Adaptive Leader Quotes

No plan survives first contact with the enemy. What matters is how quickly the leader is able to adapt.

Leadership grows like tall trees. It needs both toughness and flexibility - toughness for accountability - flexibility to adapt changes with a compassionate & caring heart for self and others.

Instead of adapting, their leaders clung to power and strove instead to be the last ones to starve to death. The Mayan civilization in South America did the same, and I expect our own civilization will do likewise.

There are no perfect leaders.

Leaders should embrace change and adaptation, ensuring that processes and systems evolve to meet the changing needs of the business environment.

Exercising adaptive leadership is about giving meaning to your life beyond your own ambition.

A leader is a man who can adapt principles to circumstances.

This means knowledge and experience are no longer the primary commodity. Instead, what is far more valuable is to have the ability to learn and to apply those learnings into new and unique scenarios. It's no longer about what you know, it's about how you can learn and adapt.

Being able to shift in light of new information and in light of new opportunities is a skill. Practicing will make you a more confident leader of change, now and in the future.

Styles are tailor made to different situations. Different leaders must have their own styles and these styles must be able to adapt to different people and situations.

The wise leader does not make a show of holiness or pass out grades for good performance. That would create a climate of success and failure. Competition and jealousy follow.

Cornel West says: “If your success is defined as being well adjusted to injustice and well adapted to indifference, then we don’t want successful leaders.

Don’t believe everything you think. Our minds are thought-creating machines. Most of these thoughts are fear-based. Our authentic self has the power to pick the thoughts that best serve us and those we lead.

At this point, I can no longer avoid setting out, in an initial, provisional statement, my own hypothesis about the origin of “bad conscience.” It is not easy to get people to attend to it, and it requires them to consider it at length, to guard it, and to sleep on it. I consider bad conscience the profound illness which human beings had to come down with, under the pressure of the most fundamental of all the changes which they experienced—that change when they finally found themselves locked within the confines of society and peace. Just like the things water animals must have gone though when they were forced either to become land animals or to die off, so events must have played themselves out with this half-beast so happily adapted to the wilderness, war, wandering around, adventure—suddenly all its instincts were devalued and “disengaged.” From this point on, these animals were to go on foot and “carry themselves”; whereas previously they had been supported by the water. A terrible heaviness weighed them down. In performing the simplest things they felt ungainly. In dealing with this new unknown world, they no longer had their old leader, the ruling unconscious drives which guided them safely. These unfortunate creatures were reduced to thinking, inferring, calculating, bringing together cause and effect, reduced to their “consciousness,” their most impoverished and error-prone organ! I believe that on earth there has never been such a feeling of misery, such a leaden discomfort—while at the same time those old instincts had not all at once stopped imposing their demands! Only it was difficult and seldom possible to do their bidding. For the most part, they had to find new and, as it were, underground satisfactions for them.

The new education must prepare our students to thrive in a world of flux, to be ready no matter what comes next. It must empower them to be leaders of innovation and to be able not only to adapt to a changing world but also to change the world.

Positive energy is unleashed when leaders give themselves permission to connect and express themselves from the core of who they are. When leaders practice authenticity, creativity, engagement, confidence, and a sense of inner resourcefulness emerge.

Do not try to predict the effects your actions will have, because you can’t. Instead, encourage people to adapt their actions to realize the overall intention as they observe what is actually happening. Give them boundaries which are broad enough to take decisions for themselves and act on them.

As the manager of my hedge fund, I’ve shorted the stocks of over two hundred companies that have eventually gone bankrupt. Many of these businesses started out with promising, even inspired ideas: natural cures for common diseases, for example, or a cool new kind of sporting goods product. Others were once-thriving organizations trying to rebound from hard times. Despite their differences, they all failed because their leaders made one or more of six common mistakes that I look for: They learned from only the recent past. They relied too heavily on a formula for success. They misread or alienated their customers. They fell victim to a mania. They failed to adapt to tectonic shifts in their industries. They were physically or emotionally removed from their companies’ operations.

Authentic leaders inspire us to engage with each other in powerful dreams that make the impossible possible. We are called on to persevere despite failure and pursue a purpose beyond the paycheck. This is at the core of innovation. It requires aligning the dreams of each individual to the broader dream of the organization.

If you’re able to entertain new ideas, think outside the box, and adapt quickly to new situations, you’re more likely to become and succeed as a leader (Lebowitz, 2016).

A traditional project manager focuses on following the plan with minimal changes, whereas an agile leader focuses on adapting successfully to inevitable changes.

his was a profession in which a good leader constantly had to adapt to new weapons, whether he liked them or not,

God prepares leaders with a specific place and task in mind. Training methods are adapted to the mission, and natural and spiritual gifts are given with clear purpose.

Be flexible like trees; when the wind blows bend, but do not break.

Five rules to follow to be a great leader: 1. Be curious. 2. Serve others. 3. Be purpose oriented. 4. Be adaptive. 5. Be positive.

Those five characteristics are:    1. Reactivity: the vicious cycle of intense reactions of each member to events and to one another.    2. Herding: a process through which the forces for togetherness triumph over the forces for individuality and move everyone to adapt to the least mature members.    3. Blame displacement: an emotional state in which family members focus on forces that have victimized them rather than taking responsibility for their own being and destiny.    4. A quick-fix mentality: a low threshold for pain that constantly seeks symptom relief rather than fundamental change.    5. Lack of well-differentiated leadership: a failure of nerve that both stems from and contributes to the first four. To reorient oneself away from a focus on technology toward a focus on emotional process requires that, like Columbus, we think in ways that not only are different from traditional routes but that also sometimes go in the opposite direction. This chapter will thus also serve as prelude to the three that follow, which describe the “equators” we have to cross in our time: the “learned” fallacies or emotional barriers that keep an Old World orientation in place and cause both family and institutional leaders to regress rather than venture in new directions.

