Introduction
In today’s fast-paced digital landscape, change is more than just a disruption—it’s a constant, and it’s here to stay. For C-suite leaders, it’s crucial to foster an environment where change is not only accepted but seen as an opportunity. When teams are built to adapt and grow, they can keep pace with evolving client needs, shifting market demands, and advancing technologies.
This guide offers insights for executives on how to create adaptable teams that thrive amidst change. By embracing a culture of resilience, reducing complexity, and openly discussing areas of change, leaders can help teams respond proactively and keep their work aligned with clients’ success.
1. Embracing Change as a Core Value
In order for teams to effectively respond to change, they need leaders who see change as a positive, necessary step forward. C-suite executives can set this tone by demonstrating an openness to new ideas and a willingness to adapt strategies when necessary. When leaders embody adaptability, it reduces fear and uncertainty and helps teams focus on the benefits of change.
Rather than viewing change as a temporary disruption, leaders should communicate it as a core aspect of the organization’s DNA. This approach promotes a mindset where teams are naturally geared to look for ways to improve, adjust, and align with changing needs. Establishing change as a core value also helps reduce the emotional impact of pivots, allowing teams to focus on delivering the best outcomes for clients.
"Embrace change as an opportunity for growth”- Being open to change and viewing it as a chance to learn, rather than a disruption, is the foundation of true adaptability.
2. Strategies for Building Adaptable Teams
Identify the Contours of Change: Developing Team Awareness
To foster adaptability, it’s essential to recognize areas of change within a project, system, or business process—those areas most likely to require adjustment in the future. Helping teams identify these volatile areas encourages proactive planning and builds awareness of where flexibility may be needed.
Consider examples like user demands or integration with third-party systems, which are common sources of change. By openly discussing these “change contours,” leaders can encourage teams to prepare for them thoughtfully. Teams equipped to anticipate volatility can better assess where to focus their adaptability efforts, ensuring that when shifts do occur, they’re ready to respond smoothly.
Netflix demonstrates this proactive approach. By constantly analyzing user demand and technological advancements, Netflix anticipates needs for scalability, personalization, and global expansion. Teams are encouraged to think ahead and prepare for these likely shifts, which allows them to roll out changes efficiently without major disruptions.
Resist Complexity—Simplify for Adaptability
Complex systems are harder to adjust, often requiring significant time and resources for even minor changes. By resisting unnecessary complexity, leaders can build a culture that values simplicity, making adaptation easier and reducing the risk of delays.
Simplicity doesn’t mean reducing capability; it means minimizing friction in processes and architecture. Encouraging teams to simplify their work—whether it’s through streamlined workflows, modular components, or simplified codebases—enables them to pivot quickly when required. Leaders can set an example by prioritizing clarity and simplicity in decision-making, which influences teams to do the same.
“Keeping things simple isn’t easy—it requires deliberate effort, a willingness to take an unpopular stance, and resisting the urge to expand the scope. Delivering a functional solution now often brings more value than chasing perfection behind closed doors.”
3. Empowering Teams with Adaptive Tools and Practices
Continuous Learning as a Team Standard
To remain adaptable, teams need to be constantly learning. By providing time and resources for skill development, leaders equip teams to stay updated on evolving technologies, methodologies, and industry best practices. This commitment to continuous learning ensures that teams are prepared for new challenges as they arise.
Encourage peer knowledge-sharing through practices like internal workshops, collaborative reviews, and thorough documentation. Building a culture of shared learning ensures teams grow together and stay adaptable. These practices help build a collaborative environment where information flows freely, reducing silos and keeping the team aligned. When learning becomes a standard, it drives adaptability and resilience, making the team more capable of handling unexpected changes.
Amazon exemplifies this commitment to adaptability through its “Learning Day” initiative, where employees dedicate time to develop skills that contribute to their readiness for change. By creating space for continuous learning, Amazon empowers its teams to stay agile and prepared.
Automation and Agility—Supporting Fast, Confident Adaptation
Automated testing, continuous integration, and agile workflows are foundational for teams looking to adapt efficiently and confidently. With automated processes, teams can test, deploy, and refine their work quickly, reducing the risk of delays and errors. Automation also allows for fast feedback, enabling teams to make small, incremental changes with confidence.
Agile methodologies bring structure, but let’s be honest—every organization has their own flavor of Agile. Most teams pick and choose what works best for them, and that’s expected of health teams! The real power of Agile lies in its principles: breaking down work into manageable pieces, iterating gradually, and avoiding the overwhelm of massive changes. By embracing agility in a way that fits their unique needs, teams can respond to changes quickly, refine their solutions over time, and stay flexible in the face of uncertainty.
4. Fostering a Culture of Open Communication and Flexibility
Encourage Open Dialogue about Change
Leaders can foster adaptability by establishing a culture of open communication where teams feel comfortable discussing anticipated changes and potential challenges. When teams can openly voice their insights about what areas might require flexibility, they can prepare more effectively and align their efforts with the broader goals.
C-suite executives can set the tone by holding “adaptability check-ins” where teams discuss expected changes, obstacles, and ideas for improvement. These discussions ensure that everyone is on the same page and reduce the likelihood of surprises.
Lead by Example: Show Adaptability in Action
When C-suite leaders actively demonstrate adaptability—whether by embracing new ideas, supporting flexible approaches, or admitting when a pivot is necessary—it reinforces the importance of adaptability for everyone in the organization. Leaders who model openness to change encourage their teams to take risks, innovate, and continuously refine their work.
Conclusion: Have the Conversation
In a world where change is constant, adaptability is a strategic asset. By fostering adaptable teams—ones that anticipate change, reduce complexity, and continuously learn—C-suite leaders can ensure their organization stays aligned with client needs and remains competitive.
Consider initiating an open conversation with your teams. Ask:
Creating space for this dialogue can be a powerful step toward building a resilient organization prepared to thrive amidst change.
Author Bios
Steven Zgaljic is the Chief Technology Officer at Jahnel Group, Inc., a custom software development firm in Schenectady, NY. At Jahnel Group, we're passionate about building amazing software that drives businesses forward. We're not just a company - we're a community of rockstar developers who love what we do. From the moment you walk through our door, you'll feel like part of the family. To learn more about Jahnel Group's services, visit jahnelgroup.com or contact Jon Keller at jkeller@jahnelgroup.com