces. By fostering psychological flexibility at every level, companies can create cultures where employees feel supported, valued, and empowered to take meaningful action.
Practical Steps: Applying ACT at Work
Here’s how organisations can bring ACT principles into the workplace:
1. Clarify Core Values
Start by identifying what matters most to your organisation. If you say well-being is a priority, how does that show up in day-to-day operations? Are policies and practices aligned with these values?
2. Encourage Value-Driven Action
Aligning actions with values could mean redesigning workflows, enforcing boundaries around after-hours communication, or investing in mental health resources.
3. Build Psychological Flexibility
Create a culture where it’s safe to talk about challenges. Encourage leaders to model psychological flexibility by acknowledging difficulties and working collaboratively to find solutions.
4. Train Leaders in ACT
ACT-trained leaders are better equipped to foster open dialogue, align team goals with organisational values, and guide employees through stress and change.
Systemic Change: The Bigger Picture
ACT principles shine brightest when paired with systemic changes that address the root causes of workplace stress. Here are some examples:
• Redesign Workflows: Ensure workloads are manageable, deadlines realistic, and resources sufficient to meet demands.
• Foster Open Communication: Regular check-ins, anonymous surveys, and leadership transparency can create an environment where employees feel heard.
• Align Policies with Values: Flexible work options, robust leave policies, and mental health support should back up claims that “people come first.”
The Bottom Line
Resilience is essential, but it’s just one piece of the puzzle. To create thriving workplaces, we need to go deeper. ACT provides a framework for aligning actions with values, fostering psychological flexibility, and addressing systemic issues that cause stress and burnout.
By combining personal resilience, ACT principles, and meaningful organisational changes, we can stop blaming the “plants” and start fixing the environment. After all, shouldn’t work be a place where people bloom, not just survive?
If you are interested in having a more in-depth chat about ACT and how it can help you or your organisation click below and let me know :)