Adaptive Leadership in the Face of Change

Marie Russier, Head of Entrepreneurship Programmes at EIT Food, highlights the importance of adaptability for leaders guiding startups or organisations through rapidly evolving industries and diverse cultural environments.

We’re living in a time when change is not just a possibility – it’s a constant. From the dizzying pace of innovation to the evolving dynamics of global teams, leaders today are expected to navigate uncharted waters almost daily. For startups and growing organisations, especially, adaptability is no longer a competitive advantage – it’s a survival skill.

In my own leadership journey – speaking from my experience as Head of the Entrepreneurship Programme at EIT Food, and having worked alongside startups as well as within both small consultancies and large multinationals operating in fast-paced, high-change environments – I’ve learned that the most effective leaders are not necessarily the ones with all the answers, but the ones most willing to listen, adjust, and evolve.

But first, let’s clarify what we mean by adaptive leadership.

Adaptive leadership is a practical leadership framework developed by Harvard’s Ronald Heifetz and Marty Linsky. It’s defined as “the practice of mobilising people to tackle tough challenges and thrive amidst change.” — Heifetz, Grashow & Linsky, The Practice of Adaptive Leadership (2009)

Unlike technical leadership – which relies on known solutions and expertise – adaptive leadership is about guiding people through uncertainty, helping them let go of outdated ways, and supporting them as they build new capacities.

Here are a few lessons and principles I’ve embraced and continue to refine when it comes to adaptive leadership in the face of change:

Stop Leading with Certainty. Start Leading with Curiosity.

Adaptive leaders know that the world is too complex for one-size-fits-all answers. Instead of sticking to rigid playbooks, we need to ask better questions:
What are we not seeing? What assumptions are we making? What are our customers or team members telling us that we might be ignoring?

Curiosity drives learning. And learning fuels adaptability.

Be Willing to Get Uncomfortable

Leading through uncertainty often means stepping outside your comfort zone. It requires vulnerability – the ability to admit when you don’t have the answer and to pivot based on new information.

In startups, where every day might present a new challenge or pivot, your ability to sit with discomfort, listen deeply, and move forward anyway is what earns long-term trust and momentum.

Decentralise the Decision-Making

One of the core principles I draw on is what Harvard Business Review calls “giving the work back.” That means empowering your team to solve problems, test ideas, and make decisions where the information is freshest.

If you’re trying to control every outcome from the top, you’re slowing everything down. Adaptive leadership invites others in and recognises that the best answers are often already within your organisation – they just need space to surface.

Build Psychological Safety and Cultural Competence

We can’t adapt if people are afraid to speak up. And we certainly can’t navigate global markets if we fail to respect and understand cultural nuances.

Leaders must work intentionally to build environments where it’s safe to challenge ideas, admit mistakes, and offer perspectives. That includes creating inclusive spaces for culturally diverse teams, where people don’t just feel heard – they feel understood.

Prioritise Learning Over Perfection

Startups thrive when experimentation is part of the DNA. Adaptive leaders model this by rewarding learning – not just outcomes. When a team fails fast, learns quickly, and pivots smartly, that’s a win.

We’re not here to be perfect. We’re here to evolve with purpose.

Stay Grounded in Purpose, Not in Process

Your mission should be your anchor, not your method. In fast-changing industries, the way you deliver value might need to shift frequently. But why you exist – that should stay rock-solid.

Keep your team connected to that “why,” and they’ll be far more willing to evolve the “how.”

Adaptability Starts with Self-Awareness

Finally, I’ve learned that you can’t lead others through change if you’re not leading yourself through it first. Regular reflection, honest feedback, and emotional intelligence are non-negotiables. Your self-awareness sets the tone for how resilient and flexible your team can be.

In conclusion

Adaptive leadership is not about being reactive. It’s about being intentional, agile, and deeply human in how you show up. Whether you’re steering a scrappy startup or scaling a high-growth team, your ability to adapt – to people, to markets, to complexity – is what sets enduring leaders apart from temporary ones.

Change is hard. But if you’re willing to grow with it, it’s also the greatest teacher you’ll ever have.

 

Sources:

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