In today’s fast-paced business world, leaders who can quickly adapt to change and bounce back from setbacks are more valuable than ever. But what allows good leaders to be flexible and welcome change without showing signs of resistance?
The answer lies in developing emotional intelligence and building resiliency muscles.
Estimated reading time: 4.5 minutes
Heartmanity is proud to partner with outstanding companies that we wholeheartedly recommend, so this post may contain affiliate links. Read our full disclosure here.
Let's explore how you can become a more adaptable and resilient leader to prepare you for a successful future, ready to face any challenge that comes your way.
Before we discuss flexibility and its application in leadership, here’s a definition of resilience, the key characteristic needed for flexible leaders and all leadership styles.
What Is Resilience?
Resilience is the ability to successfully adapt to change or difficult life and work experiences. This adaptability encompasses mental, emotional, and behavioral flexibility while maintaining psychological well-being. Factors such as individual perspectives, social resources, and coping strategies are crucial in how effectively a person adapts to stressors and challenges in life.
Resilience is not a fixed trait but how we think, feel, and act. These patterns of being can be learned and developed over time.
Related reading: “Why Emotional Intelligence Is Crucial in Business Today.”
How the Brain Responds to Change
Let’s face it: change is often disruptive and can be difficult.
And leaders aren’t the only ones who resist it—our brains don’t like change and resist the unknown.
Our brains are inherently wired to resist change because of how we perceive and process new information. The basal ganglia, responsible for habitual behaviors, prefers familiar routines as they require less energy. When faced with change, the prefrontal cortex, which handles new tasks and decision-making, becomes heavily taxed. This increased cognitive load can trigger the amygdala's threat response, releasing stress hormones and potentially activating our fight-flight-or-freeze instincts.
The orbitofrontal cortex, which monitors for threats, may interpret unfamiliar situations as potentially dangerous, causing discomfort or anxiety. This neurological resistance to change is rooted in our brain's attempt to conserve energy and maintain a sense of safety. It often leads to an initial reluctance to embrace new situations or ideas, even when they may be highly beneficial.
This process is why it’s so important for leaders to keep an open mind and be flexible when confronted with change. Being able to modulate and self-manage is crucial in leadership.
Now, you know why change can be hard for anyone, but why do leaders resist change?
Related reading: “What Happens in Your Brain When You Fail?”
Why Do Leaders Resist Change?
In life and work, change is the only constant. So, leaders who resist change will be outpaced and may risk being replaced by more resilient and agile leaders.
As I discussed above, the brain itself resists change.
However, when there is so much at stake in a company, why do leaders balk at change?
Leaders resist change for a variety of factors. Here are some of the most common reasons.
REASON 1: Fear of Losing Authority or Status.
Changes within an organization can threaten a leader's role and influence, especially if new processes or technologies are introduced that could render their current expertise less relevant. This worry can lead to resistance as leaders try to maintain their established position and influence. In the increasing multi-generational workplace, leadership roles are changing, and the work and leadership dynamics can be complex.
REASON 2: A Fixed Mindset.
Another reason for resistance is a fixed mindset or entrenched comfort zone. Leaders who have achieved success with systems, processes, and methods may be reluctant to disrupt what has worked for them in the past, especially baby boomers. Leaders may be concerned that change could negatively impact their performance or the results they have achieved, leading to a preference for maintaining current ways of doing things.
REASON 3: Change Conflicts with Values.
Another rub is when proposed changes conflict with a leader's core beliefs or values. Then, it amplifies resistance. They may resist out of principle or ethical concerns; this misalignment with personal values can make it difficult for leaders to embrace change.
For instance, a leader who believes in touchpoints for customer service and strives to maintain a personalized service may object to automating systems. They would eliminate this personal touch even though automation could be more profitable and efficient.
REASON 4: Lack of Confidence.
Lack of confidence can also play a role in resistance to change. Some leaders may doubt their ability to effectively implement changes, especially a cultural change that presents a big unknown. Fearing failure or the possibility of appearing incompetent if the change initiative fails to succeed can feel unnerving. This doubt can lead to hesitation and resistance to new initiatives, even though all the signs indicate a drastic need for change.
REASON 5: A Negative Anticipation of a Change.
