Tag Change

How to Be More Adaptable: Thriving in an Ever-Changing World

Steve Keating Leave a comment

One of the most common excuses for not planning is that “the plans never work out anyway.” When I hear that from someone, I don’t worry about their inability to plan; I worry about their inadequacies when it comes to adapting their plan to a different set of circumstances.

Lacking the ability to adapt kills more potential opportunities than the lack of a plan, the lack of funds, or the lack of help. Don’t get me wrong, planning is very important; the process of developing a plan is even more important than the plan itself. As President Eisenhower said, “no plan survives first contact with the enemy; you must be able to adjust.”

In a world where change is truly the only constant, adaptability is a superpower. Whether it’s navigating a career change, embracing new technologies, or adjusting to unexpected life events, being adaptable allows you to thrive in uncertainty.

But adaptability isn’t just about surviving change—it’s about embracing it, learning from it, and using it to grow. Here’s a guide on how to develop adaptability and flourish in an ever-evolving landscape.

Understanding Adaptability

Adaptability is the ability to adjust your thoughts, behaviors, and actions in response to new circumstances. It’s a blend of resilience, flexibility, and open-mindedness. Unlike rigidity, which can lead to stress and stagnation, adaptability empowers you to pivot when plans go awry, seize new opportunities, and maintain balance no matter what life throws your way. The good news? It’s a skill you can develop with intentional practice.

Cultivate a Growth Mindset

At the heart of adaptability lies a growth mindset—the belief that you can learn, improve, and evolve through effort and experience. People with a growth mindset see challenges as opportunities to grow rather than insurmountable obstacles. To foster this mindset:

Reframe setbacks: Instead of viewing failures as dead ends, treat them as learning experiences. Ask yourself, “What can I take away from this?” For example, if a project at work doesn’t go as planned, analyze what went wrong and how you can improve next time.

Embrace curiosity: Stay open to new ideas and perspectives. Read books outside your usual genre, listen to podcasts on unfamiliar topics, or engage in conversations with people who think differently.

Celebrate effort over outcome: Focus on the process of learning rather than immediate success. This builds resilience and encourages you to keep trying, even when things don’t go as expected.

Build Emotional Resilience

Adaptability often requires managing emotions during uncertainty. Emotional resilience helps you stay calm and focused when faced with change. Here’s how to strengthen it:

Practice mindfulness: Techniques like meditation, deep breathing, or journaling can help you stay grounded. For instance, a 5-minute daily meditation can reduce stress and improve your ability to respond thoughtfully to challenges.

Acknowledge your emotions: Change can bring discomfort, fear, or frustration. Instead of suppressing these feelings, name them. Recognizing “I’m feeling anxious about this new role” allows you to address the emotion constructively.

Develop a support system: Surround yourself with people who uplift and encourage you. Sharing your experiences with trusted friends or colleagues can provide perspective and reduce the emotional weight of change.

Stay Flexible in Your Approach

Being adaptable means letting go of the need to control every outcome. Flexibility allows you to pivot when circumstances shift. To enhance flexibility:

Let go of perfectionism: Striving for perfection can make you resistant to change because it creates rigid expectations. Instead, aim for progress. If a plan fails, adjust and move forward rather than dwell on what didn’t work.

Experiment with new methods: If your usual routine isn’t working, try a different approach. For example, if your traditional study methods aren’t helping you learn a new skill, explore online courses, group discussions, or hands-on practice.

Practice scenario planning: Anticipate potential changes and prepare multiple responses. For instance, if you’re launching a business, consider “what if” scenarios like market shifts or supply chain issues, and brainstorm solutions in advance.

Sharpen Your Problem-Solving Skills

Adaptability often involves finding creative solutions to unexpected problems. Strengthening your problem-solving abilities can make you more agile in dynamic situations.

Break problems into smaller parts: When faced with a challenge, divide it into manageable steps. This makes overwhelming situations feel less daunting and helps you focus on actionable solutions.

Seek diverse perspectives: Collaborate with others to gain fresh insights. A colleague or mentor might see a solution you hadn’t considered.

Learn from past experiences: Reflect on times when you successfully navigated change. What strategies worked? For example, if you adapted to new software at work, recall how you broke the learning curve into small, daily tasks.

