Resilience and adaptability. In this time of perpetual change, I can't think of a better, more universal message. "To be resilient and adaptable, leaders and employees need a mix of skills. Resilience requires—among other things—the ability to view change as a challenge or an opportunity to bounce forward, regulate thoughts and emotions, take lessons from prior experiences, and execute on change. Adaptability requires, among other things, the ability to approach uncertainty with an open, learning mindset and to think flexibly and creatively about problems as they arise. When leaders and employees have both sets of skills, they can (like Steph Curry) better discern when a focus on resilience will be enough, when an adaptive response is required, and how to integrate the two into their strategies, operations, and decision making." #changemanagement #people #leadership #mentoring #psychologicalsafety
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Senior Leader People and Culture | Leadership | Strategic Business Partnering | Employee Relations | Change and Transformation
Where change is now the norm, resilience and adaptability are critical for navigating and driving transformation. However equally important is for leaders to provide a North Star to unite and guide teams, foster a psychologically safe environment where people feel empowered to contribute, take risks, and innovate and for leaders to role model these behaviours to inspire others.
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Achieving #resilience and #adaptability at individual and organizational levels is easier said than done, however. #Human beings have a natural affinity for order, #predictability, and #control. They will do everything they can to avoid chaos, uncertainty, and volatility. McKinsey & Company research shows that when the path forward is unclear, and time and performance pressures are the same (or increasing), teams and individuals often default to what they already know—regardless of whether that approach is appropriate for the given situation. Read more in the recent #mckinsey article how to develop own capacity for #change while also fostering #resilience and #adaptability https://lnkd.in/d_5ut8qt #aq #organisationchange #orgstructure #team #business #businessstrategy #talent #talentmanagement #leadership #mindset
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Organization & Leadership Coach & Consultant l Retirement Life Design Coach l Board Director l Community Leader
Love this research based article filled with practical approaches on developing resilience. Check it out. #leadership #resilience https://lnkd.in/eQAb8CDr
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In 2025, I will be highlighting topics & articles that connect core leadership principles with the dynamics of a rapidly changing world. This article below touches on topics from my Leadership Fellows Program: Adaptability, Trust (building from psychological safety), and a Compass/ North Star. I always welcome you thoughts and feedback - Evan --------------------------------------------- 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗶𝗻𝗴 𝗮 𝗿𝗲𝘀𝗶𝗹𝗶𝗲𝗻𝘁, 𝗮𝗱𝗮𝗽𝘁𝗮𝗯𝗹𝗲 𝘄𝗼𝗿𝗸𝗳𝗼𝗿𝗰𝗲 𝗳𝗼𝗿 𝗮𝗻 𝘂𝗻𝗰𝗲𝗿𝘁𝗮𝗶𝗻 𝗳𝘂𝘁𝘂𝗿𝗲 A key task for 21st-century leaders is to develop their own capacity for change while also fostering resilience and adaptability in others across the organization. • 𝘚𝘦𝘵 𝘢 𝘤𝘰𝘮𝘱𝘢𝘴𝘴 𝘰𝘳 𝘕𝘰𝘳𝘵𝘩 𝘚𝘵𝘢𝘳 𝘵𝘰 𝘩𝘦𝘭𝘱 𝘱𝘦𝘰𝘱𝘭𝘦 𝘮𝘰𝘷𝘦 𝘪𝘯 𝘢 𝘤𝘰𝘮𝘮𝘰𝘯 𝘥𝘪𝘳𝘦𝘤𝘵𝘪𝘰𝘯. • 𝘉𝘶𝘪𝘭𝘥 𝘢 𝘱𝘴𝘺𝘤𝘩𝘰𝘭𝘰𝘨𝘪𝘤𝘢𝘭𝘭𝘺 𝘴𝘢𝘧𝘦 𝘤𝘰𝘮𝘮𝘶𝘯𝘪𝘵𝘺, 𝘯𝘰𝘵 𝘫𝘶𝘴𝘵 𝘢 𝘸𝘰𝘳𝘬𝘧𝘰𝘳𝘤𝘦. • 𝘌𝘯𝘴𝘶𝘳𝘦 𝘵𝘩𝘢𝘵 𝘵𝘩𝘦𝘺, 𝘵𝘩𝘦𝘮𝘴𝘦𝘭𝘷𝘦𝘴, 𝘢𝘳𝘦 𝘥𝘦𝘮𝘰𝘯𝘴𝘵𝘳𝘢𝘵𝘪𝘯𝘨 𝘳𝘦𝘴𝘪𝘭𝘪𝘦𝘯𝘤𝘦 𝘢𝘯𝘥 𝘢𝘥𝘢𝘱𝘵𝘢𝘣𝘪𝘭𝘪𝘵𝘺 𝘢𝘯𝘥 𝘴𝘦𝘳𝘷𝘪𝘯𝘨 𝘢𝘴 𝘳𝘰𝘭𝘦 𝘮𝘰𝘥𝘦𝘭𝘴 𝘧𝘰𝘳 𝘰𝘵𝘩𝘦𝘳𝘴. • 𝘌𝘯𝘤𝘰𝘶𝘳𝘢𝘨𝘦 𝘦𝘮𝘱𝘭𝘰𝘺𝘦𝘦𝘴 𝘵𝘰 𝘭𝘦𝘢𝘳𝘯 𝘢𝘯𝘥 𝘣𝘶𝘪𝘭𝘥 𝘵𝘩𝘦𝘴𝘦 𝘴𝘬𝘪𝘭𝘭𝘴 𝘪𝘯 𝘨𝘳𝘰𝘶𝘱𝘴.. Leaders must build workplace conditions that allow individuals and teams to become more resilient and adaptable, and they must integrate these skills with their business strategies. Leaders—and, frankly, the world—can’t afford to take another three decades to figure out how to integrate and adapt when the next big game changer in business emerges. Segal Ventures, The Segal Family Foundation, Jory Segal, Ariel Segal Eck, Marla Werner, Leadership Fellows, Brian Ruder, Stanford University Graduate School of Business, University of California, Berkeley, Haas School of Business, Carnegie Mellon University - Tepper School of Business https://lnkd.in/gmbFHuQB
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Strategic Technology Leader | VP, Country Head of Digital & IT | Driving Innovation and Digital Transformation for Customer Success
In today's fast-paced world, organizations face constant shifts in technology, markets, and work dynamics. Building resilience and adaptability within the workforce is essential. One key takeaway from this insightful McKinsey article is the power of communities to drive these qualities. When employees connect through shared goals, support networks, and collaborative learning, they can navigate uncertainty with confidence and agility. By fostering strong communities, we create environments where individuals and teams thrive, transforming challenges into opportunities for growth. How is your organization building community to tackle rapid change? Read the article here #Resilience #Adaptability #Leadership
