Adapt
President Roosevelt’s words ring true now more than ever. With shifting geopolitics, the aftermath of a global pandemic, and transformative new technologies, what organizations once deemed "normal" is in constant flux.
To make matters more complex, the pace of change is accelerating. A 2020 Harvard Business School survey revealed that 71% of 1500 executives from more than 90 countries identified adaptability as the most important quality they sought in a leader. Additionally, according to the World Economic Forum’s 2023 Future of Jobs Report, 44% of workers’ core skills are expected to change by 2027. These findings underscore the growing importance of adaptability—not just for workers navigating evolving skill requirements but for leaders guiding their organizations through transformative change
Why Adaptability Matters
As desired hard skills evolve, hiring teams must focus on adaptability—an essential skill that allows leaders to thrive during inevitable transitions. Adaptability demands introspection, critical thinking, and emotional intelligence to navigate interpersonal dynamics in times of change. It’s no surprise that LinkedIn’s 2024 report on The Most In-Demand Skills for 2024 ranks adaptability as the “Top skill of the moment.”
The takeaway? Finding adaptability starts with being adaptable. Sticking to traditional processes can stifle an organization’s ability to spot potential in unconventional candidates. Adaptable leaders, on the other hand, actively seek opportunities for growth, both personally and professionally. A McKinsey study, highlighted in the 2021 article Future proof: Solving the ‘adaptability paradox' for the long term revealed adaptability as the leading success factor during moments of transformation, directly linked to better innovation and performance. These leaders leverage flexibility to stay ahead of competitors, foster collaborative cultures, and uncover new opportunities.
The Challenge: Recognizing Adaptive Talent
Let’s consider a hiring scenario: Two interviewers assess a candidate for a critical role. Interviewer A is blown away by the candidate’s resilience, having quickly risen to leadership roles while juggling retail work during the day and earning a community college degree at night. Interviewer B? Not as impressed. They are skeptical and question whether the candidate’s background aligns with the company’s culture of Ivy League-educated clients. This difference reflects a cognitive bias known as "affinity bias," where familiarity shapes judgment.
How can interviewers adopt an adaptable mindset to evaluate talent effectively?
Strategies for Building Adaptability
Notice and Question Perspectives
Approach differing viewpoints with curiosity instead of judgment. For example, Interviewer B could reflect on how their own biases around pedigree, education, or work experience might influence their assessment of a candidate. With additional shifts in self-awareness, interviewers can note instances when their biases pop up and be open to alternative definitions of success.Encourage Constructive Disagreement
Adaptive leaders foster respectful dialogue, allowing diverse perspectives to shape decision-making. By creating a psychologically safe environment, the hiring team can debate objectively and collaboratively identify the best fit. The goal isn’t to prove who’s right but to leverage different perspectives to uncover the most effective solution.Reassess Processes Regularly
Innovation thrives on reflection. Hiring teams should evaluate recruitment practices, embracing tools like structured interviews or AI-driven assessments to reduce bias and highlight adaptive traits. Letting go of outdated practices makes room for more inclusive and forward-thinking approaches.
Looking Ahead
Adaptability is more than a desirable quality—it’s a leadership imperative. Leaders who prioritize adaptability can navigate uncertainty, foster innovation, and cultivate resilient teams. By embedding adaptability into hiring and leadership development, organizations are better equipped to face future challenges.
So, should the interviewers hire the candidate? It’s never that simple. What’s clear, however, is that fostering a culture of adaptability begins with both leaders and candidates embracing a growth mindset. The ability to notice personal biases, engage in constructive dialogue, and reassess outdated processes is crucial—not just for hiring the right talent but for building inclusive, innovative teams.
As Theodore Roosevelt reminded us, the key is not to fear change but to meet it with open arms. Adaptability allows leaders and organizations to prepare for the complexities of tomorrow’s world, equipped with tools and strategies that drive progress
By fostering adaptability, leaders can prepare their teams and organizations for the complexities of tomorrow’s world. Ready to take the next step? Sign up for our Insights so you can stay up to date on the latest news and resources available to your organization coming in 2025. Discover how idea+ can empower you to shape an organization equipped to meet the challenges of a dynamic and interconnected world. Explore case studies and actionable strategies that strengthen interpersonal skills, foster inclusion, and build the adaptability needed to lead effectively in complex environments.
