Here's how you can thrive in a leadership role by being adaptable.

In my opinion, Thriving in leadership signifies empowering people. True essence of leadership lies in creating a sense of autonomy amongst others and helping them take the responsibility of their decisions. During the process, employees become confident and willing to take the responsibility of their actions. It fosters an environment of mutual trust and happiness in the organisation. It creates better work culture where people feel valued. As they rightly say, good leaders create more leaders.

Thriving in a leadership role requires adaptability. By remaining flexible and open to change, leaders can navigate through uncertainty with ease. Embracing new perspectives and adjusting strategies accordingly fosters innovation and growth within teams. Effective leaders understand the importance of evolving alongside their environment, empowering their teams to do the same. Ultimately, adaptability not only ensures success in leadership but also cultivates resilience and agility in the face of challenges.

Change leadership has become a necessary skill to navigate the challenges of the VUCA (volatile, uncertain, complex and ambiguous) world we live in. Other than leaders being adaptable and accepting towards change, it is vital to ensure that change is a collaborative and transparent process. Communication becomes critical in sharing updates and addressing concerns the right way.

Algo relevante a citar é que o líder precisa entender que antes de liderar uma equipe, ele deverá exercer a autoliderança. Liderar a si próprio é desenvolver sua autogestão, controlando suas atitudes e emoções, potencializando assim a sua performance de modo a alcançar objetivos organizacionais relevantes.

Selon moi, embrasser le changement, pour un leader, c'est la base! Un des rôles du leader est d'amener et de faciliter le changement. Avant tout, lui donner du sens, pour permettre aux employés de comprendre et de s'y engager. Etre à l'écoute, s'assurer de proposer un espace pour exprimer les craintes, les peurs, les émotions. Etre disponible, accessible pour les collaborateurs et les accompagner dans le changement... toutes ces initiatives permettent aux collaborateurs d'activer plus facilement leur résilience face au changement.

Proactively seeking feedback is a key to success in any leadership position: - It helps building trust as you invite others for a conversation and make them feel included - Those who otherwise would opt out of sharing their opinion can come up with an unexpected perspective that might benefit a lot It’s also crucial to follow up on pieces of feedback you received and clearly communicate your next steps, and if there are none - why so. Keeping people updated on the fate of their inputs is a great way of demonstrating reliability and integrity as a leader

What needs to be kept in mind when seeking feedback is that one needs to keep an open mind. Especially as a leader, we need to lead by example. So when feedback is given, especially critical, and it is valid feedback, accept it and acknowledge its acceptance without justifying or defending your stance. If it seems like unwarranted feedback, or not backed by enough data, ask for clarification. Truly listen and see what you could have done to make the situation better. Feedback and its acceptance doesn’t need to be binary. It’s alright to also disagree and commit, especially when you see merit in a change but aren’t wholly sure of it.

Actively solicit feedback from your team members, peers, and supervisors. Feedback helps you understand how your leadership is perceived and where there may be areas for improvement. Use this feedback to refine your approach and make necessary adjustments.

One of the most important things when leading employees is to allow them to be part of what is happening. Asking for their views and feedback shows that they are considered important within the organisations and that their views matter. Employees are usually the ones on the ground so in most cases, the know more about the work activities even more than the people leading them.

If you listen to your people you will find common threads of what needs to be done for the organisation to improve, then you do it.

Learning happens in different ways — both at work and outside of it. Learning while at work: A lot of times, people are so neck-deep in work, that they might miss out on reflecting on their learnings. Use a time block once a month/quarter with the team to reflect on the biggest learnings as a contributor, leader, and as a team. Encourage everyone to contribute. Learning outside your immediate tasks and work: As a leader, if you can encourage curiosity and a spirit of learning — nothing better! Share interesting snippets of what you have read. Share a book recommendation. Discuss upskilling opportunities with your team members during their 1-1s.

encouraging people to commit to lifelong learning is something I've always subscribed to. I have also found identifying people who have committed to lifelong learning, and encouraging their input, has been beneficial towards team-building.

Continuous learning is essential for leadership success. Stay curious and open-minded, seeking out opportunities to expand your knowledge and skills. This might involve attending training sessions, reading relevant books or articles, or seeking mentorship from more experienced leaders.

To cultivate learning in a leadership role, lead by example by continuously seeking knowledge and self-improvement. Encourage a culture of curiosity and innovation by promoting open dialogue and idea-sharing. Provide access to training and development opportunities, and support ongoing education through workshops, courses, and conferences. Recognize and reward efforts to learn and grow, reinforcing positive behaviors. Foster a safe environment where mistakes are viewed as learning opportunities. Encourage mentorship and peer learning to leverage internal expertise. Regularly solicit feedback and implement it to improve processes. This approach builds a dynamic, knowledgeable, and resilient team.

In a team, the leader listens, supports, guides, motivates, and sets an example so others can function effectively. Everyone is considered an important piece of the puzzle. Everyone brings their set skills, experiences, and talents, which is the beauty of an agility team because all are extremely important for a successful outcome. An agility team does not function unless directed accordingly, and all collaborate, unite, and work together. Communication, trust, support, and unity promote the classification of being a positive example to others. The organization is considered successful when everyone is clear on their objections, respects each other, and works towards a common goal.

Fostering team agility is similar to equipping a sports team with the skills to play multiple positions. For example, a software development manager encourages cross-training among developers, testers, and UI designers. By understanding and potentially stepping into each other's roles, team members become more versatile and responsive to project needs. This empowerment facilitates rapid adaptation to changing requirements and speeds up the project cycle without waiting for managerial directives. Such a strategy enhances team cohesion and efficiency, much like a versatile sports team that adjusts on the field to any situation, ensuring robust performance regardless of the challenges faced.