Leaders who want to create adaptive, self-organizing teams steer rather than control—they influence, nudge, facilitate, teach, recommend, assist, urge, counsel, and, yes, direct in some instances.

Optimists Optimism is normal, but some fortunate people are more optimistic than the rest of us. If you are genetically endowed with an optimistic bias, you hardly need to be told that you are a lucky person—you already feel fortunate. An optimistic attitude is largely inherited, and it is part of a general disposition for well-being, which may also include a preference for seeing the bright side of everything. If you were allowed one wish for your child, seriously consider wishing him or her optimism. Optimists are normally cheerful and happy, and therefore popular; they are resilient in adapting to failures and hardships, their chances of clinical depression are reduced, their immune system is stronger, they take better care of their health, they feel healthier than others and are in fact likely to live longer. A study of people who exaggerate their expected life span beyond actuarial predictions showed that they work longer hours, are more optimistic about their future income, are more likely to remarry after divorce (the classic “triumph of hope over experience”), and are more prone to bet on individual stocks. Of course, the blessings of optimism are offered only to individuals who are only mildly biased and who are able to “accentuate the positive” without losing track of reality. Optimistic individuals play a disproportionate role in shaping our lives. Their decisions make a difference; they are the inventors, the entrepreneurs, the political and military leaders—not average people. They got to where they are by seeking challenges and taking risks. They are talented and they have been lucky, almost certainly luckier than they acknowledge. They are probably optimistic by temperament; a survey of founders of small businesses concluded that entrepreneurs are more sanguine than midlevel managers about life in general. Their experiences of success have confirmed their faith in their judgment and in their ability to control events. Their self-confidence is reinforced by the admiration of others. This reasoning leads to a hypothesis: the people who have the greatest influence on the lives of others are likely to be optimistic and overconfident, and to take more risks than they realize.

Traffic was in confusion for several days. For red to mean "stop' was considered impossibly counterrevolutionary. It should of course mean "go." And traffic should not keep to the right, as was the practice, it should be on the left. For a few days we ordered the traffic policemen aside and controlled the traffic ourselves. I was stationed at a street corner telling cyclists to ride on the left. In Chengdu there were not many cars or traffic lights, but at the few big crossroads there was chaos. In the end, the old rules reasserted themselves, owing to Zhou Enlai, who managed to convince the Peking Red Guard leaders. But the youngsters found justifications for this: I was told by a Red Guard in my school that in Britain traffic kept to the left, so ours had to keep to the right to show our anti-imperialist spirit. She did not mention America. As a child I had always shied away from collective activity. Now, at fourteen, I felt even more averse to it. I suppressed this dread because of the constant sense of guilt I had come to feel, through my education, when I was out of step with Mao. I kept telling myself that I must train my thoughts according to the new revolutionary theories and practices. If there was anything I did not understand, I must reform myself and adapt. However, I found myself trying very hard to avoid militant acts such as stopping passersby and cutting their long hair, or narrow trouser legs, or skirts, or breaking their semi-high-heeled shoes. These things had now become signs of bourgeois decadence, according to the Peking Red Guards. My own hair came to the critical attention of my schoolmates. I had to have it cut to the level of my earlobes. Secretly, though much ashamed of myself for being so "petty bourgeois," I shed tears over losing my long plaits. As a young child, my nurse had a way of doing my hair which made it stand up on top of my head like a willow branch. She called it "fireworks shooting up to the sky." Until the early 1960s I wore my hair in two coils, with rings of little silk flowers wound around them. In the mornings, while I hurried through my breakfast, my grandmother or our maid would be doing my hair with loving hands. Of all the colors for the silk flowers, my favorite was pink.

Leadership is most essential during periods of transition, when values and institutions are losing their relevance, and the outlines of a worthy future are in controversy. In such times, leaders are called upon to think creatively and diagnostically: what are the sources of the society’s well-being? Of its decay? Which inheritances from the past should be preserved, and which adapted or discarded? Which objectives deserve commitment, and which prospects must be rejected no matter how tempting? And, at the extreme, is one’s society sufficiently vital and confident to tolerate sacrifice as a waystation to a more fulfilling future?

When we limit ourselves by being the person we “should” be, we limit our aliveness. We may achieve success but not fulfillment because we are not living out all the important truths about ourselves, truths we need to slow down to excavate.

The wise leader pays respectful attention to all behavior. Thus the group becomes open to more and more possibilities of behavior. People learn a great deal when they are open to everything and not just figuring out what pleases the teacher.

Pass the Ball Enlightened leaders deliberately hand over responsibility in order to create engaged team-players able to adapt their approach to suit the conditions. ‘Command & Control’ in a VUCA world is unwieldy and increasingly uncompetitive.

The domain of leaders is the future. The work of leaders is change. The most significant contribution leaders make is not to today's bottom line; it is to the long-term development of people and institutions so they can adapt, change, prosper, and grow.

Even though he had lived in Monroe County his whole life, Walter McMillian had never heard of Harper Lee or To Kill a Mockingbird. Monroeville, Alabama, celebrated its native daughter Lee shamelessly after her award-winning book became a national bestseller in the 1960s. She returned to Monroe County but secluded herself and was rarely seen in public. Her reclusiveness proved no barrier to the county’s continued efforts to market her literary classic—or to market itself by using the book’s celebrity. Production of the film adaptation brought Gregory Peck to town for the infamous courtroom scenes; his performance won him an Academy Award. Local leaders later turned the old courthouse into a “Mockingbird” museum. A group of locals formed “The Mockingbird Players of Monroeville” to present a stage version of the story. The production was so popular that national and international tours were organized to provide an authentic presentation of the fictional story to audiences everywhere. Sentimentality about Lee’s story grew even as the harder truths of the book took no root.

