Developing a Culture of Adaptive Leadership

𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗶𝗻 𝗧𝗶𝗺𝗲𝘀 𝗼𝗳 𝗘𝗰𝗼𝗻𝗼𝗺𝗶𝗰 𝗨𝗻𝗰𝗲𝗿𝘁𝗮𝗶𝗻𝘁𝘆: 𝗣𝗿𝗮𝗰𝘁𝗶𝗰𝗮𝗹 𝗧𝗶𝗽𝘀 𝗳𝗼𝗿 𝗥𝗲𝘀𝗶𝗹𝗶𝗲𝗻𝗰𝗲 In today’s fast-evolving world, uncertainty is the only constant. From global trade tensions to rapidly shifting markets, CEOs—especially in financial services-are navigating a complex intersection of challenges. It is not just about managing internal changes; it is about responding to customer needs, adapting to disruptions, and leading teams through unpredictability. In my experience, leadership in these times isn’t automatic, it demands deliberate action, clear vision, and a purposeful approach. I’d like to share some strategies that I have used in my leadership journey to navigate uncertainty, build resilience, and drive success: •𝗟𝗲𝗮𝗱 𝘄𝗶𝘁𝗵 𝗧𝗿𝗮𝗻𝘀𝗽𝗮𝗿𝗲𝗻𝗰𝘆, 𝗖𝗮𝗹𝗺, 𝗮𝗻𝗱 𝗩𝘂𝗹𝗻𝗲𝗿𝗮𝗯𝗶𝗹𝗶𝘁𝘆: Leaders often feel pressured to have all the answers. However, acknowledging challenges and being transparent about what you know—and what you don’t—builds trust with your leadership team. By leading with calm and vulnerability, you create an environment where innovation and adaptation can flourish. •𝗘𝗺𝗽𝗼𝘄𝗲𝗿 𝗬𝗼𝘂𝗿 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗧𝗲𝗮𝗺: Ensure the C-Suite has the authority, resources, and support to drive their areas of the business. When your leadership team has autonomy, they are better equipped to make decisions that guide the organization through uncertainty. •𝗘𝗺𝗽𝗮𝘁𝗵𝘆 𝗮𝗻𝗱 𝗔𝗰𝘁𝗶𝘃𝗲 𝗦𝘂𝗽𝗽𝗼𝗿𝘁: Leadership isn’t just about strategy; it’s about understanding the pressures your team faces. Regular check-ins and support help your leadership team feel valued and equipped to perform with resilience. •𝗕𝗮𝗹𝗮𝗻𝗰𝗲 𝗦𝗵𝗼𝗿𝘁-𝗧𝗲𝗿𝗺 𝗔𝗰𝘁𝗶𝗼𝗻 𝘄𝗶𝘁𝗵 𝗟𝗼𝗻𝗴-𝗧𝗲𝗿𝗺 𝗩𝗶𝘀𝗶𝗼𝗻: addressing immediate challenges is important, great leaders keep the long-term vision in sight. Align your decisions today with the future goals to ensure your leadership team is always working towards broader objectives. •𝗘𝗻𝗰𝗼𝘂𝗿𝗮𝗴𝗲 𝗜𝗻𝗻𝗼𝘃𝗮𝘁𝗶𝗼𝗻 𝗮𝗻𝗱 𝗔𝗱𝗮𝗽𝘁𝗮𝘁𝗶𝗼𝗻: Uncertainty brings both challenges and opportunities. As a CEO, you must foster a culture where your leadership team feels empowered to innovate, take risks, and adapt to changing circumstances. Businesses that embrace change will thrive. •𝗕𝘂𝗶𝗹𝗱 𝗖𝗼𝗹𝗹𝗲𝗰𝘁𝗶𝘃𝗲 𝗥𝗲𝘀𝗶𝗹𝗶𝗲𝗻𝗰𝗲: Resilience thrives when teams work together. When your leadership team is aligned and resilient, the entire organization becomes better equipped to weather challenges and seize opportunities.  Leadership is about empowering teams, navigating uncertainty with clarity, and building resilience for long-term success. By embracing these values, we can shape a future defined by trust, innovation, and strength. How are you empowering your teams to rise above the challenges of today? Let’s continue the conversation-share your thoughts on leading through uncertainty and how we can all adapt and thrive.