Embrace Lifelong Learning

In a rapidly changing world, staying adaptable requires continuous learning. Whether it’s mastering new technology or acquiring soft skills, staying curious keeps you relevant.

Stay updated on trends: Follow industry news, attend webinars, or take online courses to keep your skills current. Platforms like Coursera or LinkedIn Learning offer accessible ways to learn.

Develop transferable skills: Skills like communication, critical thinking, and collaboration are valuable across contexts. For instance, improving your public speaking can benefit both your career and personal life.

Be open to feedback: Constructive criticism helps you identify areas for growth. Seek feedback from peers or supervisors, and use it to refine your approach.

Build Confidence in Uncertainty

Adaptability thrives when you trust your ability to handle the unknown. Building confidence in uncertain situations takes practice.

Start small: Take on small challenges that push you out of your comfort zone, like trying a new hobby or speaking up in a meeting. These experiences build your tolerance for uncertainty.

Visualize success: Before tackling a new situation, imagine yourself handling it well. Visualization can reduce anxiety and boost confidence.

Reflect on past adaptability: Remind yourself of times you successfully adapted. This reinforces your ability to navigate future changes.

Final Thoughts

Becoming more adaptable is a journey, not a destination. It’s about building habits that allow you to face change with confidence and curiosity. By cultivating a growth mindset, staying emotionally resilient, embracing flexibility, sharpening problem-solving skills, committing to lifelong learning, building confidence, and prioritizing well-being, you can transform uncertainty into opportunity.

Start small: pick one or two strategies from this guide and apply them to a current challenge. Over time, you’ll notice that change feels less like a threat and more like a chance to grow. In a world that’s constantly shifting, adaptability isn’t just a skill—it’s a way of life that empowers you to thrive, no matter what comes next.

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Lowering Stress in Turbulent Times

Steve Keating Leave a comment

The exit polls from last year’s presidential election in the United States showed a large majority of people voting for change. And not just change, substantial, radical change. People were beyond tired of the status quo and wanted something different, and they wanted it immediately.

I am not sure that in the emotionally charged environment of the last election, they thought through that “immediate” part. Immediate change almost invites chaos. And chaos, across much of the government, is exactly what we have. The amount of change from day to day is staggering.

While I certainly agree with many of the changes, I’m thinking they didn’t all need to happen overnight. I also understand the theory behind the “ripping off the bandaid” philosophy. I suppose either way the substantial changes were going to bring chaos. So it was a “deal with it all now” and get it over with or have a drip, drip, drip of chaos over a long period of time. It’s a kind of “pick your poison” decision.

But either way, whether you support Team Trump or not, we are all living in some of the most turbulent times in many years.

And with turbulence comes stress. The good news is that you can lower your stress level by making some simple changes in your daily routine. Lowering stress levels during turbulent times requires a combination of mindset shifts, practical strategies, and self-care habits. Here are some key ways to manage stress effectively.

1. Control What You Can, Let Go of What You Can’t

Focus on what is within your power—your actions, attitude, and response to challenges.

Accept uncertainty instead of resisting it; adaptability reduces stress. This is really hard, one of those “easier said than done” things. Try anyway; hard to do does not mean impossible to do.

2. Set Boundaries with News and Social Media

Limit exposure to negative news that heightens anxiety.

Consume information intentionally rather than reactively.

3. Maintain Healthy Routines

Prioritize sleep, exercise, and a balanced diet.

Keep a daily schedule to create structure and stability. Maintaining control over your calendar has a surprisingly calming, stress-reducing effect on your life.

4. Stay Connected to Supportive People

Talk to friends, family, or mentors who uplift you. You definitely want to avoid nattering nabobs of negativism if at all possible.

Social connections act as a buffer against stress. The more time you spend alone, the more likely you are to create stress by focusing on the negative stuff in life.

5. Use Physical Movement to Reset Your Mind

Walk, stretch, or engage in activities like yoga to release tension. I even know people who run, like A LOT. They say it’s good for them, but I’m thinking they just haven’t figured out the Uber app.

Physical movement helps regulate emotions; this is well known and proven. When you feel the stress building up, get moving.