As the acknowledged leader of the group by now, he threw out another challenge. In his most daring move, he insisted that in the group’s creative adaptation of the play they change the ending. In their version, with the title “To Revenge or Not to Revenge,” Hamlet should choose not to kill.

So as a leader it is critical to balance the strict discipline of standard procedures with the freedom to adapt, adjust, and manoeuvre to do what is best to support the overarching commander's intent and achieve victory. For leaders, in combat, business, and life, be disciplined, but not rigid.

The reason for this is that sharks adapt to their environment. If you catch a small shark and confine it, it will stay a size proportionate to the aquarium in which it lives. Sharks can be six inches long and fully mature. But turn them loose in the ocean and they grow to their normal size. The same is true of potential leaders. Some are put into an organization when they are still small, and the confining environment ensures that they stay small and underdeveloped. Only leaders can control the environment of their organization. They can be the change agents who create a climate conducive to growth.

Leaders make themselves and others comfortable in a changing world. They eagerly explore new ideas, approaches, and cultures rather than shrink defensively from what lurks around life's next corner. Anchored by nonnegotiable principles and values, they cultivate the "indifference" that allows them to adapt confidently.

As a network is swamped by chronic anxiety, it is marked by reactivity. Those within the system no longer act rationally, but rather, high emotion becomes the dominant form of interaction. The system’s focus is directed toward the most emotionally immature and reactive members. Those who are more mature and healthy begin to adapt their behavior to appease the most irrational and unhealthy. This creates a scenario where the most emotionally unhealthy and immature members in the system become de facto leaders, shaping the emotional landscape with the focus on their negative behavior and what they see as the negative behavior of others.

Decentralized Command was a necessity. In such situations, the leaders did not call me and ask me what they should do. Instead, they told me what they were going to do. I trusted them to make adjustments and adapt the plan to unforeseen circumstances while staying within the parameters of the guidance I had given them and our standard operating procedures. I trusted them to lead. My ego took no offense to my subordinate leaders on the frontlines calling the shots. In fact, I was proud to follow their lead and support them. With my leaders running their teams and handling the tactical decisions, it made my job much easier by enabling me to focus on the bigger picture.

The 9/11 attacks activated several of these group-related adaptations in my mind. The attacks turned me into a team player, with a powerful and unexpected urge to display my team’s flag and then do things to support the team, such as giving blood, donating money, and, yes, supporting the leader.31 And my response was tepid compared to the hundreds of Americans who got in their cars that afternoon and drove great distances to New York in the vain hope that they could help to dig survivors out of the wreckage, or the thousands of young people who volunteered for military service in the following weeks. Were these people acting on selfish motives, or groupish motives? The rally-round-the-flag reflex is just one example of a groupish mechanism.

As an example, teachers at any leader-centric course should “refer to Army operations or mission as “evolutions,” a term that has biological connotations rather than mechanistic ones. This suggests that the theme of curriculums, which deal with leader development, should be “adaptation and adjustment” rather than “precise planning and detailed schedule” curriculums and training plans that “enforce” procedures.148

Harriet Larson had said yes all her life. To her parents. To her teachers. To Lou and the girls. To Corinne and Sophie. She'd said yes to shopkeepers, to doctors, to car salesmen, to Girl Scout leaders, to Mormons on rounds, to hairdressers who wouldn't let her go gray. She'd been raised to say yes, to agree and approve and adapt and accommodate, to step aside as the architect of her own happiness. After Lou's death she vowed to say yes only when that yes belonged to her, solely to her. And so: Yes to college. Yes to teaching. Yes to retirement. Yes without being asked; yes before being asked. Yes to Book Club. Yes to Violet. Yes to the filthy and broken Dawna-Lynn, for whom she was searching out a bright, becoming color from a closet too full of beige. These yesses felt like power, like gateways, like love. "Frank." She laid her cheek on his chest. "Yes.

Well, anyhow, the practical outcome of all these damn democratic ideas, is that men of our quality -- yes, damn it! we have a quality -- excuse themselves from the hard and thankless service they owe -- not to the crowd, Dick, but to the race. (Much good it will do is to shirk like that in the long run.) We will not presume, we say, no. We shrug our shoulders and leave the geese, the hungry sheep, the born followers, call them what you will, to the leaders who haven't our scruples. The poor muts swallow those dead old religions no longer fit for human consumption, and we say 'let 'em.' They devour their silly newspapers. They let themselves be distracted from public affairs by games, by gambling, by shows and coronations and every soft of mass stupidity, while the stars in their courses plot against them. We say nothing. Nothing audible. We mustn't destroy the simple faith that is marching them to disaster. We mustn't question their decisions. That wouldn't be democratic. And then we sit here and say privately that the poor riff-raff are failing to adapt themselves to those terrible new conditions -- as if they had had half a chance of knowing how things stand with them. They are shoved about by patriotisms, by obsolete religious prejudices, by racial delusions, by incomprehensible economic forces. Amid a growth of frightful machinery...

A Good Group A good group is better than a spectacular group. When leaders become superstars, the teacher outshines the teaching. Very few superstars are down-to-earth. Fame breeds fame, and before long they get carried away with themselves. Then they fly off center and crash. The wise leader settles for good work and then lets others have the floor. The leader does not take all the credit for what happens and has no need for fame. A moderate ego demonstrates wisdom.

a good set of questions to determine whether a project leader—or even an individual contributor—has an agile mindset might be, "In what specific ways and with what practices do you focus on value first and constraints last?" "In what specific ways and with what practices do you manage teams rather than tasks?" "In what specific ways and with what practices do you adapt to change rather than conform to plans?" Try these out in your organization to get a feel for your agile maturity.