The Most In-Demand Skill of 2024? Adaptability tops the list. But how do you build it? This year, I’ve realized it’s not about strategies or frameworks. It’s about who you are when the ground beneath you shifts. It’s about hearing the whisper, “What if you’re not ready?” and standing firm anyway. The pace of change can feel overwhelming— 88% of leaders expect 2025 to move even faster. But here’s the difference: 60% of those leaders see opportunity, not fear. While some freeze, others grow. How? It starts with self-awareness— knowing how you react when the unexpected happens. Reflect on challenges you’ve faced: What moved the needle? What fell short? Recognizing your patterns is the foundation of growth. Creating a feedback culture is another step. Ask your team, “What could we do differently?” This not only builds trust but also uncovers blind spots. Often, the best insights come from the quietest voices. Adaptable leaders create environments where mistakes aren’t failures but opportunities to learn. Psychological safety empowers people to innovate, take risks, and grow without holding back. Empathy is key. It’s not just about listening—it’s about understanding. Check in with your team and ask, “How can I help?” This simple act creates connection and trust, even in uncertainty. This isn’t just theory—I’ve seen it happen. A global retailer adopted adaptive leadership and achieved a 40% boost in sales. That’s not just progress—it’s empowerment. This is the leadership our world needs. Not afraid of uncertainty— but curious about what’s possible. Adaptability is saying, “I don’t have all the answers, but I’m ready to learn.” And that’s the mindset I’m carrying into 2025. Ready to take action? Repost to share with others ♻️ And follow Benjamin B. Bargetzi for more on the Neuroscience of Personal Growth

Leading with humility, not just authority -- In a world of constant disruption, what’s the biggest risk a leader can take?  It is believing they have all the answers. I was reminded of this by Tim Harford’s classic TED talk on trial, error, and the "God Complex."  For those of us driving strategy in complex organizations, his message is more relevant than ever. It's not about having the perfect plan; it's about building a system that finds the best plan. My key takeaways for any leader today: - Challenge the "God Complex": True leadership isn't about being infallible. It's about fostering a culture of psychological safety where your best people are empowered to challenge assumptions and point out the blind spots you inevitably have. - Embrace Rapid Iteration: Harford’s Unilever example—developing a nozzle through 45 prototypes—is brilliant. The goal isn't a perfect first draft; it's a rapid learning cycle. Value progress over perfection. - Treat Failure as Data: Every "mistake" is simply a data point telling you what doesn't work. When we build systems that measure outcomes and learn from them without blame, we aren't failing—we're getting smarter, faster. - Build an Evolutionary Engine: Your strategy should be designed to evolve. Instead of placing one huge bet, place many small, intelligent ones. Let real-world results—not just boardroom theory—pick the winners. Leadership isn't about having the map; it's about building a better compass. How do you build experimentation into your team's DNA? #Leadership #Experimentation #AdaptiveStrategy #LearningCulture #Innovation #RRD #BusinessResilience #ContinuousImprovement

