Sublime

Organizational adaptation occurs through experimentation.

Adaptive leadership is the practice of mobilizing people to tackle tough challenges and thrive.

Mieux vaut apporter de la compétence aux personnes dont nous sommes responsables que de chercher à les protéger.

Adaptive leadership is specifically about change that enables the capacity to thrive.

Adaptive executives and operations folks understand that their most vital responsibility is getting the right people in the right roles doing the right jobs.

Yet a general bias toward inclusion builds adaptive capacity for the long run. Inclusion stresses that people in the network of relationships respect one another and gives you more options for future crises because you have established a firm relationship with people who have struggled through something difficult together.

Your boss and other senior authority figures are essential to any intervention you try to lead. To sustain their support, you need to do more than just figure out how they feel personally about the adaptive issue you are seeking to address. First, you need to prepare them for the disequilibrium you are going to generate in the organization. Second,

The practice of leadership, like the practice of medicine, involves two core processes: diagnosis first and then action. And those two processes unfold in two dimensions: toward the organizational or social system you are operating in and toward yourself.

Get Past the Past To lead adaptive change, you have to refashion loyalties; that is, have a conversation both in your heart and in person with people to whom you have loyalty in which you explain to them why the current situation requires you to sift through their expectations of you, honoring many of them but not all.