Even so, the advance of the far right in Europe and the United States reveals the need to rethink memory work, to adapt it to new generations for whom the Second World War feels like a long-ago crisis. It's important to tell a story people can identify with, a story of ordinary people, the Mitlaufer, and not only of heroes, victims, or monsters. To raise awareness that, if history as such does not repeat itself, sociological and psychological mechanisms do, which push individuals and societies to make irrational choices by supporting regimes and leaders who are opposed to their interests, by becoming complicit in criminal ideas and actions. The most dangerous monster is not a megalomaniacal and violent leader, but us, the people who make him possible, who give him the power to lead. By our opportunism, by our conformity to all-powerful capitalism, which places money and consumption over education, intelligence, and culture, we are in danger of losing the democracy, peace, and freedom that so many of our predecessors have fought to preserve.

In a totalitarian state, which is a mirror of his upbringing, this citizen can also carry out any form of torture or persecution without having a guilty conscience. His “will” is completely identical with that of the government. Both Hitler and Stalin had a surprisingly large number of enthusiastic followers among intellectuals. Our capacity to resist has nothing to do with our intelligence but with the degree of access to our true self. Indeed, intelligence is capable of innumerable rationalizations when it comes to the matter of adaptation. Educators have always known this and have exploited it for their own purposes. Grünewald writes that he has never yet found willfulness in an intellectually advanced or exceptionally gifted child. Such a child can, in later life, exhibit extraordinary acuity in criticizing the ideologies of his opponents—and in puberty even the views by his own parents—because in these cases his intellectual powers can function without impairment. Furthermore, the teacher finds the soil already prepared for obedience, and the political leader has only to harvest what has been sown.

The R6 Resilience Change Management Framework is a cyclical framework that consists of six iterative puzzle pieces: 1. Review the Macro/Micro Changes: This iteration emphasizes the importance of scanning (mostly) the external environment to identify emerging trends, disruptions, and opportunities. By understanding the broader context in which the organization operates, leaders can anticipate future challenges and proactively adapt their strategies. There should never be a time in the organizations existence where it stops reviewing the macro changes. There are times, though, when micro changes (internal) are where the focus needs to be. 2. Reassess the Business’ Capabilities in the Context of Macro Changes: This iteration is fundamentally about “who are we, and how can we really add value?” It also involves a critical evaluation of the organization's strengths, weaknesses, opportunities, and threats in light of the identified macro changes. This reassessment helps to identify areas where the organization needs to adapt or transform its capabilities to remain competitive. This iteration is largely inward-looking, focused on the organization. But it tempered with the idea that “how do our capabilities allow us to add value to our customers lives (existing or new).” 3. Redefine Target Market(s) Based on Reassessment of Capabilities: This iteration focuses on aligning the organization's target markets with the evolving needs and preferences of customers, the changing competitive landscape, and the new reality of the businesses capabilities. This may involve identifying new customer segments, developing personalized offerings, creating seamless omnichannel experiences, or approaching the same target market in new ways (offering them new kinds of value, or the same kind of value in new ways). 4. Redirect Capabilities Toward Redefined Target Market: This iteration involves realigning the organization's resources, processes, and strategies to effectively serve the redefined target markets. This may require investments in new technologies, optimization of supply chains, or the development of innovative products and services. 5. Restructure the Organization: This iteration focuses on adapting the organization's structure, culture, and talent to support the desired changes. This may involve creating agile teams, fostering a culture of innovation, or empowering employees to make decisions through new policies. 6. Repeat in Perpetuity – or – Render Paradigm Shift [R6-RPS]: This iteration underscores the importance of continuous monitoring, evaluation, and adaptation. The R6 framework is not a one-time process in response to a change event, but an iterative cycle that enables organizations to remain agile and resilient in the face of ongoing change. Additionally, there are times when before repeating the cycle, a business may want/need to render an external paradigm shift by introducing a product or service or way of doing things that fundamentally changes the market – fundamentally changes the value exchange between customers, employees and organizations.

Force and Conflict The leader who understands how process unfolds uses as little force as possible and runs the group without pressuring people. When force is used, conflict and argument follow. The group field degenerates. The climate is hostile, neither open nor nourishing. The wise leader runs the group without fighting to have things a certain way. The leader’s touch is light. The leader neither defends nor attacks. Remember that consciousness, not selfishness, is both the means of teaching and the teaching itself. Group members will challenge the ego of one who leads egocentrically. But one who leads selflessly and harmoniously will grow and endure.

The Reagan formula featured a president with little comprehension of, indeed little interest in, most of the major issues of the day but with an actor’s skill in assuming a symbolic role, that of quasi-monarch. That same formula also aimed at replacing the idea of an engaged and informed citizenry with that of an audience which, fearful of nuclear war and Soviet aggression, welcomed a leader who could be trusted to protect and reassure them of their virtue by retelling familiar myths about national greatness, piety, and generosity. It was demagoguery adapted to the cinematic age: he played the leader while “we the people” relapsed into a predemotic state.

I believe a partial answer can be found in the responses made to the Mariner IV findings by political leaders, by Mr. Billy Graham, and by other American divines - often sure barometers of common attitudes. They were unmistakably relieved. Finding life beyond the Earth - particularly intelligent life, although this is highly unlikely on Mars - wrenches at our secret hope that Man is the pinnacle of creation, a contention which no other species on our planet can now challenge. Even simple forms of extraterrestrial life may have abilities and adaptations denied to us. The discovery of life on some other world will, among many things, be for us a humbling experience.