What the scientific method can teach us about effective leadership This week, I had the privilege of running a leadership workshop with a group of brilliant scientists and managers working at the cutting edge of their fields. Their rapid grasp of Adaptive Leadership principles generated this surprising insight for me: the scientific method offers a powerful model for leadership in our complex, fast-changing world. Here are three key components that stood out: (1) Diagnosis and Hypothesis: The Underrated Skill Remember when we were taught to never jump to conclusions in science class? Turns out, that's a critical leadership skill too. As Repenning, Kieffer, and Astor point out, understanding the problem is perhaps the most underrated skill in management. When facing adaptive challenges, leaders need to diagnose what's really happening. Who needs to learn what? What are the different perspectives on the challenge? And crucially, what losses are at stake? It's about forming hypotheses before rushing to solutions. (2) Debate and Conflict: The Catalyst for Innovation In science, conflict isn't a roadblock—it's the spark that ignites new ideas. The same holds true for organizations and teams. Instead of avoiding conflict, effective leaders should seek it out productively. It's not about creating a battleground, but about fostering an environment in which diverse perspectives can collide and combine in really productive ways. (3) The Lab as a Holding Environment: Where Safety Meets Progress Here's where it gets really interesting. In science, the lab is more than just a physical space—it's a psychological container that allows for bold experimentation. It's where experts push the boundaries of knowledge through thoughtful experimentation, collaboration, and iteration. The key? Two critical conditions: Boundary conditions that are 'safe enough' to encourage risk-taking AND a culture where failure is celebrated as a stepping stone to progress, not as a setback In leadership, we call this a 'holding environment'—a space where people feel safe enough to take risks, challenge assumptions, and learn from failures. The parallels between scientific inquiry and Adaptive Leadership are striking. Both require us to embrace uncertainty, foster healthy debate, and create environments in which innovation can flourish. As leaders, perhaps it's time we donned our lab coats and approached our challenges with the curiosity and rigor of scientists. What do you think? How might adopting a more scientific mindset transform your approach to leadership? #AdaptiveLeadership #ScientificThinking #InnovationInLeadership

5 Leadership Lessons from My Time at Sony Pictures Entertainment  How to Lead Through Crisis, even if you're facing unprecedented challenges. Here's the exact framework I developed during my 11 years at Sony Pictures, tested during one of the most significant cyber attacks in corporate history. Some called it 'The Adaptive Leadership Blueprint.' 1- Data-Driven Decisiveness ↳ When hackers compromised our systems in 2014,  ↳ we lost access to over 100 terabytes of data.  ↳ We didn't need complex technology to respond. Instead, we established a common language and relied on straightforward data insights to make quick, informed decisions. This approach helped us minimize our recovery times and costs. We did not lose out on deals, and we did not sell things we didn’t have. Data was abundant, for those with the experience to interpret it. 2- Collaborative Innovation ↳ We united creative and analytical minds across departments to solve unprecedented challenges.  ↳ When traditional communication channels were compromised,  ↳ we had to innovate - even reverting to fax machines.  ↳ This crisis proved to me that diverse perspectives lead to exceptional solutions. 3- Cultural Intelligence ↳ Leading global teams taught me that understanding cultural nuances isn't optional—it's essential.  ↳ we learned that cultural sensitivity becomes a strategic advantage when coordinating responses across different regions. 4- Adaptive Response ↳ The hack forced us to pivot rapidly.  ↳ We transformed our entire operation overnight,  ↳ showing that adaptability isn't just about surviving—it's about finding creative solutions within constraints.  ↳ This aligns with current industry trends emphasizing the need for adaptive leadership in volatile, uncertain conditions. 5- Continuous Evolution ↳ The entertainment industry never stands still.  ↳ Neither should leaders.  ↳ We learned that staying relevant means constantly evolving our skills and approaches.  ↳ Today, this includes developing remote leadership capabilities and embracing purpose-driven leadership. The Results? We didn't just survive one of the most significant cyber attacks in corporate history—we emerged stronger, with a leadership framework that works in any challenging situation. Our response became a case study in crisis management, demonstrating how data-driven decisions and collaborative efforts can overcome even the most sophisticated threats. What's your most valuable leadership lesson from navigating a crisis? Share your experience below.