Emotional responses are another factor that can contribute to change resistance. The anticipation of change can trigger feelings of anxiety, uncertainty, or a sense of loss. These dysregulated feelings can display as resistance while leaders grapple with the emotional upheaval that change can bring.
This apprehension can stem from an inadequate understanding of the change. Leaders may not fully grasp the necessity or potential benefits of the change. Without a clear vision of positive outcomes, they may view change as an unnecessary disruption.
Addressing these underlying reasons and building EQ skills can help overcome resistance to change.
Effective Leadership Is Flexible Leadership
It’s an impossibility to lead a company today without being agile.
The business world is moving at the speed of light with new knowledge and the curve of change accelerating. The fast pace of tech advancement fueled by AI advancements demands enormous flexibility to move quickly and efficiently.
A study by McKinsey found that companies with agile practices embedded in their operating models grow revenue 37% faster and generate 30% higher profits than non-agile companies.
Clearly, flexibility and resilience are not just nice-to-have qualities—they're essential for success.
Why?
Flexibility and open-mindedness are crucial for leaders facing change for several reasons.
- Resiliency allows leaders to maintain equilibrium in the face of dramatic challenges and adversity.
- Emotional intelligence empowers leaders to use their experiences—no matter how difficult—to capitalize on positive change.
- Open-mindedness encourages growth personally and professionally.
Those with a growth mindset often emerge from challenges with a renewed sense of self, enriched relationships, and clarified priorities, demonstrating that resilience is a dynamic and evolving capacity.
Facing and tackling challenges with enthusiasm while maintaining level-headedness is essential.
For instance, I consulted with a company once whose leaders made a single, shortsighted mistake that cost them mightily. The person in charge of reviewing a complex contract lacked foresight and put the company at risk.
Resiliency was the hero in this rebound. The leaders demonstrated an outstanding ability to see the costly situation as a setback and did not allow it to paralyze them.
Leaders often delegate tasks to lighten their load as they should. However, employees can do the groundwork, but duties with liability stakes, such as binding contracts, need skilled and seasoned people with a trained eye.
The cycles of adapting and moving from surviving to thriving for a company are profoundly affected by the leader’s actions (or lack thereof).
Especially in times of stress and uncertainty, such as an unpredictable business market, a leader must balance practical decisions with frugality and risk-taking with substantial investments in business ventures.
Emotional Intelligence Is at the Heart of Every Great Leader
At the center of flexible leadership lies emotional intelligence (EQ). Leaders with high EQ are better equipped to:
- Understand and manage their own emotions.
- Recognize, empathize, and influence the emotions of others.
- Adapt their leadership style to different situations.
- Build strong, trusting relationships with team members.
Research shows that leaders with high EQ are more effective at managing change and fostering a positive company culture.
Some additional critical emotional intelligence qualities that empower flexible leaders:
- They prioritize the mental health, self-care, and well-being of themselves and their employees.
- These leaders set a clear direction for the company and build alignment while inspiring others to maintain emotional strength and courage during difficult times.
- Flexible leaders lead with confidence and authenticity; their presence is felt throughout all levels and positions within a company.
Become a Change-Ready Leader: Essential EQ Skills to Develop Resilient Leadership
Hopefully, you can now appreciate the importance of flexibility and resilience in leadership. Let's dig into how to develop adaptability.
Increase Your Self-Awareness
First out of the gate is self-awareness. Authentic leadership requires understanding ourselves. Self-awareness is the cornerstone of being mindful as a leader.
Taking a few minutes throughout your day to reflect on your thoughts, emotions, and reactions to change is a part of increasing self-awareness. You might consider tracking your responses to challenging situations. Assess them next to an agility mindset.
This simple practice can help you sharpen your awareness of your internal world. Attention to your thoughts and emotions allows you to respond to conflict and change more thoughtfully.
Develop a Growth Mindset
Another indispensable leadership quality is a growth mindset and the continual focus on development. If we are open to learning from our failures and have a growth mindset, we can improve and respond effectively to change.
Leaders with a growth mindset regard challenges as opportunities for learning and development. They believe employees can develop abilities and emotional intelligence through training, effort, and practice.
When faced with a setback, leaders rooted in a growth mindset ask, "What can I learn from this experience?" This simple question shifts your perspective from disappointment or frustration in an unexpected outcome or curiosity and insights.