Nonetheless, as Seattle's leaders and residents would discover, this new urban environment was a palimpsest of exploitation, conflict, compromise, adaptation, and defeat. Physical forces and creatures beyond human control always pushed back. So, too, did the people who suffered from the changes. The new urban ecology was never the result of purely natural forces but the combination of human power magnified or thwarted by an unpredictable physical environment. The non-human environment that enfolded the city was not predetermined, nor was the poverty that the decades of shaping and reshaping Seattle had aggravated. In the end, the ecology of urban poverty was altogether a human creation.

Derethil and his men set sail, and though the winds were still, they rode the Wandersail around the whirlpool, using the momentum to spin them out and away from the islands. Long after they left, they could see the smoke rising from the ostensibly peaceful lands. They gathered on the deck, watching, and Derethil asked Nafti the reason for the terrible riots.” Hoid fell silent, letting his words rise with the strange smoke, lost to the night. “Well?” Kaladin demanded. “What was her response?” “Holding a blanket around herself, staring with haunted eyes at her lands, she replied, 'Do you not see, Traveling One? If the emperor is dead, and has been all these years, then the murders we committed are not his responsibility. They are our own.

Before the Tower, humanity trusted much of its power to individuals. Most people let others make decisions on their behalf and believed their leaders would keep everyone’s best interests in mind. They tried to be careful about who they gave their power to, but often chose badly. It took time and experience for them to learn whom they could and could not trust, and even then, it didn’t always work. So humanity adapted, creating laws that people hoped would protect them from those who would take advantage, or who sought power over and above anything else. But systems could be dismantled. The people who were given power could be corrupted by it. And more often than not, those who sought power and had only their own self-interests at heart rose to the top.

LEADING LESSONS Stretch your legs. By this I mean you need to let go of the structure and rigidity of your life and do something different. There’s a saying: You don’t have to be great to start, but you have to start to be great. When I signed on to do Footloose, I learned about commitment on a whole new level. The tools I had called upon in the past to help me win dance competitions were not the ones I needed now. I had to find new ways to win at this as well. I had to let go of what had worked before and figure out new solutions. Flexibility is something all leaders need in their tool belt--the ability to roll with things, to shift gears, to approach something in a new and different way. The only thing certain in life is that life isn’t certain. Leaders know this, expect it, and change their hearts and heads to adapt to the situation.

Leadership is the ability to see the potential in others that they may not yet see in themselves." "Great leaders don’t just navigate change; they embrace it and turn it into opportunity." "A leader’s true power lies in their ability to empower others to lead." "To lead is to serve; the strongest leaders are those who lift others higher." "Leadership is not a destination; it’s a commitment to continuous growth and learning." "True leaders inspire action through integrity, not authority." "The heart of leadership is knowing that every voice matters, including the quietest ones." "A leader's legacy is defined not by their achievements but by the impact they leave on others." "Leadership is about creating a vision that others can believe in, and a path they want to follow." "The essence of leadership is adaptability—responding with wisdom in the face of uncertainty.

Take It Easy Trying too hard produces unexpected results: The flashy leader lacks stability. Trying to rush matters gets you nowhere. Trying to appear brilliant is not enlightened. Insecure leaders try to promote themselves. Impotent leaders capitalize on their position. It is not very holy to point out how holy you are. All these behaviors come from insecurity. They feed insecurity. None of them helps the work. None contributes to the leader’s health. The leader who knows how things happen does not do these things. Consider: When you think that you are so good, what are you comparing yourself with? God? Or your own insecurities? Do you want fame? Fame will complicate your life and compromise simplicity in your comings and goings. Is it money? The effort of trying to get rich will steal your time. Any form of egocentricity, of selfishness, obscures your deeper self and blinds you to how things happen.

Leaders, some of whom are politicians in this book while others are soldiers, must be able to master four major tasks.2 Firstly, they need comprehensively to grasp the overall strategic situation in a conflict and craft the appropriate strategic approach – in essence, to get the big ideas right. Secondly, they must communicate those big ideas, the strategy, effectively throughout the breadth and depth of their organization and to all other stakeholders. Thirdly, they need to oversee the implementation of the big ideas, driving the execution of the campaign plan relentlessly and determinedly. Lastly, they have to determine how the big ideas need to be refined, adapted and augmented, so that they can perform the first three tasks again and again and again. The statesmen and soldiers who perform these four tasks properly are the exemplars who stand out from these pages. The witness of history demonstrates that exceptional strategic leadership is the one absolute prerequisite for success, but also that it is as rare as the black swan.

If you’re not part of the solution, you’re part of the problem,” or Martin Luther King’s statement that “our scientific power has outgrown our spiritual power. We have guided missiles and misguided men,” or Malcolm’s “We can work together with all other leaders and organizations, in harmony and unity, to eliminate evil in our community.” The saying “It takes a whole village to raise a child” (which I had seen in a little newsletter identifying it as an African proverb) really caught on. After about a year organizations all over the country began using it, and Hillary Rodham Clinton recently adapted it for the title of her book. Jimmy also began writing a regular column for the newsletter, raising all sorts of questions, such as, “Why are we at war with one another.?” “How will we make a living?” “What Time is it in Detroit and the World?”1 Clementine’s deeply felt appeals, Jimmy’s challenging questions, and my inclusion of news of community-building activities all helped to create the image of SOSAD as not just another organization but the spearhead of a new movement.