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Vice President of Sales NEUR @ Gitlab | Driving Growth in Northern Europe | Board Member | Women in Technology | Coach | Mentor
As we settle into the new year, I'm thinking about my priorities for the year ahead, part of my reflection is always inwards on myself and how I can continually grow and develop as a leader, I came across this article which resonated with me. The statistics are eye-opening: only 23% of employees feel equipped to handle both resilience AND adaptability in today's ever changing business environment. Yet those who master both are 3.8x more likely to demonstrate innovative behaviors at work. This McKinsey article highlights how 21st-century leaders need to develop these "twin" capabilities - not just for themselves, but across the entire organization. The Stephen Curry (Basketball legend) example highlights this: "Sometimes you need resilience (keep shooting those threes despite missing), and sometimes you need adaptability (completely changing your game when the rules change). The real skill is knowing when to pivot and which approach to use when. Four key takeaways for leaders that stuck with me to prioritise: ⭐ Set a North Star that gives your team stability amid change ⭐ Build psychological safety build a "true community" ⭐ Model both resilience and adaptability yourself ⭐ Encourage team-based learning (its more effective) The closing thought struck me: When electricity replaced steam power, it took 30 years for companies to adapt and see productivity gains. In today's world, we don't have that kind of time. I'd love understand what strategies you have found effective for building resilience and adaptability in your teams? #Leadership #OrganizationalChange #Innovation #FutureOfWork #Team #Community
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At a time of increasing volatility in business, two qualities are key to success: #resilience and #adaptability. There are four actions leaders can take in order to build these qualities in themselves and their workforces. #leadership #changemanagement https://smpl.is/9yce6
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Great share Louise. Some top insights here!
Vice President of Sales NEUR @ Gitlab | Driving Growth in Northern Europe | Board Member | Women in Technology | Coach | Mentor
As we settle into the new year, I'm thinking about my priorities for the year ahead, part of my reflection is always inwards on myself and how I can continually grow and develop as a leader, I came across this article which resonated with me. The statistics are eye-opening: only 23% of employees feel equipped to handle both resilience AND adaptability in today's ever changing business environment. Yet those who master both are 3.8x more likely to demonstrate innovative behaviors at work. This McKinsey article highlights how 21st-century leaders need to develop these "twin" capabilities - not just for themselves, but across the entire organization. The Stephen Curry (Basketball legend) example highlights this: "Sometimes you need resilience (keep shooting those threes despite missing), and sometimes you need adaptability (completely changing your game when the rules change). The real skill is knowing when to pivot and which approach to use when. Four key takeaways for leaders that stuck with me to prioritise: ⭐ Set a North Star that gives your team stability amid change ⭐ Build psychological safety build a "true community" ⭐ Model both resilience and adaptability yourself ⭐ Encourage team-based learning (its more effective) The closing thought struck me: When electricity replaced steam power, it took 30 years for companies to adapt and see productivity gains. In today's world, we don't have that kind of time. I'd love understand what strategies you have found effective for building resilience and adaptability in your teams? #Leadership #OrganizationalChange #Innovation #FutureOfWork #Team #Community
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In my exploration of the future of work, sustainable development, and global engagement, I came across an insightful article from McKinsey & Company. 📌 https://lnkd.in/erUVbTYc It highlights how leaders can encourage, and model, the adaptability and resilience essential for thriving in an ever-changing world. From their research and experience working with senior leaders across industries and geographies, they have identified four actions that leaders can take to navigate even the most extreme periods of volatility: 👉 Set a compass or North Star to help people move in a common direction 👉 Build a psychologically safe community, not just a workforce 👉 Lead by example, demonstrating resilience and adaptability 👉 Encourage employees to learn and build these skills in groups My observations have been - it takes a lot of discernment and intuition to determine when to pivot and when to stay the course, especially as the pace of change continues to accelerate. For those of you who are leaders, or who support leaders, is this complete? What else might you add?