Encourage a culture of agility within your team. This means empowering team members to adapt quickly to changing circumstances, make decisions autonomously when needed, and collaborate effectively to achieve shared goals. Provide the necessary support and resources to enable your team to be agile in their approach.

As a leadership development expert, I've observed that teams that are empowered to make decisions autonomously are more resilient and responsive to change. By delegating authority and promoting a culture of collaboration, leaders can create a dynamic environment where team members are encouraged to develop their skills and adapt to new challenges. This approach not only enhances team agility but also drives organizational growth and development.

Clearly communication helps make things flow. When everyone is clear about what is required of them, clear on any changes happening or upcoming events or even on new policies and procedures pertaining their work, they are able to produce quality work and meet deadlines because there is no confusion with regards to what is expected of them.

I prefer to Shift from clear communication to "communicating with care." Focus on the "why" with inspiration, paint a positive future, and empower your team by showing how they contribute. By opening the dialogue and building trust for a smoother, we increase enthusiastic change in a person's journey.

In my experience, providing a team with clear and specific goals gives them a direction. Communicating clear objectives and action steps shows the team that you, as a leader, have an understanding and purpose for the work being done. It models investment and belief in the product or service and this flows over to give the team purpose and intention in their work. No one wants to just check a box to complete a task. At the core of what we do, we desire a purpose that brings meaning and value to who we are as human beings. A leader has ample opportunities to communicate effectively and clearly to afford employees the space to showcase their skills, passions, and value to enhance the company and grow leadership qualities.

Effective communication is key to successful leadership. Clearly communicate expectations, goals, and objectives to your team, and ensure that everyone understands their roles and responsibilities. Be transparent and honest in your communication, and encourage open dialogue within the team.

When the mission is clear, the company runs better. Communicate with your team clearly and openly. Share what you can and offer times to employees to discuss new initiatives and goals. Try not to overload with long and unnecessary meetings. If needed, map out the agenda to ensure all changes are clearly communicated and leave ample time for Q&A!

Reflection and subsequent adjustment is the cornerstone of leadership. When things don’t go well when communicating with a staff member, I’ve learned there is always room for me to reflect and change direction to rebuild and repair the relationship. We often get stuck in the mindset that as a leader, we must be right. While a leader’s point may be correct, the delivery may not be. Before we ask others to reflect, we must model the behavior with intentionality and be willing to readdress the situation.

Being a leader can sometimes be overwhelming, especially if you are a new leader like me, as one goes through a dramatic change in the thought process, understanding of different dynamics of the business, your team, and the stakeholders. As a leader, it is essential to learn how to be adaptable, fluid and responsible at the same time. You have to work on the ground level with your team while continuously learning to stay relevant and ahead of the curve. You must learn how to enable your team members if they show willingness and zeal to grow, as a good leader you should have the ability to identify talent and set examples for your team. I have been learning new things each day and trying to be a responsible leader!

Adaptable leadership is like being a pilot adjusting to changing weather conditions. For example, a project manager, after leading a team through a complex software launch, might realize that weekly check-ins weren't frequent enough to catch issues early. Reflecting on this, they could decide to implement bi-weekly sprint reviews for future projects to enhance oversight and response times. This willingness to adjust methods in response to feedback and outcomes ensures the team remains effective and agile, mirroring how a skilled pilot alters the flight path to ensure a safe and timely arrival. This continuous refinement keeps the team aligned and responsive to new challenges.

Regularly reflect on your leadership approach and the outcomes it produces. Assess what's working well and what could be improved, then make adjustments accordingly. This might involve refining your strategies, revisiting goals, or addressing any challenges that arise. Adaptability requires a willingness to reflect on past experiences and adjust your approach as needed to achieve better results.

Taking time to reflect and adjust makes you a better leader. Find a coach or mentor to help you work through changes. It's easy to feel like the weight of the company is on your shoulders. Seeking support and help outside of the company can help you address blind spots and grow as a leader.

What I’ve found helps leaders the most is building what I call their ‘adaptive intelligence’ which is not just one skill but a cluster of skills. A foundation to this intelligence set is knowing how to adapt the energy by lead-regulation to ensure there is a psychological ‘state’ where safety and trust resides. This then connects to other elements which includes pace, capacity, progression, engagement, motivation, vulnerability and other key factors for change and transformation to thrive. When leaders can adapt to people they can deliver through people.

Regularly reflect on your skills as a leader. Invest in your own development and skill enhancement to stay ahead of the curve and remain relevant in a rapidly changing landscape. Seek out learning opportunities, feedback, and mentorship to continually refine your leadership capabilities

Ensure you strive to walk the talk: CONSISTENCY of VALUES CONGRUENCE of ACTION HUMBLE SELF-ACCOUNTABILITY CONTINUOUS SELF-COMPASSION GET YOUR MOTIVATIONS RIGHT SERVE OTHERS, DON'T SELF-SERVE Without FOLLOWERS...

As a new leader accept your role as a leadership role not an individual contributor or a management role. Your role is to inspire and motivate, deliver a compelling vision and develop your team through coaching and mentoring. Top skills listening and empowering your staff to form and build trust. As a leader you will be making decisions without knowing all the detail, navigating curveballs and challenges so get comfortable with being in uncertain situations. Having an attitude whereby asking your team what they think and accepting not everything is within your control will set you up for success 🌱

To thrive in a leadership role by being adaptable, focus on staying open to new ideas, actively listening to team feedback, and being willing to pivot strategies in response to changing circumstances. Embrace continuous learning, encourage a culture of flexibility, and lead by example in demonstrating resilience and a positive attitude towards change.