Groups like SEAL teams and flight crews operate in truly complex environments, where adaptive precision is key. Such situations outpace a single leader’s ability to predict, monitor, and control. As a result, team members cannot simply depend on orders; teamwork is a process of reevaluation, negotiation, and adjustment; players are constantly sending messages to, and taking cues from, their teammates, and those players must be able to read one another’s every move and intent. When a SEAL in a target house decides to enter a storeroom that was not on the floor plan they had studied, he has to know exactly how his teammates will respond if his action triggers a firefight, just as a soccer forward must be able to move to where his teammate will pass the ball. Harvard Business School teams expert Amy Edmondson explains, “Great teams consist of individuals who have learned to trust each other. Over time, they have discovered each other’s strengths and weaknesses, enabling them to play as a coordinated whole.” Without this trust, SEAL teams would just be a collection of fit soldiers

One of the most extraordinary examples of adaptation to immaturity in contemporary American society today is how the word abusive has replaced the words nasty and objectionable. The latter two words suggest that a person has done something distasteful, always a matter of judgment. But the use of the word abusive suggests, instead, that the person who heard or read the objectionable, nasty, or even offensive remark was somehow victimized by dint of the word entering their mind. This confusion of being “hurt” with being damaged makes it seem as though the feelings of the listener or reader were not their own responsibility, or as though they had been helplessly violated by another person’s opinion. If our bodies responded that way to “insults,” we would not make it very far past birth. The use of abusive rather than objectionable has enabled those who do not want to take responsibility for their own efforts to tyrannize others, especially leaders, with their “sensitivity.” The desire to be “inoffensive” has resulted in more than one news medium producing long lists of words, few of which are really nasty, that reporters should avoid using for fear of “hurting” someone. Obviously there are some words that are downright impolite if not always hostile and disparaging, but making everyone sensitive to the sensitivities of others plays into the hands of those who feel powerless.

I've spent time with a lot of very busy people: business leaders, prominent journalists, multiple presidents. Despite the unusually high demands on their schedules, something they all have in common is that they carve out time for reading, and for consuming information that may not seem to have anything to do with their jobs. When President Obama released summer reading lists or his top book recommendations for the year, a chorus of 'yeah, right' could occasionally be heard from certain corners of the internet, where skeptics who doubted he had time to read contemporary literature liked to hang out. But President Obama read all those books, and many more. Taking time after a long day to sit down and read some Chinese science fiction, a novel by Jesmyn Ward, or even one of Ron Chernow's biographies was an escape, but it also oxygenated Obama's brain. There may not have been a specific moment when he consciously connected the dots between a novel he read two years earlier and the issue at hand, but moving beyond your own experience is an important part of developing the kind of perspective that helps with decision-making. It's also how the most effective people connect. Developing broad general knowledge gives you the flexibility to adapt to your audience on the fly, as well as the ability to naturally relate to diverse groups. And besides, have you ever recommended a book to someone who ended up really loving it? It's a unique way of understanding someone better, and that kind of communication goes both ways.

He continues: "Happily the Greek nation, more than any other, abounds in literary masterpieces. Nearly all of the Greek writings contain an abundance of practical wisdom and virtue. Their worth is so great that even the most advanced European nations do not hesitate to introduce them into their schools. The Germans do this, although their habits and customs are so different from ours. They especially admire Homer's works. These books, above all others, afford pleasure to the young, and the reason for it is clearly set forth by the eminent educator Herbart: "'The little boy is grieved when told that he is little. Nor does he enjoy the stories of little children. This is because his imagination reaches out and beyond his environments. I find the stories from Homer to be more suitable reading for young children than the mass of juvenile books, because they contain grand truths.' "Therefore these stories are held in as high esteem by the German children as by the Greek. In no other works do children find the grand and noble traits in human life so faithfully and charmingly depicted as in Homer. Here all the domestic, civic, and religious virtues of the people are marvellously brought to light and the national feeling is exalted. The Homeric poetry, and especially the 'Odyssey,' is adapted to very young children, not only because it satisfies so well the needs which lead to mental development, but also for another reason. As with the people of olden times bravery was considered the greatest virtue, so with boys of this age and all ages. No other ethical idea has such predominance as that of prowess. Strength of body and a firm will characterize those whom boys choose as their leaders. Hence the pleasure they derive from the accounts of celebrated heroes of yore whose bravery, courage, and prudence they admire.

I think the people who make that argument tend to confuse “affective empathy” with the cognitive variety I'm advocating. Affective empathy implies sharing, almost physically, the feelings of other people. It makes it harder to share direct feedback (you don't want to hurt people's feelings) and make tough calls (you want to make everybody feel good about a decision). Cognitive empathy, on the other hand, helps you understand how other people feel and think, and as a result helps you adapt your decisions and behavior accordingly; it thus enables better-informed decision-making. As a leader, you should still act in the best interest of your business, but by understanding how your decisions affect other people, both positively and negatively, you're better able to act with clarity and decisiveness, with fewer negative side effects.

When I selected the captain I was looking for four principal virtues. The first was a desire to lead on the field. The second attribute I wanted was someone I could trust to convey my desires, and the third was a person whom the other players would respect as a leader and whose instructions they would follow. I also wanted captains capable of adapting to changing circumstances.

If I am willing to feel stupid for a little bit, I can keep getting smarter and smarter.” Exactly!

Models of leader attributes that dominated in the early part of the 20th century emphasized leader traits. Several surveys and reviews of this literature identified a number of dispositional qualities that distinguished leaders from nonleaders, including intelligence, originality, dependability, initiative, desire to excel, sociability, adaptability, extroversion, and dominance. However, no single personal quality was strongly and consistently correlated with leadership.

Having a clear vision and a solid plan for your business is essential, but it’s equally important to be flexible and adaptable as circumstances evolve. Surround yourself with people who inspire and support your goals, and stay focused on your long-term vision.