When traditional leadership approaches hit the wall of 21st century change, many organizations stagnate, with innovation grinding to a halt and talent heading for the exits. Fast forward to transformative leaders — their organizations thrive amid disruption, turning unprecedented change into competitive advantage while competitors struggle to keep pace. The difference? These leaders abandoned the outdated "know-it-all" paradigm for a "learn-it-all" mindset — treating adaptation not as an occasional necessity but as their core leadership function. The Lesson? Leadership is no longer about maintaining the status quo—it's about continuous transformation and navigating complexity with agility. Common Leadership Adaptation Pitfalls: 📍 Cognitive Rigidity — Clinging to past success strategies instead of embracing new paradigms. 📍 Fear-Based Decision Making — Creating defensive cultures that suppress innovation. 📍 Resistance to Technology — Dismissing disruptive technologies instead of leveraging them. 📍 Hierarchical Thinking — Maintaining control rather than empowering collaborative innovation. 📍 Status Quo Comfort — Avoiding necessary changes until crisis forces action. ✅ How to Develop Adaptive Leadership Capacity: 📍 Intellectual Humility — Acknowledge knowledge gaps and actively seek diverse perspectives. 📍 Technological Fluency — Develop deep understanding of AI, automation, and digital transformation. 📍 Intrapreneurial Mindsets — Create safe spaces for calculated risk-taking and bottom-up innovation. 📍 Emotional Intelligence — Navigate complex human dynamics with empathy and self-awareness. 📍 Continuous Learning — Invest in personal and organizational growth as a strategic priority. Adaptation isn't a leadership challenge — it's the essence of modern leadership itself. 📩 Get practical leadership strategies every Sunday in my free newsletter: CATAPULT. 🧑💻 Want to become the best LEADERSHIP version of yourself in the next 30 days? Book a 1:1 Growth Strategy Call: https://lnkd.in/gVjPzbcU #Leadership #AdaptiveLeadership #FutureOfWork #ExecutiveCoaching #OrganizationalChange

How can you effectively navigate change so that you and your team not only survive but thrive? How can you cultivate resilience in the face of uncertainty? Here are a few key points to keep in mind: 1️⃣ Embrace change as a constant Change has become the new norm in today's fast-paced business landscape. Rather than resisting it, successful leaders embrace change as an opportunity for growth and innovation. Reframing your mindset and encouraging your team to do the same can transform challenges into stepping stones toward success. 2️⃣ Foster open communication. During times of change, clear and transparent communication is paramount. Ensure that your team is well-informed and aligned with organizational goals. Encourage open dialogue and actively listen to the concerns and ideas of your employees. Creating a safe and supportive environment empowers your team to navigate uncertainty collaboratively. 3️⃣ Adaptability is key. As a leader, it's crucial to be adaptable and agile in the face of change. Encourage your team to embrace a growth mindset, challenging them to continuously learn and develop new skills. Fostering a culture of adaptability will create an environment that thrives despite unexpected challenges. 4️ Build resilience. Resilience is the ability to bounce back from adversity. As a leader, it's essential to model resilience for your team. Encourage self-care, provide resources for mental and emotional well-being, and emphasize the importance of work-life balance. Prioritizing resilience will strengthen your team's ability to handle change and uncertainty with grace and tenacity. 5️⃣ Authentic Self-Leadership. As leaders, it's easy to prioritize the business and forget about ourselves. Yet, leading through change starts from within. Explore the concept of authentic self-leadership and how it fuels your capacity to lead others through dynamic shifts. Leading through change is not about eliminating uncertainty; it's about empowering your team to successfully navigate it. #LeadingThroughChange #ChangeManagement #Resilience #Leadership #Uncertainty #Adaptability #GrowthMindset #Collaboration #Humanresources ***************************** 👉 Follow me for more leadership and practical insights on building high-performing teams. 👉 Ring the 🔔 for notifications.

The best leaders don’t stick to one style, they adapt. Here’s how. 👇 When I led a new team, I noticed this: some members needed minute guidance, while others performed best with freedom. That’s when I realized that leadership isn’t about doing things your way, it’s about what they need. The Situational Leadership Model breaks this down into four key styles👇 🔹 Directing – Think of a new joinee who needs clear instructions and step-by-step guidance. The leader makes decisions and closely supervises the execution here.  🔹 Coaching - Imagine a team member who knows the basics but lacks confidence.  The leader still makes decisions but explains the “why” behind them.  🔹 Participating – This is when the employee is ready to share decision-making.  So, the leader supports and guides them.  🔹 Delegating – Your best performers don’t need micromanagement.  You trust them to lead and innovate. When you adapt your leadership style to match your team’s needs, you create: ✅ Higher engagement ✅ Better performance ✅ Stronger teams So, ask yourself: Are you leading in a way that supports your team’s growth? 🤔 #situationalleadership #leadershipstyle #adaptiveleadership #leadershipdevelopment #leadershiptheory #effectiveleadership #leadershipskills

