This thesis aims to examine the factors that impact the development of resilience for leaders who take part in resilience interventions in the workplace. Outcomes associated with resilience interventions have been explored in previous research, but despite the increase in resilience intervention delivery for leaders, as yet we know little about how resilience is developed for this specific population. Using a mixed-methods approach, this thesis firstly examines outcomes associated with resilience interventions for leaders, and secondly explores how resilience is developed for this population. Two studies were conducted and are presented in this thesis. The first study was a systematic literature review which examined outcomes associated with leadership
interventions where resilience was included as a measure. Five papers met the inclusion and exclusion criteria, and the quality assessment process yielded a low rating. Overall, results
indicated there was some evidence for the efficacy of coaching and training interventions supporting the development of resilience for leaders, although it is not clear how specific intervention design components (such as coaching or training) impact resilience, and it is not clear why efficacy is reported for some interventions and not others. Gaps in the research are identified, and are utilised to shape empirical research design, the second study presented in this thesis. The empirical research presented is a four-wave qualitative process evaluation, design to deepen understanding in research gaps including how resilience is developed for leaders
taking part in a resilience intervention, and how factors that impact the development of resilience for leaders taking part in an intervention change over time. A total of nine senior leaders from a function within one banking institution completed the study (two dropped out, attrition data is reported), with a 55% male/45% female split, across locations including UK, USA, UAE, China and India. The multi-component intervention delivered comprised of
training, coaching and group coaching elements (based on evidence-based design), and qualitative insights were gathered via semi-structured interviews at four time points over five months, pre-, during and post-intervention. Data was analysed using a thematic analysis approach, five higher order themes of individual factors, group factors, leadership factors, organisational factors and outside factors were identified, as well as themes associated with exposure to challenges and specific intervention design elements. A conceptual model of factors that impact both the development of resilience for leaders taking part in an
intervention and application of resilience strategies is presented, along with future research recommendations and implications for practitioners, those who commission resilience interventions and intervention participants. This thesis provides novel insights into how resilience is developed for leaders who join resilience interventions in the workplace and has the potential to help shape evidence-based practice for those who design and deliver resilience interventions within organisations.