6. Reframe Challenges as Opportunities

Ask: “What can I learn from this?” rather than “Why is this happening to me?” Avoid the victim mentality. I can assure you, the world is really NOT out to get you, no matter how rough it is treating you at the moment.

Shifting perspective creates resilience.

7. Practice Gratitude

Focus on what’s good in your life, even amidst difficulty. It takes a bit of effort, especially on particularly tough days, but there is ALWAYS something good happening to you.

Writing down a few things you’re grateful for can shift your mindset. I especially recommend doing this very early in the morning.

8. Take Breaks and Breathe

Step away from work or stressful situations to clear your mind. Do NOT eat lunch at your desk; get away from work, even if it’s only for 15 minutes.

Use breathing techniques like the 4-7-8 method to calm your nervous system.

9. Seek Guidance if Needed

Coaches and mentors can provide valuable tools and perspectives. Find one that you trust and who cares about you, and they can change your life.

There’s no shame in seeking help when stress becomes overwhelming. Everyone—and I mean EVERYONE,—can use a little help now and then.

We’re living in disruptive times; no one likes uncertainty, and most of us are at least somewhat prone to worry. But most of us have also survived and even prospered in times like this in the past. So we know we can do it.

Keep your head about you; failing to do so could mean losing your head, and that might mean losing your a—. And nobody wants that to happen.

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Managing Resistance to Change

Steve Keating Leave a comment

I have heard there are some people who are resistant to change. I’ve even met some of them. I can’t imagine why anyone but me wouldn’t fully embrace change at every opportunity. 🙂 I know so many people who need to change, and the funny thing is, those seem to be the ones most resistant to it.

Unfortunately, I am sometimes one of those people. As much as I’m usually a big continuous improvement guy, I can also at times be a “let’s just leave well enough alone” guy. I guess I like my changes in small doses. Never-ending change is especially hard to deal with.

Because I’m mostly an average person, it’s a safe bet that many of you feel like I do. If there is a well-defined purpose or reason for a change, then I can get onboard pretty quickly. But if it appears to be change just for the sake of change, I’m going to have a problem with it. I resist, and I can be damn good at it.

If you’re in a leadership position, you need to understand that each member of your team will respond to change differently. Some, like me, won’t always respond to change the same way. Change can be very emotional at times. That’s what makes it so hard.

And yet, as a leader, you know that improvement and growth, in any area, requires change. Change that you are expected to lead your people through. Even those people who resist the change.

Implementing change when your team, or part of your team, is resistant requires a strategic approach that prioritizes communication, involvement, and support.

Here is a proven step-by-step framework to help navigate resistance and drive successful outcomes from your next change initiative.

1. Understand the Resistance

Identify the root cause: Fear of the unknown, past failures, lack of trust, or feeling undervalued.

Listen actively: Have open conversations to uncover concerns and emotions behind the resistance.

2. Communicate the “Why” Clearly

People resist change when they don’t understand it. Explain the reasons for the change and the consequences of not adapting.

Use storytelling and real-life examples to illustrate the benefits.

3. Involve the Team in the Process

Give employees a voice in how the change is implemented. This increases ownership and reduces resistance.

Encourage feedback and make adjustments when possible.

4. Lead by Example

Your team will follow your actions more than your words. Show commitment to the change by embracing it yourself.

5. Provide Support and Training

Resistance often stems from uncertainty or a lack of skills. Offer training and resources to make the transition easier.

6. Create Small Wins

Break the change into smaller, manageable steps.

Celebrate progress to build confidence and momentum.

7. Address Emotional Concerns

Change isn’t just logistical—it’s emotional. Acknowledge fears and frustrations, and reinforce the positives.

8. Build a Coalition of Supporters

Identify influential team members who support the change and leverage them to influence others.

9. Be Patient but Persistent

Change takes time. Stay consistent in your message while being flexible in your approach.

10. Reinforce the Change

Once the change is in place, reinforce it through continuous communication, incentives, and integration into daily work culture.

The vast majority of changes within an organization will come with challenges. That doesn’t mean it has to be painful. Never forget that while you are managing resistance to change, you are still leading your people.

It’s when you slip into the dead zone of trying to manage your people along with the change that the change becomes truly messy and painful. It’s during times of change that your people really need you to lead. So manage the change but lead your people!