Build Strong Relationships
Resilient leaders don't go it alone.
They build collaborative and productive teams and a network of supportive relationships within and outside their organization. They know that relationships are their greatest resource, and they care for them!
Schedule regular one-on-one meetings with team members to build trust and understanding. Be interested in them. Use these conversations to learn about their perspectives on change and address any concerns they may have.
Practice Effective Communication
Flexible leaders tailor their communication style to the needs of their listeners. They're able to convey complex ideas simply and adjust their approach based on the employee or team and the feedback they receive.
Before important conversations, take a moment to consider who you’ll be addressing. What are their concerns? What is their communication style? Is there a need to address anything to clear the air? Adjust your approach accordingly.
Related reading: “9 Things Great Leaders Say Every Day!”
Develop Self-Management Skills
Managing yourself and your emotions, especially during stressful times, is crucial for resilient leadership. Staying calm under pressure is a part of self-management.
A great practice, yet often underestimated, is deep breathing. When stressed, we tend to breathe shallowly, which signals the brain differently than deep breathing. One general manager that I coached reduced his anxiety tremendously with a daily breathing ritual.
A highly effective breathing method is the "5-5-5" technique: Breathe in for 5 seconds, hold for 5 seconds, and exhale for 5 seconds. Repeat this cycle a few times. This simple technique helps you emotionally regulate and is particularly useful for regaining your composure or preparing for challenging meetings.
Build a Culture of Agility and Adaptability
Resilient leaders radiate ease, fun, and flexibility in the workplace. (Don’t get me wrong—they work hard and are highly productive.)
Their presence creates an attitude and culture where change is viewed as an opportunity to learn and grow. They encourage experimentation and view failures as learning experiences.
Celebrate intelligent failures on your teams. When innovative ideas don't pan out, focus on the lessons learned and apply them in the future. This routine encourages creativity, risk-taking, and better adaptability in employees.
Prioritize Self-Care
Resilience isn't mental toughness.
It’s pliability.
To be flexible, leaders need to maintain physical and emotional well-being. Those who take care of themselves are better equipped to handle challenges. However, it’s a bad habit for many C-Suite leaders to push their own self-care aside to get things done.
Schedule regular recharge time in your calendar. It can be 5 minutes of breathing or hitting the workplace gym before you start work. Or it could be a calming mindfulness exercise scattered throughout your day.
Treat these appointments with yourself equally important as any other commitment!
Wrap-Up
Becoming a flexible and resilient leader is possible.
Remember, it’s a skill set that can be learned and mastered. The key is intentionally focusing on developing emotional intelligence.
Your ability to adapt and bounce back will become one of your greatest assets.
Related reading: "How to Skyrocket Your Results with Authentic Leadership."
Frequently Asked Questions
How does emotional intelligence enhance a leader's ability to adapt to change?
Emotional intelligence significantly enhances a leader's adaptability by fostering self-awareness and self-regulation. Leaders with high emotional intelligence can recognize their own emotional reactions to change and manage their responses constructively. This self-control allows them to stay calm under pressure, model composure for their teams, and maintain a positive outlook, which is essential.
Also, emotional intelligence improves social awareness and relationship management. Leaders can empathize with team members and anticipate emotional reactions, which can provide better support.
What are the benefits of emotional intelligence for leaders in times of change?
Emotional intelligence offers several crucial benefits for leaders during periods of change. Below are a few of the most outstanding benefits:
- Enhances adaptability, allowing leaders to adjust their approach based on the situation, who’s involved and the business climate.
- When flexibility is paired with effective communication skills, leaders can convey change initiatives while effectively addressing team concerns.
- Emotionally intelligent leaders demonstrate greater empathy and support their team's challenges during transitions.
- These leaders excel in stress management, both for themselves and their teams.
- Emotional intelligence strengthens relationships, which is vital during good times and difficulties. Leaders with high emotional intelligence invoke trust and engagement, even as circumstances shift. They're adept at resolving conflicts that naturally arise during change.
- Strengthens decision-making abilities. By considering both logical and emotional factors, emotionally intelligent leaders make more balanced decisions in uncertain environments.
For greater emotional intelligence and to develop flexibility and resilience in your leadership, contact us at support@Heartmanity.
If you'd like to dig into an online course, here's one we highly recommend.
