Adaptability Is Not What You Think

Most people believe adaptability is about being flexible. Going with the flow. Adjusting when necessary.

That’s part of it. But real adaptability? It’s not just reacting to change. It’s creating it.

In my work as a trainer, I’ve seen leaders struggle—not because they’re unwilling to adapt, but because they’re adapting in the wrong way.

They follow old rules about adaptability that no longer work. Here are three beliefs that might be holding you back.

1. “Adaptability means staying open to new ideas.”

Sounds right, doesn’t it? But here’s the problem.

Most leaders already think they’re open to new ideas. The real issue? They wait for new ideas to come to them.

? Adaptive leaders don’t just accept new ideas. They go out and hunt for them.

They ask:

• What’s the competition doing that we’re not?
• What industry trends are we ignoring?
• What’s a completely different way to solve this problem?

Waiting for change to happen is reactive. Leading change is proactive.

2. “Adaptability is about moving fast.”

Speed matters. But here’s what I’ve learned from training leaders:

Fast doesn’t always mean forward. A lot of teams rush into change without asking why.

? Before you pivot, challenge yourself: “Are we adapting for impact or just adapting out of fear?”

Some of the best leaders I’ve worked with slow down before speeding up. They make sure the change they’re making is the right one.

Adaptability is about strategic movement, not just movement.

3. “The best way to teach adaptability is to push people into uncertainty.”

This is a mistake I see managers make. They throw people into new situations and say, “Figure it out.”

That’s not training. That’s guessing.

In my workshops, I use a simple but powerful exercise to build adaptability:

Mini-Workshop: The “Forced Constraints” Challenge

Try this with your team.

1?? Pick a common process in your team (how you hold meetings, how you close deals, how you onboard new hires).

2?? Remove one key part of it.

• No meetings over 10 minutes.
• No email follow-ups, only calls.
• No PowerPoint presentations—only handwritten pitches. 3?? Force the team to find a new way to succeed.

This creates intentional discomfort—but within a safe environment.

? Why this works: It forces people to think differently, not just work harder.

The best adaptability training doesn’t just talk about change—it creates micro-experiences where people must adapt now.

Your Move

Which of these three beliefs have you held before?

Drop your thoughts in the comments.

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