Veja como você pode navegar pelos desafios de ser adaptável em uma posição de liderança.

Resistance to change is obvious. You should join the league, understand their viewpoints, be one among them & then turn the table around citing all the benefits that they would derive from such change. The team would definitely understand & support it eventually.

This is perfect alignment in handling the challenges presented in change in the world. The very essence of "navigating adaptability" and "embracing change," as you put it, goes squarely in line with some absolute core tenets of servant leadership—growth together and shared journey. The leader must look at the opportunity in change. It should be more than a way to adjust to change…it has to be a leverage for moving the team and the organization forward. This should involve each team member in a process of growth and adaptation which you will, in turn, institutionalize with open communication and seeking feedback, deepening the team's commitment toward change.

Despite our focus on "agile" and "continuous" the reality is that most people don't really flex like we think they do. People believe they are agile until something happens and they have to change something that they think works. In many organizations, the great servant leader has to be aware of this and nurture through changes. Being able to hear and see people as they encounter change situations and prepare them for it.. working with each person to see how they personally embrace change and how they don't... and help them grow through that. Even "becoming less" agile can be a stressor to people who love that environment. Servant leaders have to look in both directions to help their people become more prepared for inevitable change.

Change is never easy and we all resist change to some degree. As leaders, we need to model the way by first having an open mind to new ideas and adapting to new possibilities. Many times, if not most, this means giving up our egos , listening, and allowing others to lead this process; sometimes at different times (see agile leadership process). A great resource on helping leaders with having an open mind and challenging their beliefs (and therefore create a growth and change mindset) is Think Again by Adam Grant. It’s a must in every leader’s bookshelf.

In my experience, active listening takes practice to get right. You really should practice eye contact and responding to what the team is saying. Steven Covey's "Seek first to understand and then be understood" plays into this. We are often so focused on what we want to say or our perspective, that we do not really listen. Practice this and people will feel understood, appreciated and listened to.

This is especially true in our hybrid and geographically dispersed world. For an example.. my product marketing team today works heavily with our development team which is solely based in a time-zone 7 hours+ ahead of us. Our product roadmap changes frequently, as new innovations are developed or as the priorities in the market shift. In order to keep up with these changes, it requires relationship and teamwork to be present all the time. Cultural awareness becomes key here, as well as working within and across the teams to develop a cadence and model of cooperation and a desire to work together. The "mode of communication" becomes key, so that teams can adapt and work together to make change successful.

A great example is the transition from a startup mentality to a enterprise type company. In some cases, people love the unstructured world of startups and "thrive" by not being constrained by processes. So, what happens when the organization grows and has to begin to adopt processes to help the organization plan, act and succeed? For some, this is not the world they want to live in. How do you best help those members of the team either adapt or understand that perhaps this might not be the place for them in the longer term. Sometimes, the most "servant" thing you can do is tell someone that perhaps their career is leading them to a different path, and then helping them find a new one.