Written by: Martin Cunningham, Executive Contributor
Executive Contributors at Brainz Magazine are handpicked and invited to contribute because of their knowledge and valuable insight within their area of expertise.
The modern workplace is undergoing rapid and significant changes, driven by a combination of post-COVID societal changes and advancements in artificial intelligence. This pace of change has forced employers and employees alike to adapt their attitudes towards work pay and conditions. In this article, we will explore the importance of adaptability in the modern workplace and discuss how adaptability can be assessed, developed, and fostered in individuals and teams.
“71 percent of 1,500 executives surveyed, in more than 90 countries, said that adaptability was the most important leadership quality in these times.”
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The Changing Attitudes of Employers and Employees Towards Work Pay and Conditions
The shift towards remote work, flexible schedules, and gig-based employment has challenged traditional notions of work pay and conditions. Employers are increasingly recognising the value of providing work arrangements that better align with the needs and preferences of their employees, while employees are seeking greater work-life balance and job satisfaction. This shift has also raised concerns around job security, benefits, and fair pay. However, employers offering competitive compensation packages, flexible work arrangements, and a positive work culture are better positioned to attract and retain top talent.
The Role of Adaptability in the Modern Workplace
Adaptability has emerged as a top desired quality or competence for hiring managers, enabling individuals and teams to navigate change and uncertainty more quickly and effectively. Companies that can adapt to changing market conditions and customer needs are more likely to remain competitive and profitable. Moreover, adaptable individuals are better equipped to respond to new challenges and opportunities and are more resilient in the face of setbacks.
AQai, a leading assessment provider, measures adaptability quotient through the dimensions of ability, character, and environment. Ability is assessed through grit, mental flexibility, mindset, resilience, and the ability to unlearn and relearn; character is measured through emotional range, extroversion, hope, motivational style, and thinking style; and environment is measured through company support, emotional health, team support, working environment, and work stress.
The Downsides of Excessive Adaptability
While adaptability is a critical skill in the modern workplace, it is important to recognise the potential downsides of extreme adaptability. Excessive adaptability can lead to a lack of stability and consistency and a lack of commitment to long-term goals and values. Moreover, excessive adaptability can lead to burnout and stress as individuals and teams constantly adjust to new demands and expectations. Therefore, it is essential to strike a balance between adaptability and other important values and goals, such as stability, consistency, and well-being.
The risks of not adapting to a rapidly changing and uncertain world
However, the risks of not adapting can be severe, as demonstrated by the fate of companies such as Kodak, Toys R Us, Blockbuster and Blackberry. These organisations failed to keep up with the pace of change and were ultimately overtaken by their more adaptable competitors. Kodak, for example, was slow to embrace digital photography and lost its dominant position in the market as a result. Similarly, Toys R Us struggled to compete with online retailers such as Amazon, which offered greater convenience and a more comprehensive selection of products.
In contrast, successful companies have demonstrated their ability to stay ahead of the curve regarding innovation and customer service. These companies recognise the importance of adapting to changing customer needs and preferences, and invest in new products, services, and technologies to stay ahead of their competitors. They also prioritise customer service, recognising that providing exceptional service is a key differentiator in a world where customers have more choice than ever.
One example of a company successfully adapting to changing market conditions is Netflix. The company started as a DVD rental service but quickly recognised the shift towards online streaming and invested heavily in developing its streaming platform. Today, Netflix is the world’s leading streaming service, with over 200 million subscribers worldwide. However, even they cannot afford to be complacent, sitting back for a moment allows the competition an opportunity they cannot afford. Another successful example is Amazon, which has consistently demonstrated its ability to innovate and adapt, expanding from an online bookseller to a global retail giant that offers everything from groceries to cloud computing services.
The Importance of Ongoing Learning and Development
Adaptability is not a static trait but a skill that can be honed and developed over time. Individuals and teams can develop adaptability through ongoing Unlearning, Re-learning and development, such as attending training sessions, reading relevant articles and books, and seeking feedback from colleagues, mentors and coaching. Developing adaptability also requires a growth mindset, a willingness to embrace change and take risks, and a commitment to continuous improvement.
