Why ‘Adaptive Leadership’ Is No Longer Enough to Drive Transformation

For years, we’ve been told that leaders must learn to adapt, navigate uncertainty, and respond to change—an absolute necessity. But adaptation is a reaction, and that is no longer enough: those who only react will always be late.

Adaptive leadership was a breakthrough… but today, it’s a limitation. The leadership we need today is not the one that waits for change and adjusts but the one that ignites transformation. The one that dares to challenge, disrupt, and create what doesn’t yet exist. And to do that, it takes more than just the ability to adjust—it takes courage. And that difference is substantial.

From Adaptive Leadership to Transformational Leadership

Adaptive Leadership has been a key reference in the evolution of management for years. The idea that leaders must learn to navigate uncertainty, respond to change, and facilitate organizational learning was, at the time, disruptive. In a world dominated by rigid, hierarchical, and control-driven models, this approach offered a breath of fresh air—the ability to adjust and evolve rather than resist change.

However, the significant difference between an adaptive leader and a transformational leader is that the former responds, while the latter creates. One waits to see what’s next while the other designs what’s coming.

Adaptive leadership takes a changed context as its starting point. The difference is that transformational leadership doesn’t wait for that external change—it creates it intentionally. It’s not just about guiding people through inevitable transformation, but about shaping new realities and defining new futures.

Lighting the Spark of Change, Not Just Reacting

A transformational leader provokes change in a healthy way. They don’t wait for the environment to force them to evolve—they anticipate and challenge what seems unchangeable.

In my experience leading transformation processes across industries—from manufacturing to technology, from agriculture to financial services—I’ve seen that the most innovative teams are not those that adapt best but those that generate the necessary discomfort for transformation to happen.

Because there is no transformation without friction. There is no innovation without disruption. And there is no progress without leaders pushing their teams, customers, and organizations beyond their comfort zones.

Of course, discomfort must be managed wisely. Transformation is not about destabilizing without purpose but challenging without breaking. And this is where another key factor of transformational leadership comes in: empathy.

It’s not about pushing people to the edge of change without giving them the tools, but about creating the space and the trust for the team to grow in the right direction.

The Essential Pillar: Courage

But to transform, you must be courageous. And I don’t mean the epic bravery of a lone hero, but the everyday courage of a leader who dares to see reality as it is, not as they wish it were.

• Courage to question oneself, to admit that, many times, leaders do not have the best information—their teams in the field do.
• Courage to make uncertain decisions without clear answers or guaranteed outcomes.
• Courage to expose oneself to failure, to stay the course when things don’t go as planned, and to keep moving forward.
• Courage to bring problems to the surface instead of sweeping them under the rug to avoid discomfort.
• Courage to challenge the status quo, knowing that resistance is inevitable and that leading change means making people uncomfortable.
• Courage to take action, to avoid getting stuck in endless PowerPoint presentations, alignment meetings, or strategies that never come to life. Leadership does not happen in documents—it happens in the field.

Throughout my journey, I’ve encountered all types of leaders—those who adapt and wait, and those who transform. But there is nothing more inspiring than finding a courageous leader. The one who dares, the one who sparks an irresistible energy for trying something new, the one who listens to their teams with the curiosity and humility of someone who knows they don’t have all the answers.

The Leadership We Need Now

Adaptive Leadership emerged as a response to management models that no longer worked. But today, that same approach is no longer enough. If we keep focusing on adaptation, we risk training leaders to be great responders but not great anticipators.

In today’s context, what we need are transformational leaders. Leaders who don’t wait for change—they drive it. Leaders who not only manage uncertainty but use it as a platform to build the future.

Being brave enough to sustain change is one thing. Being brave enough to initiate change is another.

"May courage never be too expensive, and may cowardice never be worth it." — Joaquín Sabina

• If you want to learn more about our Transformational Leadership Development Programs, click here.
• If you’re a leader looking to create sustainable transformation in your organization through change management, check out our Human-Centric Change Management Certification here.

Carolina Sordelli

CEO&Founder

Mutta Studio