What Is the Adaptability Dimension of Emotional Intelligence and Why Does It Matter?

Here’s a scenario for you: It’s your first month as a manager, and just as you’re getting the hang of things your company announces a major shift in strategy. Suddenly, your team’s priorities are flipped upside down. 

If you work at a startup, you’re probably accustomed to this lifestyle, but chances are you still have trouble being comfortable with so. much. change. For those of you who work at a more established company, you may not even know where to begin to navigate constant change.

How do you handle this? Do you panic? Do you resist the change? Or do you roll with the punches and find a way to make it work?

This is where adaptability (which is a key part of emotional intelligence) comes into play. The skill of Adaptability is what helps leaders stay calm in uncertain situations. It’s also what helps them think creatively and guide their teams through change-even when clarity is lacking. And in today’s accelerating world of work, being adaptable is more important than ever!

In fact, in a recent study of top skills as rated by LinkedIn, “human-centric” soft skills like communication, leadership and problem-solving were three of the top 10 most in-demand skills required by employers.

If you’re a new manager or an L&D leader looking to develop adaptable teams, this one’s for you! 

Let’s dive into why this matters and how you can strengthen this essential skill.

Defining the adaptability dimension of emotional intelligence

Adaptability in emotional intelligence is about staying flexible, open-minded and resilient when faced with challenges. It’s the ability to regulate emotions and embrace uncertainty during stressful and uncertain times, and it’s about finding solutions to problems that arise when things don’t go as planned.

Imagine for a second that you’ve just trained your team on a new project management tool. A month later, your organization decides to switch to a completely different system (and this happens quite a lot if you’re at a startup!).

Instead of grumbling or getting stressed about wasted effort, an adaptable leader will quickly learn the new tool and spend the time reassuring their team about this transition. 

Being adaptable yourself and teaching your team how to be adaptable is a critical skill as a leader, especially because you dictate the morale and engagement of your team. If you’re calm and solution-focused, your team will follow suit. As we like to say, what is modelled, gets done!

Why does adaptability matter for new managers and L&D leaders?

For new managers, adaptability is the difference between thriving and struggling in a leadership role! 

And it’s not just our opinion. Take a look at these stats:

• 71% of 1,500 executives believed adaptability was the most important quality they looked for in a leader (2020 Harvard Business School survey)

• People skilled in adaptability were 24% more likely to be employed (2021 McKinsey & Company study)

The transition from individual contributor to new leader is (surprise surprise) full of unexpected challenges! You’re now in charge of mitigating team conflicts, driving motivation, managing shifting priorities, as well as figuring out how to manage up. 

The more adaptable you are, the more effectively you can handle these transient tasks.

Let’s say that one of your top performers unexpectedly quits. As an adaptable leader, you’ll reassess workloads, lean on the remaining team members and find a workaround to keep up with demand, all without burning out.

It’s a tall order, I know, but with the right frameworks and know-how, it is possible to make this happen! 

How to develop and strengthen your adaptability

Okay, so here’s the good news for you: Adaptability is a skill you can develop!

Here are five rapid-fire ways you can begin to develop yours: 

1. Get comfortable with uncertainty

Instead of resisting change, lean into it! It’s easier said than done, but I encourage you to challenge yourself to see the opportunities in new situations. 

How to put this in action: 

• Make small, low-stakes decisions when you are not 100% certain. When you make decisions without all the information, you start building your tolerance for unpredictability.

• Change your mindset. Accept and tell yourself that change is constant and that you have the skills to adjust as needed.

• Get clear on your coping mechanisms around uncertainty. Build habits like exercising, journaling, or deep breathing to manage stress.

• Ask yourself: “what can I control” in uncertain situations? Direct your energy toward actions within your power, rather than worrying about what you cannot control. .

• Start to say no. If saying “no” makes you uncomfortable, you can begin by practicing it when others ask you to take on a task. 

2. Seek feedback-and accept it

Sometimes we don’t realize how rigid we’re being until someone points it out. Regular feedback (feedback you both give and receive) helps us stay open to different perspectives. This also trains us to be more comfortable not being in complete control of the situation-since you have no idea what people are going to say!

3. Learn continuously

The more you expose yourself to new ideas and skills, the easier it becomes to adapt. Make learning a habit. Some easy ways to start? Listen to podcasts, get an audiobook, search for YouTube tutorials, or do the CliftonStrengths assessment to build self-awareness!

4. Seek out opposing opinions

This might sound strange but it’s one of my favorites - and how I personally learned how to be more flexible.  Seeking opposing opinions builds adaptability by challenging assumptions, enhancing problem-solving, and encouraging open-mindedness. It strengthens resilience by increasing tolerance for discomfort. Exposure to diverse viewpoints helps you adjust to different situations. True growth comes from challenging your own thinking.

How to seek out opposing opinions: 

1. Actively seek out people with different perspectives than yours. Listen with curiosity rather than focusing on being right.

2. Instead of defending your opinion, ask deep questions. Learn why others think differently and what shapes their perspectives.

3. Consume different information than you normally would. Read news, articles, and listen to podcasts from sources that challenge your beliefs.

4. Invite feedback from those who disagree with you. 

5. Play devil’s advocate. Challenge your assumptions by arguing the opposite side to explore its strengths and weaknesses.

5. Take an adaptability quotient test

Want to see where you stand? There are multiple AQ tests you can take online that assess your flexibility, problem-solving and resilience. A few of our favorites include Executive Agenda’s free adaptability quiz, Adaptability Quotient’s official assessment. Use them to identify areas for growth.

Adaptability: More than just a corporate buzzword

Adaptability is a must-have skill for any new (or tenured) manager or leader. And at the rate that innovation happens today, this pillar of emotional intelligence is a career superpower!

AI is a standout example here. In only the last year, tools like ChatGPT have changed the face of almost every industry. It was unexpected and disruptive, and it caused everyone to throw out the “business as usual” playbook. And it’s the managers and leaders who can quickly pivot and problem-solve in this uncertainty that will lead the charge in the future of work.