Adaptive Leaders

Cathie Leimbach • June 16, 2023

Adaptive leadership is a way of leading that focuses on solving problems and achieving success. It means being creative and willing to do things differently. It requires flexibility, taking initiative, trying new things, and considering different ideas. Prior to Covid, adaptability was not listed in the top 10 leadership skills. However, post-covid it has been ranked as the most important leadership skill for thriving in our fast changing world.


To be an adaptive leader, you need certain qualities and skills. First, you should be creative. Adaptive leaders think outside the box, explore new ideas, and find unique solutions. They're not afraid to make mistakes and learn from them. They also value different opinions and ideas.


One way team leaders can show adaptive decision-making is by creating an environment where everyone feels comfortable sharing different ideas. They can ask questions that make team members think of different ways to do things. By having open and

inclusive discussions, team leaders can benefit from everyone's knowledge and find the best solution together.


Adaptive leaders also understand the importance of having diverse perspectives. They know that a team with people from different backgrounds and experiences can bring new insights and innovative solutions. By respecting and appreciating different viewpoints, adaptive leaders create a culture where everyone feels welcome to share their ideas and have constructive discussions.


In conclusion, adaptive leadership is important in a world that is always changing. It means being flexible, creative, and open to new ideas. It requires working together and considering different viewpoints. Adaptive leaders help their teams solve problems and achieve success by encouraging creativity and embracing diversity.

The Power of Strategic Choice: Making Room for What Matters

By Cathie Leimbach • November 10, 2025
In most organizations, the instinct is to add —more goals, more projects, more meetings. But as Juliet Funt, founder of the Juliet Funt Group, teaches in her Strategic Choice process, real leadership strength lies in deciding what to stop doing . Strategic Choice is the intentional narrowing of priorities—cutting away the clutter so teams can focus on what truly drives results. It’s a disciplined act of letting go: saying no to good ideas so there’s room for the great ones. Funt’s approach challenges leaders to pause, think, and create the mental and operational space their people need to perform at their best. By removing unnecessary tasks and misplaced effort, leaders make room for precision, innovation, and real thinking time. This isn’t about doing less—it’s about doing what matters most. When businesses adopt this mindset, they replace overwhelm with clarity and regain control of their time, energy, and outcomes. For small to mid-sized companies, embracing Strategic Choice can transform busyness into focus—and that focus is where sustainable growth begins. Want a quick visual overview? View Strategic Choice: Making Room for What Matters to see how this process helps leaders focus on what truly drives results.

Unlock Your Team's Potential: Fix Dysfunction, Boost the Bottom Line!

By Cathie Leimbach • November 4, 2025
Hey team leaders! Ever wonder why some companies soar while others stumble? Patrick Lencioni's bestseller, The Five Dysfunctions of a Team , nails it: workplace dysfunctions such as no trust, fear of conflict, lack of commitment, avoiding accountability, and ignoring results lead to mediocre performance at best. But here's the good news—smart leadership development changes the game! Start with building trust . Train leaders to open up and be vulnerable. Teams bond, ideas flow, and costly mistakes drop. Next, embrace healthy conflict . Teach team leaders to make it safe for team members to share the pros and cons of current or new ways of doing things. This helps everyone understand different perspectives. Then, drive commitment . Leaders who clarify goals, ask everyone to share their level of buy-in, and address their concerns get everyone bought in. People focus on high value work and get more done. . Hold folks accountable through coaching. Leaders learn to give kind, direct feedback by praising good work and calmly providing more training as needed. Turnover plummets and the quality and quantity of work improves. Finally, focus on results . Be clear on expectations. Keep score by monitoring progress weekly or daily. Acknowledge team wins when the goals are met. Winning sports teams pay attention to these Five Behaviors of a Team. How would a World Series winner have been determined this week without trust among the players and coaches, openness to tough coaching, the whole team working together, players focusing on their specific positions, and getting players around the bases to get the top score? Every workplace can benefit from these team behaviors as well. Lencioni's research proves it: Companies who prepare their leaders to overcome these 5 common workplace dysfunctions, improve the culture and see huge financial gains. Invest in your leaders today. Your bottom line will thank you! Click here to learn more about the painful cost of team dysfunction.