Sublime

five distinguishing characteristics of an adaptive culture, based on our experience working with all types of organizations from every corner of the globe. • Elephants on the table are named. • Responsibility for the organization is shared. • Independent judgment is expected. • Leadership capacity is developed. • Reflection and continuous learning

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

Every key person should have at least one person who can replace him or her.

Adaptive work involves orchestrating multiple and passionately held points of view. In an ideal world, people would not be threatened by the existence of contrasting viewpoints. Instead, they would view them simply as different pieces of the larger picture that everyone needs to see.

adaptive leadership generates leadership so that people routinely go beyond their job descriptions.

Building a leadership pipeline is essential to long-term adaptability because the key bottleneck to growth is so often the quantity and quality of leadership available in the organization. People learn to lead on the job.

An organization will be better equipped to identify and grapple with adaptive challenges if its people do not expect the CEO and other senior authorities to always have the answers.

Adaptive challenges are typically grounded in the complexity of values, beliefs, and loyalties rather than technical complexity and stir up intense emotions rather than dispassionate analysis.

From the moment humans are born, they turn to those in authority to provide answers, comfort, sustenance, and safety. Their