When Scott Belsky provocatively claimed in a recent post, “Adaptability > Strategy,” he wasn’t just stirring the pot; he was pointing to a fundamental truth about leadership in our rapidly evolving world. If you’re responsible for shaping the next generation of leaders in your business, it’s crucial to consider how adaptability should play a pivotal role in our leadership development programs.
The Provocation Behind Adaptability Over Strategy
Belsky’s insight speaks directly to a critical challenge faced by many organisations today: the speed of change. The “law of displacement speed” suggests that in times of rapid innovation, many great ideas fail because leaders aren’t willing to pivot their strategies quickly enough. This reluctance often stems from a misplaced sense of pride in a resilient, consistent strategy. But should consistency be the ultimate goal during a period of explosive change, like the current shift towards AI?
Why Adaptability Matters More Than Ever
In his post, Belsky recalls an old leadership lesson distinguishing between technical and adaptive challenges. Technical challenges require a change in technology, while adaptive challenges necessitate a change in people. The latter is far more complex and demands leaders who are flexible, self-aware, and bold enough to switch things up when necessary.
Consider the current business landscape: companies are navigating unprecedented technological shifts, geopolitical upheavals, and changing consumer behaviours. In this context, a rigid adherence to a pre-set strategy can be a fatal flaw. Instead, adaptability becomes a critical survival skill.
A Case in Point: Nokia’s Fall and Rise
I know it’s a frequently trotted out example, but it still rings true. Once the titan of the mobile phone industry, Nokia’s downfall was swift and brutal, largely due to its inability to adapt to the smartphone revolution spearheaded by Apple and Android. The company clung to its existing strategy and technology for too long. However, Nokia’s story didn’t end there. They pivoted, focusing on telecommunications infrastructure, and have since re-emerged as a key player in the 5G era. This turnaround underscores the power of adaptability.
Adaptive Leadership in Action: Netflix
Netflix offers another compelling example. Initially a DVD rental service, Netflix embraced the streaming model early on and continuously adapted its content strategy based on viewing data and consumer preferences. This adaptability has been a cornerstone of its success, allowing it to outmanoeuvre competitors who were slower to recognize and react to the changing landscape of digital entertainment.
The Human Element: Embracing Change
Adapting isn’t just about changing strategies; it’s about changing mindsets. Adaptive leaders are those who can navigate ambiguity, foster a culture of continuous learning, and inspire their teams to embrace change.
The Role of L&D in Fostering Adaptability
How can you ensure that adaptability becomes a fundamental pillar of your leadership development programs? Here are some recommendations:
- Promote a Growth Mindset: Encourage leaders to view challenges as opportunities for growth. Carol Dweck’s research on mindset shows that those with a growth mindset are more likely to embrace change and persist in the face of setbacks
- Create Real-World Simulations and use tools like LEGO© SERIOUS PLAY©: Use simulations and role-playing exercises to put leaders in complex, rapidly changing scenarios. This can help them develop the skills needed to think on their feet and adapt quickly.
- Encourage Reflective Practice: Regular reflection sessions can help leaders analyse their experiences, learn from mistakes, and continuously improve their adaptability. Tools like after-action reviews and learning journals can be very effective.
- Leverage Technology: Use AI and data analytics to provide real-time feedback and insights that can help leaders make informed decisions quickly. Technologies like virtual reality can also create immersive learning experiences that build adaptability.
- Foster a Culture of Psychological Safety: Leaders need to feel safe to take risks and make mistakes. Creating an environment where experimentation is encouraged and failure is seen as a learning opportunity is crucial.
What can we learn from Startups?
Reid Hoffman, one of the founders of my old company LinkedIn, used to say scaling a startup is like leaping off the highest point you can find, and building an aeroplane to save your life, while you’re falling… The mindset message this sends is a powerful indicator of the adaptability required – and it applies just as much for more established organisations as it does for those that are growing fast.
Conclusion: The Adaptive Leader
In the end, the call for adaptability is not an indictment of strategy but a recognition that in a world of constant change, the best strategies are those that evolve. As Global Leaders of L&D, it’s your responsibility to cultivate adaptive leaders who can navigate the complexities of our time. Embrace adaptability as a core component of your leadership development programs and watch as your leaders thrive in the face of change.
Remember, it’s not about abandoning strategy; it’s about making adaptability the strategy. As Scott Belsky wisely put it, “Playbooks cannot be sacred cows.” Let’s rewrite the playbook for leadership development, ensuring that adaptability is front and centre.
References:
- Heifetz, R., & Linsky, M. (2002). Leadership on the Line: Staying Alive through the Dangers of Leading. Harvard Business Review Press.
- Dweck, C. (2006). Mindset: The New Psychology of Success. Random House.
By incorporating these strategies, we can ensure that our leadership development programs are not just relevant but revolutionary, preparing leaders who are not only resilient but remarkably adaptable. Let’s lead the charge towards a future where adaptability truly is greater than strategy.
Are you ready to take your leadership development to the next level?
Cognitive Union is a progressive, boutique learning and performance consultancy. We work with forward-thinking businesses. Transforming their people. Shaping their culture. Helping them embrace change and take on the world. Find this blog useful? Sign up to our email newsletter (bottom of this page) where you can receive articles like this and other insights (not publically published), and you can also follow us on LinkedIn.