The adaptability of our brain is remarkable. By simply adjusting our mindset, we can rewire our neural pathways, leading us to a more harmonious life-work balance.” - Marlene Gonzalez, Author of Brain Boost “Your brain is an intricate maestro, orchestrating everything from your heartbeat to your decisions. It's pivotal in determining how you balance emotions with the demands of work and life.” - Marlene Gonzalez, Author of Brain Boost “The brain's incredible ability for neuroplasticity reminds us that we can always learn, adapt, and find equilibrium in our work-life balance.” - Marlene Gonzalez, Author of Brain Boost “While emotional intelligence and personality types offer insights into behavioral prowess, understanding how the brain functions adds depth, guiding us towards more effective leadership and a balanced life.” - Marlene Gonzalez, Author of Brain Boost “Consider your brain as a trainable muscle. By nurturing it, you not only strengthen resilience against stress but also pave the way for a balanced life and work journey.” - Marlene Gonzalez, Author of Brain Boost

remember one subtle but important distinction: your goal is not to change yourself or your change leader style. Your goal is awareness and adaptation: becoming more aware of your tendencies, and honing your ability to adopt new behaviors when those would lead to more successful outcomes. Regardless of your change leader style, here are two strategies to help you lead change intelligently and impactfully:

Questioning conventional wisdom is not a sign of weakness but a mark of a forward-thinking leader ready to adapt and thrive in the ever-evolving business landscape.

It is wrong to suppose that if you can’t measure it you can’t manage it—a costly myth.

When an organization needs to adapt and adjust frequently, humility allows both leaders and followers to be more receptive to new ideas, criticism, or changes in the external environment. As one leader said, “Failure finds its grace in adjustment.

In successful cultures, leaders hire people who will bring the desired culture to life.

The rule for the mentoring meeting was that we could talk only about long-term issues, and primarily people issues. All business concerning a leaking valve or failed circuit card had to occur outside these meetings. During the first set of discussions, we adapted a useful technique for long-term focus and planning. I asked each of them to write their end-of-tour awards. Since these supervisors are assigned to the submarine for three years, this particular exercise made them look that far into the future.

Among the historical rivals of the Mehsuds were the Wazirs. They had been influenced by radical ideology as well, but their leaders saw less cause to act in overt hostility to Pakistan, at least for now. Musharraf adapted the British colonial strategy of playing one tribal network against the other. The Pakistani military’s lines of communication to Afghanistan had long run through Wazir territory in North Waziristan. Musharraf and his corps commanders “thought we should play ball with the Wazirs,” as Musharraf put it. When American officials protested, he told them, “Leave the tactical matters to us. We know our people.”9

We know from research (and common sense) that people who understand and manage their own and others’ emotions make better leaders. They are able to deal with stress, overcome obstacles, and inspire others to work toward collective goals. They manage conflict with less fallout and build stronger teams. And they are generally happier at work, too. But far too many managers lack basic self-awareness and social skills. They don’t recognize the impact of their own feelings and moods. They are less adaptable than they need to be in today’s fast-paced world. And they don’t demonstrate basic empathy for others: they don’t understand people’s needs, which means they are unable to meet those needs or inspire people to act. One of the reasons we see far too little emotional intelligence in the workplace is that we don’t hire for it. We hire for pedigree. We look for where someone went to school, high grades and test scores, technical skills, and certifications, not whether they build great teams or get along with others. And how smart we think someone is matters a lot, so we hire for intellect. Obviously we need smart, experienced people in our companies, but we also need people who are adept at dealing with change, understand and motivate others, and manage both positive and negative emotions to create an environment where everyone can be at their best.

Joe found, rather than thinking of their strategy as distributing sheet music, it’s often better for leaders who want to unleash large-scale change to encourage people to “play jazz,” to adapt to circumstances and try new things “without ever entirely abandoning the original theme.

In all primate groups, members direct attention up the hierarchy rather than down. We humans are a lot like baboons and chimpanzees, who check every twenty or thirty seconds to see what the alpha male in their troop is doing. This lopsided attention is adaptive because more powerful creatures dispense rewards and punishments. Human bosses often don’t realize how closely underlings monitor their every word and deed—and are oblivious of the gyrations that subordinates go through to protect themselves from and please those at the top of the pecking order.

perspective, and generate new options for actions. Let’s look at the difference between knowledge and questions: Knowledge is past; Questions are future. Knowledge is static; Questions are dynamic. Knowledge is rigid; Questions are flexible. Knowledge limits options; Questions create possibilities. Knowledge requires adaptation; Questions call for innovation. Knowledge is a location; Questions are a journey. Knowledge can be superior; Questions require humility. Knowledge knows; Questions learn.

Good collaboration leads to improvement. Great collaboration leads to innovation.

When the Canada geese fly north in spring, there is a leader who points the way, a leader at the apex of the V as the formation moves across the land. Those who follow must believe that the leader is doing the best he can but there is no guarantee that all journeys will end in salvation for everyone involved.

Many leaders forget that there are actually two types of performance, both important yet mutually opposed. Most organizations manage tactical performance—the ability to execute against a plan. But adaptive performance—the ability to diverge from a plan—is just as important. Because tactical performance and adaptive performance are opposites, they live in a tension that few leaders have learned how to balance.

As a leader, I aim to be dynamic whenever necessity ask for it and adaptive to any change that occurs without a notice.

As countries became postindustrial, educated, and internationally linked, their rulers had to adapt—or, at least, pretend to. Amid the third wave of democracy, liberal norms spread worldwide. The force of this modernizing onslaught was what eventually caused the losers to rally. Today’s nativist populism—in both West and East—unites the economic resentment and obsolescent values of those hurt by the postindustrial transition. Workers and others from dying industrial regions; owners of polluting factories and mines; farmers and rural laborers; the illiberal old, disoriented by value change—all come together in a powerful but gradually shrinking coalition. That coalition furnishes support for populists in advanced democracies and spin dictators in semi-modernized autocracies. Instead of compensating and reintegrating economic losers, such leaders exploit them.