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Overcoming Human Nature

Steve Keating 2 Comments

This is a post that might create a bit of controversy because I’m not a huge believer in the idea of a “fixed” unchangeable human nature. I think too often people use “human nature” as an excuse. They use it to let themselves off the hook. Kind of like when they use the old “the devil made me do it” excuse. They devil may have encouraged you but he can’t make you do anything.

Human nature may mean you’re likely to do something but it doesn’t mean you have to do it. I believe while it’s challenging we can overcome traits, habits and behaviors that may seem to be “human nature.” Overcoming human nature can be a complex and challenging task. That’s because “human nature” is a broad term that encompasses a wide range of behaviors that are inherent to all of us as humans. However, if you’re seeking personal growth and positive change of your human nature, here are some steps and strategies to consider.

• Self-awareness: Start by understanding your own human nature. Recognize your strengths and weaknesses, your biases, and your automatic responses. Self-awareness is the first step toward change.

• Define your goals: Clearly define what aspects of your human nature you want to overcome or change. It could be things like procrastination, impulsivity, negative thinking, or a lack of self-discipline.

• Education: Learn about the psychology and biology behind human nature. Understanding why we have certain tendencies can help you find strategies to overcome them.

• Set achievable goals: Break down your goals into smaller, manageable steps. This makes change more attainable and less overwhelming.

• Develop self-discipline: Cultivate the ability to control your impulses and stick to your goals. This can be achieved through practice and habit formation.

• Seek support: Surround yourself with people who support your goals and can hold you accountable. A mentor can be huge here, they can provide guidance and encouragement.

• Embrace change: Be open to change and willing to adapt your beliefs and behaviors. Sometimes, our resistance to change is a significant barrier to personal growth.

• Build healthy habits: Replace negative habits with positive ones. For example, if you’re trying to overcome a tendency to be pessimistic, practice gratitude and positive thinking.

• Emotional intelligence: Improve your ability to understand and manage your emotions. This can help you make better decisions and relate to others more effectively.

• Empathy and perspective-taking: Cultivate empathy to better understand others and their perspectives. This can help you overcome biases and improve your relationships.

• Learn from failures: Don’t be discouraged by setbacks. Instead, view them as opportunities for growth and learning. Analyze what went wrong and adjust your approach.

• Patience and persistence: Change takes time, and overcoming certain aspects of human nature can be a lifelong journey. Be patient with yourself and stay committed to your goals.

Remember that overcoming aspects of human nature is a highly individualized process. What works for one person may not work for another, so it’s important to find the strategies and approaches that resonate with you and align with your goals. It’s also important to be realistic about what you can change and what you may need to accept as a part of your inherent nature.

And absolutely keep in mind that it’s your human nature you’re working on. Do not think for a moment that you can change another’s person’s human nature. Changing our own human nature is challenging enough. Don’t frustrate yourself trying to change someone else’s. Either accept them for who and what they are or don’t. But don’t waste valuable energy trying to change them.

You might be able to inspire them to change, you might be an encourager for them but if they don’t want to change you’re not going to be able to make them.

Leading Through Change

Steve Keating 2 Comments

I know people who claim to love change. I’m not certain I know anyone who actually does. I am certain I know lots of people who would be better off if they changed, I’m also certain I’m not one of those people. 🙂

Change is hard. One of the reasons for that is that there is always some sort of loss associated with change. Even change that we instigate. Authentic Leaders can’t remove all of the stress of change from their people. But they can make it less painful by following the steps I’ve outline below. 

