Current high levels of disruption are continuing to challenge Change Leaders like never before. Both in terms of their personal ability to deal with what seems like a constant tsunami of change - and also their ability to steer an effective course for their organisation at a time when many of the norms associated with this have evaporated. 

We believe strongly that leaders need to take an adaptive Change Leadership approach to be effective in the current situation. 

Watch our video which highlights 4 key areas of focus for adaptive Change Leadership as follows: 

• Prioritise demand to release capacity for the things that matter most
• Develop & replenish resilience of key employees to meet the challenges ahead
• Adopt new frameworks, methods and tools to manage more effectively right now
• Match your Change Leadership style to the current level of disruption

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Video transcript

Here are 4 things you can do to be more adaptive as a Change leader in what are disruptive times. Our research shows that 49% - almost half - of employees are struggling with the level of change they are facing. Adaptive leaders realise this and prioritise demand to release capacity for the things that matter most. The sheer level of disruption we face today is throwing the regular rhythm of work & BAU into disarray. Adaptive Change Leaders address this by putting in place effective mechanisms to collect the type of data that enables them to prioritise change delivery across the organisation. They also replenish resilience in key employees to meet the challenges ahead.

Our research-based PAI methodology identifies 7 key traits of resilient people that enables them to take a structured approach to developing and replenishing the resilience of key individuals who are tasked with leading change. Adaptive change leaders easily adopt new change frameworks, methods, best practices and tools that quickly bring back structure, flexibility and focus for Change Management teams. This includes ensuring they have the right tools and frameworks in place in order to:

1. help you ask the right questions around change capacity, commitment, resistance and legacy. 

2. enable the right opportunities to be identified and delivered out of a portfolio of change choices.

3. allow the broad spectrum of change risks associated with organisation-wide change initiatives to be fully understood, assessed and tracked.

4. Adaptive leaders ensure openness,transparency and accountability are restored in Change Management reporting across the organisation.

Change Leaders also match their Change Leadership style to their situation - typically in one of the following categories. 

Rational leaders – are heavily data and business case driven

Symbolic leaders – are focused on communication, symbolism and leading the change

Specialist leaders – believe change is about people and enlist the help of change specialists to deliver change 

However, Adaptive leaders – develop an understanding of the whole system of change that will impact on people and organisational performance