In a world characterized by rapid change and uncertainty, the ability to adjust swiftly is more than just a desirable trait—it’s essential for survival. Organizations today are navigating an environment where the only constant is change. To be rapidly responsive to shifting circumstances, leaders must be uncommonly agile, capable of turning on a dime to move with the business. This agility, or the ability to adapt swiftly and effectively, is not merely about reacting to change but proactively anticipating and shaping it.
However, this ability fits in the “easier said than done” category. From my vantage point, as an outsider looking in, I often observe a tension that leaders must continually navigate. It’s a bit like the scene from the Barbie movie:
- Be innovative but not too innovative because we don’t want to totally upset the apple cart.
- Be strategic but keep your head out of the clouds and stay grounded and in touch with the day-to-day realities.
- Be connected to what your team does but stay out of the weeds and don’t take on their responsibilities.
- Be focussed on the specific priorities to hit in-year targets but be ready to change the plans if the quarter isn’t hitting our projections.
- Be empathetic, we’re like a family but not too empathetic because at the end of the day, we’re a business
Truly it’s enough to make one’s head spin. What is a leader to do?
At The Roundtable we lean heavily on the concept of “freedom within a frame” as it captures the delicate balance between flexibility and structure that leaders are continually navigating.
Leaders must be totally adaptive, yet thoroughly tested in their approaches. This means creating a framework within which teams can operate with autonomy and creativity while still aligning with the broader organizational goals. It’s about empowering employees to innovate and experiment, knowing they have the support and resources they need, but also the boundaries that ensure their efforts contribute to the strategic vision. When the unexpected happens, as it inevitably will, leaders and their teams can respond with agility, leveraging their freedom within the established frame to navigate the situation effectively.
Is it possible to develop adaptability in leaders?
In short, yes, absolutely.
To thrive in today’s unpredictable landscape, leaders must be fast learners. This involves not only developing strategic thinking and innovation but also moving quickly and not getting overwhelmed by change. Differentiating between big and small changes allows leaders to prioritize effectively, focusing their energy on the most impactful areas.
Our research partner, MRG (Management Research Group) has identified the specific behaviours that leaders can be coached to amplify that will improve their ability to be adaptable and a fast learner. These behaviours can be grouped into four key themes:
- Strategic Thinking: Effective leaders frequently consider the broad implications of their decisions, anticipating challenges, opportunities, and risks. This forward-thinking approach allows them to navigate change more effectively.
- Professional Expertise: Leaders who prioritize maintaining and utilizing their professional expertise can evaluate issues through the lens of specialized knowledge, making informed decisions that drive progress.
- Communication and Command: Keeping others informed and clearly defining expectations is crucial. Agile leaders frequently seek opportunities to take charge and drive action, ensuring that their teams remain aligned and motivated.
- Innovative Mindset: Embracing experimentation and untested approaches is essential in a rapidly changing environment. Leaders who are energetic and enthusiastic about exploring new ideas can keep their teams engaged and invested in the process.
Here are two final considerations if you are developing leaders to exhibit the specific behaviours associated with being more adaptable:
- Mind the gap: Consider whether leaders are clear on where they stand on the spectrum of adaptability. Understanding the leadership behaviors in practice and identifying gaps with the desired state enables targeted development. A targeted 360 assessment can be extremely helpful for leaders to get surgical on their opportunities.
- Provide specific and actionable feedback: By providing insightful feedback, revealing blind spots, and building accountability into the development process, organizations can cultivate leaders who are not only resilient but truly adaptable.
Adaptability and agility are no longer optional—they are fundamental to effective leadership. There’s a way to ensure that your leaders are adaptable and that the development programs they experience have flexibility within a framework. If you’re interested in learning how you can support your leaders to not just survive but thrive in this rapidly changing world, please reach out. We’d love to learn more about your goals, work and whether your organization is ready to unleash collective impact.