  • Begin by gaining a thorough understanding of the change itself. What is the purpose behind it? What are the anticipated challenges and benefits? Analyze the impact it will have on your team, organization, and stakeholders. Fight the urge to prejudge the change, live with the idea a bit and make no decisions until you truly understand ALL the ramifications of the change. 
  • Open and transparent communication is crucial during times of change. Clearly articulate the reasons for the change, the expected outcomes, and how it will affect individuals and teams. Address any concerns or questions openly and honestly, fostering trust and understanding. Hiding the change for as long as possible, or springing the change on your people at the last minute, is counterproductive. You’ve had time to process the change in your mind, allow your people the same luxury if it’s at all possible. 
  • Paint a compelling vision of the future that the change is intended to achieve. Clearly outline the benefits and opportunities it presents for the team or organization. This vision should inspire and motivate your team, creating a sense of purpose and direction. No one follows a leader until they have some sense of where that leader is going. Share that vision early and often. 
  • Involve your team members in the change process by seeking their input, ideas, and feedback. Encourage collaboration and create opportunities for individuals to contribute to the decision-making process. This inclusiveness will help build ownership and commitment. Few people truly like change but feeling as if they had some input into the change or it’s outcomes will make it much more palatable for everyone. 
  • Recognize that change can be challenging and evoke various emotions in individuals. Show empathy and provide support to your team members throughout the transition. Offer resources, training, and coaching to help them adapt to the new situation and acquire any necessary skills.
  • Whether you realize of or not you are leading by example. So model the behavior and mindset you want to see in your team. Display optimism, resilience, and adaptability in the face of change. Be open to feedback, demonstrate flexibility, and embrace the new processes or systems yourself. This will inspire your people to do the same.
  • Understand that resistance to change is normal. Address concerns and objections proactively. Be willing to listen to different perspectives. Provide clear explanations and help individuals see the benefits of the change. Encourage open dialogue and create opportunities for people to express their concerns.
  • Continuously monitor the progress of the change initiative. Celebrate milestones and achievements along the way to maintain morale and motivation. Regularly assess the impact of the change and make adjustments as needed. Communicate updates and keep the team informed about the progress being made. The bigger the change the more communication is needed. You cannot over communicate. 
  • Amidst change, it is essential to provide stability and a sense of security for your team. Be available to address concerns and provide guidance. Establish a clear framework and expectations, providing a sense of stability during the transition period. Never, and I do mean never, hide from your team if things begin to go south. Nothing will destroy your credibility as a leader faster. 

Leading through change can be challenging even for the most seasoned leader. It requires resilience, flexibility, and the ability to inspire and motivate others. Effective and consistent communication is a must. An open mind is essential. A willingness to “change the change” when you see previously unseen obstacles is the hallmark of Authentic Leadership. It is not an admission of failure. 

Change is most effectively led from alongside your people, not so far out front that you appear immune to the change. Pitch in to make the change happen and provide the support your people need. 

That’s how you can successfully guide your team through the challenges and opportunities that change presents. In this way you make the change a positive and productive experience for everyone. 

Want more of LeadToday? I’ve changed things up on my Twitter feed for subscribers. I recently began publishing two or three videos each week focusing on an element of Authentic Leadership. I’ll post these videos each Tuesday and Thursday morning. Sometimes a bonus video pops up at other times during the week. They will be about 10 minutes long so we can get into the topic in a more meaningful way. The investment for subscribers in still only $4.99 a month. That’s for at least 80 MINUTES of quality video content on leadership a month. 

If you’re interested in taking a look, head on over to my Twitter profile page. If you’re not a follower yet just hit the follow button. It will change to a subscribe button and once you hit that you’re on your way. You can cancel at any time you’ve decided you have nothing left to learn about leading the people who you count on for your success. 

Here’s the link to my Twitter… https://twitter.com/leadtoday 

Leading an Innovative Team

Steve Keating Leave a comment

Creativity and innovation are crucial for driving growth and staying competitive in today’s rapidly evolving world. Most people would say that’s true especially for companies that manufacture products. But it’s true for all organizations; for profit companies, nonprofit organizations and government entities. 

Change is everywhere and it’s picking up stream. AI is rapidly changing everything. Everything! An organization’s ability to apply AI in the near future will determine their ability to survive. The ability to adapt and apply the benefits of AI will require unparalleled creativity and innovation. That will add to the pressure on leadership teams everywhere. 

So here are a ten strategies to encourage and support creativity and innovation within your team. 