Unlearning – The New Superpower
One of the main elements discussed, the ability to unlearn and relearn, is a critical skill in the modern workplace, and is emphasised in Barry O’Reilly’s Unlearn Matrix. O’Reilly argues that in today’s rapidly changing world, the ability to let go of old habits, beliefs, and assumptions, and to adopt new ones, is essential for success.
Unlearning involves recognising and challenging our existing assumptions and biases and letting go of them when they no longer serve us.
AQai’s assessment of adaptability includes a focus on the ability to unlearn and relearn, as this is seen as a critical component of adaptability.
The Role of Leadership in Fostering a Culture of Adaptability
Leaders play a critical role in fostering a culture of adaptability within their organisations. Leaders who prioritise adaptability are more likely to encourage experimentation, risk-taking, and innovation and are more likely to provide the necessary resources and support for individuals and teams to develop their adaptability. Moreover, leaders who model adaptability are more likely to inspire their teams to do the same.
Conclusion
Adaptability is an increasingly important skill for individuals and organisations in the modern workplace. It is a multi-dimensional concept, encompassing individual traits such as resilience, mental flexibility, and environmental factors, including team support and emotional health. Companies that can assess, foster, and develop adaptability across their organisation can gain a competitive advantage in the market by being better positioned to attract and retain top talent while remaining agile and responsive to changing market conditions. Furthermore, individuals with high levels of adaptability are better equipped to respond effectively to new career challenges and opportunities.
The ability to unlearn and relearn is a critical skill in the modern workplace and is a crucial component of adaptability. By focusing on this skill, individuals and teams can more effectively navigate change and drive innovation.
Finally, leaders play an essential role in fostering an environment of adaptability within their organisations by modelling the behaviours and providing resources and support for their teams. By developing and leveraging adaptability, You can ensure You are prepared to meet the challenges of an ever-changing workplace.
The risks of not adapting in a rapidly changing and uncertain world are significant for companies and individuals. Those who fail to develop new skills, embrace change, and adapt to new technologies and working environments may struggle to compete in the job market or even become obsolete in their careers. By embracing adaptability and investing in lifelong learning, individuals can position themselves for success in the modern workplace.
Martin Cunningham, Executive Contributor Brainz Magazine
From policing roots to a 20-year Senior Management career, with over 30 years of coaching and mentoring, Martin has seen at first hand the triumph of high achievement and felt the pain and disappointment of getting it wrong and being unsuccessful.
As a senior manager in security and justice sector reform in Afghanistan and the Western Balkans, he coached at General Director and Ministerial level in politically charged situations.
Martin understands what it's like to want more from your challenging career in an uncertain world.
He's learnt the lessons and has the skills to help you make a lasting impact in a fulfilling career while making the world a safer place. Martin knows that until we fully embrace the voices of women we will not achieve the sustainable peace and freedoms we all deserve, it is why he is on a mission to increase the meaningful participation of women and men who share this mission who are working in Security and Justice Sector Reform countries in or emerging from conflict.
Additional Reading:
AQai. (2022). AQai Assessment: Measuring Adaptability. AQai. https://www.youtube.com/watch?v=K_Mku_lciF0
LIAQUAT, M. HASSAN, M. 2021 A Systematic Review of Literature on Organizational Unlearning and Forgetting: Journal of Contemporary Issues in Business and Government Vol. 27, No. 2, 2021 https://cibg.org.au/
Nancy J. Adler, Overly convenient falsehoods and inconvenient truths: Not what leaders thought they would learn, International Business Review, 2022, 102083, ISSN 0969-5931, https://doi.org/10.1016/j.ibusrev.2022.102083.
O'Reilly, B. (2019). Unlearn: Let Go of Past Success to Achieve Extraordinary Results. Penguin.
Reeves, M and Deimler, M. (2021) Adaptability: The New Competitive Advantage, HBR. https://hbr.org/2011/07/adaptability-the-new-competitive-advantage
Wang X, Zheng C, Mutuc EB, Su N, Hu T, Zhou H, Fan C, Hu F, Wei S. How Does Organizational Unlearning Influence Product Innovation Performance? Moderating Effect of Environmental Dynamism. Front Psychol. 2022 Aug 10;13:840775. doi: 10.3389/fpsyg.2022.840775. PMID: 36033036; PMCID: PMC9399739.
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