The good-to-great leaders understood three simple truths. First, if you begin with “who,” rather than “what,” you can more easily adapt to a changing world. If people join the bus primarily because of where it is going, what happens if you get ten miles down the road and you need to change direction? You’ve got a problem. But if people are on the bus because of who else is on the bus, then it’s much easier to change direction: “Hey, I got on this bus because of who else is on it; if we need to change direction to be more successful, fine with me.” Second, if you have the right people on the bus, the problem of how to motivate and manage people largely goes away. The right people don’t need to be tightly managed or fired up; they will be self-motivated by the inner drive to produce the best results and to be part of creating something great. Third, if you have the wrong people, it doesn’t matter whether you discover the right direction; you still won’t have a great company. Great vision without great people is irrelevant.

And distinguishing success from failure, oddly, can be the hardest task of all: arrogant leaders can ignore the distinction; our own denial can blur it; and the sheer complexity of the world can make the distinction hard to draw even for the most objective judge.

At the top of the list was US Steel, a gigantic corporation even by today’s standards, employing 221,000 workers. This was a company with everything going for it: it was the market leader in the largest and most dynamic economy in the world; and it was in an industry that has been of tremendous importance ever since. Yet US Steel had disappeared from the world’s top hundred companies by 1995; at the time of writing, it was not even in the top five hundred.

Companies must adapt to the demands of today’s workforce and radically change their management style.

We measured transformational leadership using survey questions adapted from Rafferty and Griffin (2004):1 My leader or manager: (Vision) ​–​Has a clear understanding of where we are going. ​–​Has a clear sense of where he/she wants our team to be in five years. ​–​Has a clear idea of where the organization is going. (Inspirational communication) ​–​Says things that make employees proud to be a part of this organization. ​–​Says positive things about the work unit. ​–​Encourages people to see changing environments as situations full of opportunities. (Intellectual stimulation) ​–​Challenges me to think about old problems in new ways. ​–​Has ideas that have forced me to rethink some things that I have never questioned before. ​–​Has challenged me to rethink some of my basic assumptions about my work. (Supportive leadership) ​–​Considers my personal feelings before acting. ​–​Behaves in a manner which is thoughtful of my personal needs. ​–​Sees that the interests of employees are given due consideration. (Personal recognition) ​–​Commends me when I do a better than average job. ​–​Acknowledges improvement in my quality of work. ​–​Personally compliments me when I do outstanding work.

In the fast-paced, technology-driven world of today, businesses and organizations face the constant challenge of adapting to ever-evolving technological landscapes. SAP, which stands for Systems, Applications, and Products, has risen to the forefront as a leader in enterprise software solutions. SAP offers a diverse range of tools and applications that help businesses streamline their processes, make informed decisions, and manage their resources efficiently. As the demand for SAP expertise grows, SAP training programs have become pivotal for individuals and organizations alike. In a world where data is the new currency, organizations are increasingly turning to SAP to digitize their operations. Whether it's finance, human resources, supply chain management, or customer relationship management, SAP provides comprehensive solutions that allow organizations to integrate and automate their processes.

Being able to predict next year’s prices is enormously important to management. Being able to predict prices in five and ten years hence is a major strategic advantage. The managements of certain aggressive companies have realized that well-documented cost behavior could be factored into their pricing strategies. They set pricing and investment strategies as a function of volume-driven costs. At times, they reduced prices below current costs in anticipation of the decline in costs that they knew would result from expansion of volume. Capacity was added ahead of demand. The earliest companies to adopt experience-based strategies ran roughshod over their slower-adapting competitors. They often preempted their competitors by claiming enough of a growing demand so that when their competitors attempted a response, little volume remained, and the leaders’ costs could not be matched.

And this is what I know. The humans are desperate. They have nowhere else to go. And they will not stop. They will never stop. And I know that you may think humans are small and weak, but they will never stop adapting, never stop innovating. A true war between the human and Fey nations will be catastrophic. Millions of people will die. I know this in my bones. But…” She reached into her pocket and withdrew a heavily creased piece of parchment. This she laid on the table. It was a letter. “What is that?” I asked. “This is a letter from the leaders of a coalition of human nations,” she said. “My husband does not know that I have this, and I would like to keep it that way.” I picked up the letter and unfolded it, skimming it. “They will be meeting, soon. On an island to the south, off the coasts,” she said. “I took this letter from one of the people who came here. The leaders will all be there, including those leading this mission.

Building resilience as a corporate executive leader is a must. One key to effective leadership is building emotional intelligence and setting achievable goals with a growth mindset. Resilience plays a vital role in this process, allowing executive leaders to adapt, adjust, and stay focused on the vision. Remember, continual learning and adaptability are crucial for leading your team successfully.

Adaptive leadership involves learning from failures and turning them into Opportunities for growth. Leaders who integrates reflection and learning into their leadership style are better equipped to navigate future challenges. They foster a culture of continuous improvement, where both successes and failures are valued as learning experiences.

Being a good leader today doesn't mean you'll be a good leader 10 years from now. You have to adapt to the times.

In a world where technology is allowing sharks to fall prey to minnows, business leaders have to become fluent in information technology. As companies seek to negotiate the new landscape, as they eye potential rivals and partners, they have to elevate technology to the core of strategic thinking in every business unit. In addition to employing a chief information officer, who generally tends to the nuts and bolts of the technology a company uses, there is a strong argument for having a chief digital officer, who oversees technology as a strategic issue. Technology is becoming the lever through which companies can disrupt their own business models and adapt to the changing basis of competition. Burberry,

In order to be strategically competitive today, leaders must be able to critically reexamine data and perceive information in novel ways, to dramatically shift perspectives, and to re-create and adapt continually. As