  • Create a work environment that values and encourages creativity. Ensure team members feel safe to express their ideas without fear of judgment or criticism. Encourage open communication, collaboration, and a culture of experimentation.
  • Clearly define the team’s goals and objectives while allowing room for creative problem-solving and innovation. Provide a sense of direction and purpose to guide your team’s efforts towards innovative solutions. Remember, even if something is not done “your way” doesn’t mean it wasn’t done the best way. 
  • Embrace diversity within your team, including diversity of backgrounds, experiences, and skill sets. Diverse perspectives bring fresh ideas and approaches to the table. That fosters creativity and innovation. Encourage open discussions, active listening, and the sharing of different viewpoints. If everyone is thinking the same then it’s very likely that most of them aren’t thinking. 
  • Promote a culture of continuous learning and professional development. Provide opportunities for team members to acquire new skills, attend workshops or conferences, and explore new areas of knowledge. Encourage individuals to share their learnings with the team.
  • Provide autonomy and ownership to team members in their work. Trust their judgment and empower them to make decisions and take calculated risks. Encourage initiative and give individuals the freedom to explore their ideas.
  • Set aside dedicated time for creative thinking and innovation. Allow team members to work on passion projects or explore new ideas outside their usual responsibilities. Consider implementing brainstorming sessions, hackathons, or innovation workshops to stimulate creativity. Creativity takes time, as a leader it’s up to you to provide that time. 
  • Acknowledge and reward innovative ideas and solutions within the team. Recognize and celebrate team members who contribute innovative ideas or demonstrate creative problem-solving. This can be done through public recognition, rewards, or even small incentives. Even small ideas can turn into big successes. 
  • Ensure that your team has the necessary resources, tools, and support to pursue their creative ideas. This may include providing access to research materials, funding for experiments or prototypes, or allocating that dedicated time for innovation projects.
  • Encourage a mindset that views failure as an opportunity for growth and learning. Create a culture where team members feel comfortable taking risks and learning from their mistakes. Encourage reflection and sharing of lessons learned from both successful and unsuccessful endeavors.

Remember, leading creative and innovative teams is an ongoing process. You should continually assess and adapt your strategies based on the dynamics of your team. Keep in mind the changing business landscape as well. By creating an environment that nurtures and supports creativity, you can unlock the full innovative potential of your team and use AI to it’s full potential too.

Turn, Turn, Turn

Steve Keating 1 Comment

There was a great song preformed by The Byrds. I think it was from the 1960’s or maybe the 70’s. It’s one of those songs that when you get the tune into your head it’s hard to get it out. If you pay attention to the lyrics they are hard to get out of your head too. That’s because the lyrics describe the seasons of our lives better than any song I’ve heard. 

The name of the song is Turn Turn Turn. Here are the lyrics:

To everything (turn, turn, turn)

There is a season (turn, turn, turn)

And a time to every purpose, under heaven

A time to be born, a time to die

A time to plant, a time to reap

A time to kill, a time to heal

A time to laugh, a time to weep

To everything (turn, turn, turn)

There is a season (turn, turn, turn)

And a time to every purpose, under heaven

A time to build up, a time to break down

A time to dance, a time to mourn

A time to cast away stones, a time to gather stones together

To everything (turn, turn, turn)

There is a season (turn, turn, turn)

And a time to every purpose, under heaven

A time of love, a time of hate

A time of war, a time of peace

A time you may embrace, a time to refrain from embracing

To everything (turn, turn, turn)

There is a season (turn, turn, turn)

And a time to every purpose, under heaven

A time to gain, a time to lose

A time to rend, a time to sew

A time for love, a time for hate

A time for peace, I swear it’s not too late….

Our lives really are divided into seasons. I think many people know that, the challenges start when we don’t live that way. 

Much of the stress in our lives is caused by trying to extend a season for longer than it was intended. Relationships begin and end. Some last a very long time and some are gone before we know it. That’s life. 

Relationships are like glass. Sometimes it’s better to leave them broken than risk cutting yourself trying to put them back together. 

Careers are upended, often with little or no notice. I know an individual who lost his job early in the pandemic. He hasn’t worked since. He says he just can’t let go of what he had. He can’t begin anew because he is weighted down by a season that has passed. It’s time to turn, turn, turn but he insists on remaining in the past. 

As strange as it may sound the “advice” found in the lyrics of Turn Turn Turn is pretty sound. (Pardon the pun) Everything in life has a beginning and an end, when we remember that it makes the transition from one season to another a little easier. 

Let go what needs letting go of and realize that most everything will eventually need to be let go. When you do, you’ll live a happier and more productive life.