"Adaptive vs. Adoptive: The Team Strategy No One Told You About"

In today’s fast-moving workplace, managers face a growing challenge: how to lead teams that need to be both highly responsive and strategically focused. With technological shifts, evolving customer expectations, and internal restructuring, managers must balance adapting to change with adopting long-term improvements.

This article connects insights from Andrea Clarke Andrea Clarke’s book ADAPT with Jurriaan Kamer ’s book UNBLOCK and Hemerson Paes ’ concept of Adaptive Team Networks, helping managers understand how two different but complementary approaches—Adaptive and Adoptive Team Networks—can help them solve everyday leadership problems.

What Are Adaptive and Adoptive Team Networks?

To start, let’s break down these two approaches:

? Adaptive Team Networks focus on flexibility, speed, and responsiveness. These teams form quickly to tackle emerging challenges, new opportunities, or disruptions. They are fluid, often cross-functional, and rely on rapid decision-making.

? Adoptive Team Networks focus on structured, strategic adoption of new technologies, processes, or cultural shifts. They ensure that important changes are implemented consistently and sustainably across the organisation.

Think of Adaptive Teams like firefighters—quickly assembling to handle urgent situations—while Adoptive Teams are like urban planners, ensuring long-term infrastructure improvements.

The Power of Adaptive Team Networks

When should you use an Adaptive Team Network? As Andrea Clarke highlights in ADAPT, agility is essential for modern professionals. And Hemerson Paes reveals Adaptive Team Networks excel in situations where speed, creativity, and collaboration are needed, such as:

?? Responding to crises – e.g., a supply chain disruption or an urgent cybersecurity threat. ?? Experimenting with new ideas – e.g., piloting AI-driven customer service. ?? Breaking down silos – e.g., bringing together marketing, product, and IT teams to solve a customer pain point.

What are the benefits? ? Faster problem-solving. ? Greater team engagement and collaboration. ? More innovation and creativity.

What are the risks? ?? Lack of accountability – Without clear ownership, decisions can become fragmented. ?? Knowledge loss – Insights may disappear when teams disband. ?? Resistance from traditional structures – Adaptive teams often challenge rigid hierarchies, which can create friction.

?? Manager’s Tip: If you’re setting up an Adaptive Team, define clear objectives and roles upfront, even if the team is temporary. Document key learnings so insights aren’t lost when the team dissolves.

The Power of Adoptive Team Networks

When should you use an Adoptive Team Network? Adoptive teams are essential when an organisation needs to embed lasting changes. They work best in scenarios like:

?? Rolling out new technology – e.g., implementing an enterprise-wide digital transformation. ?? Driving cultural shifts – e.g., embedding a new leadership development framework. ?? Ensuring compliance – e.g., aligning with new sustainability regulations.

What are the benefits? ? Consistent, scalable change implementation. ? Stronger stakeholder alignment and buy-in. ? Reduced friction when adopting new processes.

What are the risks? ?? Slow decision-making – Excessive planning can delay execution. ?? Resistance to change – Employees may struggle to shift from old ways of working. ?? Over-reliance on formal processes – Can stifle creativity and flexibility.

?? Manager’s Tip: When leading an Adoptive Team, focus on clear communication and phased implementation. Small, quick wins can help build momentum and reduce resistance.

Bringing It Together: Adaptive + Adoptive = Resilient Leadership

The most effective mid-level managers balance both approaches:

?? Start with Adaptive Teams to test and explore new solutions. ?? Transition to Adoptive Teams to scale and sustain successful innovations.

For example, if your company wants to introduce AI-powered automation, an Adaptive Team could experiment with pilot projects in one department. Once proven successful, an Adoptive Team would roll out the solution across the company with training, change management, and long-term support.

Final Thought: The Future Belongs to Managers Who Can Both Adapt and Adopt

Andrea Clarke’s ADAPT with Jurriaan Kamer’s book UNBLOCK and ?Hemerson Paes reminds us that success today depends on our ability to embrace change. Hemerson Paes’ Adaptive Team Network concept shows us how organisations must be flexible to survive. By combining these insights, mid-level managers can navigate complexity with confidence and strategy.

?? What’s your experience? Have you worked in an Adaptive or Adoptive Team? Share your thoughts in the comments!