In my experience, adaptability in leadership starts from within, and it thrives when leaders cultivate resilience, flexibility, and open communication.  

 

Change can feel overwhelming, especially when it brings uncertainty. But leading with adaptability means shifting your mindset to see change as an opportunity for growth rather than a disruption. 

 

One of the most effective ways I’ve navigated change is by building deep trust with each person I interact with. It involves creating an environment where they feel safe to voice concerns, ask questions, and offer ideas—even if they challenge the status quo. When people know they can openly express themselves, they’re more likely to engage with change actively rather than avoid it. 

 

Resilience is another component of adaptability. Embracing change can be draining, so I encourage my clients to stay connected to their values and sense of purpose. This shared grounding builds strength and a sense of stability, helping them to face transitions together with a positive mindset. 

 

What I know, is that being adaptable goes beyond reacting to external factors. It’s also about re-evaluating our own approaches, perspectives, and habits. By staying curious and open to new possibilities, adaptability isn’t just a response to change; it’s a proactive commitment to continuous learning and improvement. 

 

Adaptability becomes second nature when leaders create a culture of curiosity, safety, and connection, allowing teams to see change not as an obstacle, but as a valuable part of growth. 

 

Recommended Resources: 

Livewired by David Eagleman – insights on neuroplasticity and the adaptability of our minds.  

Feedback – Seek it, Give it, Connect with it by Dwight Hodge and Shelley Flett – practical ways to foster a feedback-rich culture for growth.  

2 Sides in 2 Minutes by Shelley Flett and Renée Giarrusso – a game to broaden perspectives and improve verbal communication.