You can't lead remote and hybrid teams, without adapting your leadership style. I've been leading multi-generational remote and hybrid teams for most of my career. At first, it was a challenge. But, once I learned how to adapt my leadership style it became second nature. Here’s why always looking to develop and adapt your leadership style matters: Visionary leaders foster innovation and adaptability. ↳ They create resilient teams that can handle challenges. Collaborative leaders encourage problem-solving. ↳ They empower their teams to always look for better solutions. Engaged leaders focus on developing employees. ↳ They prepare team members for the next level, regardless of location Effective leaders are great communicators across generations and work groups. ↳ They build trust and improve collaboration to creates positive work cultures. For remote and hybrid teams, your leadership style is crucial. You must: → Foster trust and autonomy. → Communicate clearly on digital platforms. → Prioritize employee well-being. → Provide consistent support. → Create virtual spaces for collaboration and innovation. So check out this guide to revitalize your impact. Here’s a sneak peek: 1. Reevaluate your leadership style. 2. Embrace Agile Leadership principles of adaptability, collaboration, and revision to create a more dynamic team environment. 3. Foster open communication and feedback. 4. Set clear, actionable goals to create a roadmap for progress. 5. Reflect and revise for continuous improvement. By following these steps, you’ll create a leadership style that is unique to you where you can succeed in just about anywhere. My clients have found true transformation through executive coaching and leader development. Send me a note if you want a confidential sounding board to walk alongside you on this journey. Remember, Leaders SUCCEED Together. — P.S. Unlock 20 years' worth of leadership lessons sent straight to your inbox. Every Wednesday, I share exclusive insights and actionable tips on my newsletter. (Link in my bio to sign up).

It took me 10 years to unlearn these leadership myths, I'll debunk them for you in 2 minutes: #1 Leaders have all the answers Reality: Great leaders ask questions When Satya Nadella became CEO of Microsoft in 2014, he encouraged employees to adopt a growth mindset, shifting Microsoft's culture to a "learn-it-all" mindset over "know-it-all." He emphasized the importance of continuous learning and being open to new ideas. This shift helped Microsoft stay innovative and adapt to rapidly changing market conditions. #2 All risk is bad risk Reality: Leaders distinguish calculated risk from recklessness. In 2008, Tesla was on the brink of bankruptcy with only $9 million in the bank. Elon Musk personally invested $20 million and raised another $20 million to keep the company afloat. This calculated risk paid off big time – Tesla is now one of the world's most valuable automakers. #3 High-performance teams always agree Reality: Constructive conflict feeds innovation. Pixar's Ed Catmull believes candid feedback and open debates are critical, and Pixar directors actively seek out dissenting opinions and encourage spirited debates. This culture of constructive conflict led to groundbreaking films like Toy Story and Finding Nemo. With diverse perspectives, creative teams can avoid falling into groupthink. #4 A leader's role is to command Reality: True leadership means to serve. Robert K. Greenleaf, a former AT&T executive, coined the term "servant leadership" in his 1970 essay. He argued that the most effective leaders prioritize serving their team members, not commanding them. By prioritizing their team's needs, servant leaders create a supportive, empowering environment that fosters trust, loyalty, and high performance. Being a humble leader feeds loyalty & long-term success. #5 Good leaders never change course Reality: Adaptive leadership means knowing when to pivot. IBM was known for its dominance in the hardware and mainframe computer market for decades. However, as the technology landscape shifted, IBM's leadership recognized the need to adapt and boldly pivoted towards artificial intelligence, cloud computing, and data analytics. By embracing adaptive leadership and adjusting its strategies accordingly, IBM successfully navigated this transition and remained a key player in the tech industry. The best leaders are humble, take smart risks, encourage diverse thinking, serve others, and share power. By debunking these myths, we can unlock the true potential of our teams and organizations. Join the 12,000+ leaders who get our weekly email newsletter.  https://lnkd.in/en9vxeNk