Survey Responses

1. I often push myself to move away from the status quo or business as usual.

Adaptation requires getting out of your comfort zone and mobilizing others to do the same. A high score here indicates that you are willing to take risks for what you believe. A low score may mean that you find it difficult to discard an old routine even after its usefulness and its appropriateness has diminished.


2. I regularly take stock of all my responsibilities, discerning which activities are critical and which are expendable, letting go those that no longer support a core function.

Adaptation is not about doing more. There is no such thing as 110%. In order to move forward, deciding what to stop doing is critical. A high score indicates that you can discern what is still important to do and what are legacy behaviors that may have only worked in the past. A low score means that you may have trouble saying no and have a propensity to get bogged down in tasks without strategy.


3. I understand the difference between management and leadership and value both skill sets in the workplace.

We all face two competing challenges: to execute on important business practices efficiently (which is in the domain of authority and management) and to change or adapt those same business practices (leadership). A high score here suggests that you know that management and leadership are different skill sets and know when to use each appropriately. If you scored low, you may be trying to achieve something with the inappropriate skill set.


4. I am not afraid to raise unpopular positions in my workplace.

Adaptation requires surfacing and dealing with hidden or unresolved conflicts. Raising these issues requires both courage and skill. A high score suggests that you can challenge groupthink and norms. A low score means that it is likely that the important conversations and issues remain in the hallway and are not dealt with appropriately.


5. I occasionally pull myself away from the everyday tasks and routines to gain perspective on what is really going on and what direction we are taking.

Adaptation requires getting perspective on the organizational dynamics – stepping from the dance floor onto the balcony. A high score here indicates that you can escape the to-do list and reflect in real time, taking a distanced view and seeing patterns in the situations even while you are in the midst of action. A low score suggests that you may get caught up in the action and have difficult prioritizing or recognizing your own contributions to the situation or problem at hand.


6. I identify and act to close the gap that exists between the way I am living my life now and what I want to be doing.

The only reason to adapt is because you have some purpose or meaningful value proposition. Closing the gap between your current reality and your aspirations, and helping others do the same, is the work of Adaptive Leadership. A high score implies that you are actively working with self directed purpose and meaning. A low score means that you may need to spend some time identifying what is worth working for rather than just reacting to what gets put in front of you.

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