Should Leaders Be Flexible?

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Lots of adjectives are used to define leaders. And chances are, flexible isn’t one you typically think about. I mean, is being a flexible leader even a good idea? Most would agree we want leaders to be consistent. So, it begs the question: are we risking consistency if we strive for flexibility?

Consistency in some things is desired, for sure. Here are some important examples:

• Consistency builds trust. When we are consistent in our words and actions, people know what to expect from us.
• Consistency builds credibility. When we are consistent in our ethical standards, we enhance our credibility.
• Consistency supports equity and fairness. When rules and standards are applied consistently, there will likely be less division and more team cohesion.
• Consistency supports stability. When leaders are consistent in times of stress or uncertainty, they help the team feel more secure. 

All of these are true. 

And . . .

Being a flexible leader isn’t at odds with being a consistent leader. Why? Because we don’t need to frame flexibility and consistency as opposites. If they were opposites, then the antonyms of flexibility would be instructive. Let’s look at some of those antonyms.

• Established
• Stable
• Fixed
• Rigid
• Strict
• Hard
• Severe
• Harsh
• Stiff

While the first two seem useful, what about the rest? 

Do you want to be a leader (or to be led by someone) who you see as rigid, strict, hard, severe, stiff, or harsh?

Not so much. (Neither does your team.)

If you don’t frame consistency and flexibility as opposites, how do you think about them?

You frame them as both valuable and helpful, even though they aren’t the same. When you do that, you move from either/or thinking to both/and thinking.

It is easier (and more common) to label ourselves as just one thing—to think either/or.

I am …

• A consistent leader
• A facilitative leader
• A servant leader
• A [name your style based on the assessment you took] leader

When we label ourselves as one type of leader (because we have been told to or because we took an assessment) or consider a situation from only one perspective or lens, we begin to look for the “right” answer. There must be a right answer, right?

What if we looked for the best answers, rather than right ones?

Being a Flexible Leader means you can be consistent, facilitative, in service to others, and 20 other things, whenever that particular trait or behavior is most needed or helpful.

This means that being flexible is harder because it urges us to look for best (or even possible) answers for the situation, not right answers. This further implies that we can’t simply lean into “who we are.” It requires us to think, to take in the context, to consider the individuals involved, and to look at the situation holistically. 

If you only prioritize consistency and choose to act based on your habits, experience, style, or strengths, you may (and many do) say, “This is my style—here I am, take it or leave it,” or “I’m going to do it this way because that’s who I am.” That’s a clear, understandable, and easier approach than choosing to be flexible.

Clear, understandable, and easier—but not necessarily more effective.

Because leadership isn’t about us.

I have long said that leadership is about reaching valuable outcomes with and through others. 

So, it’s not about us or our style or preferences at all.

When we lead in flexible ways, we can serve outcomes and others in big ways. We can still connect to our mission, our purpose, and our values. And we can flex and be authentic and genuine and, yes, even transparent.

Being a Flexible Leader doesn’t mean flip-flopping or that people won’t have any sense of where you’re coming from. When a Flexible Leader is purposeful and prioritizes based on purpose, people will recognize and appreciate it. If you want to be the leader you were born to be and that your organization and team wants and needs you to be, are you ready, willing, and able to adapt to new, different, or changing requirements? 

Choosing to become a Flexible Leader is a harder choice than doing “what comes naturally”. It will require you to move past your habits, your comfort zone, how you view yourself as a leader. It might even challenge some of what you have learned about leadership. 

But the effort is worth it. It will help you develop and nurture individuals and a team that will achieve amazing outcomes. And it will transform your personal success and confidence at the same time. 

Note: This article draws from chapter one of my upcoming book Flexible Leadership: Navigate Uncertainty and Lead with Confidence. If you find this idea of being flexible as a leader valuable, this book gives you a full understanding of what it means to be a flexible leader and provides you with a toolkit for becoming a more effective and flexible leader.

Pre-order your copy today.

A version of this article was first posted on our blog. 

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