“Resilience is not about bouncing back, it’s about growing through.” — Eileen McDargh, author and executive coach

Resilience is a defining trait of great leaders. The ability to remain composed in the face of uncertainty, adapt when the unexpected arises, and keep moving forward under pressure sets exceptional leaders apart. At the heart of resilience lies flexibility — the willingness to shift perspectives, adjust business strategies, and respond with agility when circumstances change. In this blog, we’ll explore how cultivating flexibility can strengthen leader resilience, and share practical, actionable insights for human resources (HR) professionals, managers, and executives who are committed to building stronger, more adaptable leadership in their organizations.

The Importance of Resilience in Leadership

Resilience enables leaders to recover from setbacks, manage stress, and lead teams through uncertainty. Research indicates that resilient leaders contribute to stronger team performance, higher employee engagement, and improved organizational outcomes. For instance, adaptive performance — a facet of resilience — has been linked to effective leadership in dynamic work environments, and helps maintain productivity amid change.¹

Psychological capital, or PsyCap, which includes resilience as a core component alongside hope, efficacy, and optimism, has also been linked to improved job performance and satisfaction.² Leaders with high PsyCap are better equipped to handle workplace challenges and foster a positive organizational climate.³

What is Flexibility?

Flexibility is the ability to adapt strategies and perspectives to address new challenges and opportunities. It encompasses maintaining awareness of changing circumstances and taking responsibility for achieving objectives in evolving conditions. By cultivating flexibility, leaders can enhance their resilience. Here are three practical strategies to develop flexibility:

Strategies to Build Leadership Flexibility & Resilience

Here are three practical strategies to develop flexibility:

1. Maintain Awareness of Changing Circumstances

• Stay informed: Regularly monitor industry trends, market shifts, and organizational changes. This proactive approach to the ever-changing business environment allows leaders to anticipate and prepare for potential disruptions.​
• Solicit feedback: Encourage open communication within teams to gain diverse perspectives on emerging issues. This practice fosters a culture of awareness and responsiveness.​

2. Adapt Strategies and Perspectives

• Embrace continuous learning: Invest in ongoing professional development to acquire new skills and knowledge. This commitment to learning enhances the ability to adjust strategies effectively.​
• Encourage innovation: Promote a culture that values creativity and experimentation. Leaders should model openness to new ideas and approaches.​

3. Take Responsibility in Evolving Conditions

• Demonstrate accountability: Own decisions and outcomes, especially during periods of change. This behavior builds trust and sets a standard for the team.​
• Lead by example: Demonstrate adaptability in actions and leadership decisions, reinforcing the importance of flexibility to team members.​

How to Implement Flexibility in Leadership Development Programs

To integrate flexibility into leadership development initiatives, consider the following programs or approaches:

• Training workshops: Design sessions that focus on flexibility and other adaptive leadership skills, including scenario planning and decision-making under uncertainty.​ Explore SIGMA’s Leadership Development Workshops for convenient, practical, group training aligned with each of the 50 competencies in our Leadership Competency Framework. Start with a leadership development workshop on Flexibility or contact us about bundling options.
• Mentorship programs: Pair emerging leaders with mentors who exemplify flexible leadership. This encourages knowledge transfer and models adaptive behaviors.​
• Performance metrics: Incorporate flexibility into leadership performance evaluations to emphasize its importance.​ Use the LSP-R to assess flexibility and get personalized feedback for employee development.
• Organizational culture: Foster an environment that supports change, encourages feedback, and values diverse perspectives.​

By implementing targeted strategies and fostering an organizational culture that values flexibility, HR professionals, managers, and executives can cultivate resilient and flexible leaders who can navigate challenges and drive sustained success.

For more information on how to develop flexibility as a leader, download SIGMA’s guide, Great Leaders Are Flexible.

¹ Burke, C. S., Stagl, K. C., Salas, E., Pierce, L., & Kendall, D. (2006). Understanding team adaptation: A conceptual analysis and model. Journal of Applied Psychology, 91(6), 1189–1207.

² Luthans, F., Youssef, C. M., & Avolio, B. J. (2007). Psychological capital: Developing the human competitive edge. Oxford University Press.

³ Luthans, F., Youssef, C. M., & Avolio, B. J. (2007). Psychological capital: Developing the human competitive edge. Oxford University Press.