Adaptive Leadership in Project Management

The most frustrating moment in my work is watching a brilliant leader lose their team not because they don’t care, but because they refuse to adapt. “I’ve always led this way.” “I just expect people to step up.” - leaders tell me and they mean well. But people aren’t machines. You can’t plug the same leadership approach into every person and expect power to flow. Just like traveling between countries, you need different adapters. And in leadership, those adapters are built on empathy, flexibility, and science-backed awareness of human behavior. 🔍 In theory, this is what Situational Leadership captures. Introduced by Hersey & Blanchard in 1969 and validated by decades of follow-up research, it showed that matching leadership behavior to the employee's needs leads to better motivation, learning, and performance. But here’s the nuance many miss: ❌ It’s not just about toggling between “directive” and “supportive.” ✅ It’s about building the diagnostic capacity to read people emotionally, contextually, and developmentally. And when combined with psychological safety (Edmondson, 1999), this adaptive leadership creates the conditions where people feel safe to contribute, challenge, and learn. In practice, I see this when leaders learn to carry the right “adapter”: 🔌 Structure: when someone is overwhelmed and needs clarity 🔌 Empathy: when someone is disengaged but no one has asked why 🔌 Challenge: when someone is ready for more but hasn’t been stretched 🔌 Listening: when someone has a voice but not yet a safe space 🔌 Autonomy: when someone is thriving and needs room to fly And in the end, it’s not the "best' leadership style that builds best teams. It’s the most responsive one. And being responsive also means being inclusive. P.S. What “adapter” do you find yourself using most as a leader? --------------------------------- 👋 New here? Welcome! I'm Susanna. I help organizations with high-performing, inclusive leadership and culture by fostering psychological safety.

The CEO's voice crackled with anxiety over the video call. "𝑾𝒆 𝒏𝒆𝒆𝒅 𝒂𝒏𝒐𝒕𝒉𝒆𝒓 𝒔𝒕𝒓𝒂𝒕𝒆𝒈𝒚 𝒔𝒆𝒔𝒔𝒊𝒐𝒏. 𝑵𝒐𝒘." I sighed inwardly. Our 3rd emergency meeting in 11 weeks. 𝐀 𝐩𝐫𝐨𝐦𝐢𝐬𝐢𝐧𝐠 𝐛𝐮𝐬𝐢𝐧𝐞𝐬𝐬, 𝐩𝐚𝐫𝐚𝐥𝐲𝐬𝐞𝐝 𝐛𝐲 𝐢𝐭𝐬 𝐥𝐞𝐚𝐝𝐞𝐫'𝐬 𝐚𝐧𝐱𝐢𝐞𝐭𝐲. The pattern was clear: ↪ Market shift triggers uncertainty in business model ↪ Anxious CEO calls for full strategy overhaul ↪ Team scrambles to re-plan everything ↪ Brief illusion of control ↪ New market shift.  ↪ Rinse. Repeat. The CPO was frustrated: "𝑾𝒆'𝒓𝒆 𝒅𝒓𝒐𝒘𝒏𝒊𝒏𝒈 𝒊𝒏 𝒓𝒆𝒘𝒐𝒓𝒌." The CSO was exasperated: "𝑵𝒐𝒕 𝒂𝒏𝒐𝒕𝒉𝒆𝒓 𝒘𝒐𝒓𝒌𝒔𝒉𝒐𝒑..." Innovation stalled. Base business thudded. The team was burning out. My role as advisor? 𝐓𝐮𝐫𝐧 𝐭𝐡𝐢𝐬 𝐚𝐧𝐱𝐢𝐞𝐭𝐲 𝐥𝐨𝐨𝐩 𝐢𝐧𝐭𝐨 𝐚 𝐠𝐫𝐨𝐰𝐭𝐡 𝐞𝐧𝐠𝐢𝐧𝐞. Inspired by an aha moment in my morning walk, I posed a question. "𝐖𝐡𝐚𝐭 𝐢𝐟 𝐲𝐨𝐮𝐫 𝐚𝐝𝐚𝐩𝐭𝐚𝐛𝐢𝐥𝐢𝐭𝐲 𝐭𝐨 𝐜𝐡𝐚𝐧𝐠𝐞 𝐰𝐚𝐬 𝐲𝐨𝐮𝐫 𝐮𝐧𝐟𝐚𝐢𝐫 𝐚𝐝𝐯𝐚𝐧𝐭𝐚𝐠𝐞?" Confused looks all around, but I also saw a glimmer of intrigue. 🧠 𝐎𝐮𝐫 𝐍𝐞𝐰 𝐅𝐫𝐚𝐦𝐞𝐰𝐨𝐫𝐤: • Embrace uncertainty as a catalyst for innovation • Replace rigid plans with adaptive strategies • Cultivate team resilience over leader omniscience 🛠️ 𝐏𝐫𝐚𝐜𝐭𝐢𝐜𝐚𝐥 𝐒𝐭𝐞𝐩𝐬 𝐖𝐞 𝐈𝐦𝐩𝐥𝐞𝐦𝐞𝐧𝐭𝐞𝐝: • Weekly "uncertainty check-ins" to normalize change • Rapid prototyping instead of endless planning • Celebrating adaptive wins, not just meeting targets 👏 𝐓𝐡𝐞 𝐑𝐞𝐬𝐮𝐥𝐭𝐬 • Endless strategy sessions cut by 70% • Two major product launches in 6 months • CEO anxiety noticeably lowered • Team cohesion and creativity skyrocketed 𝐓𝐡𝐞 𝐋𝐞𝐬𝐬𝐨𝐧: 𝐀𝐧𝐱𝐢𝐞𝐭𝐲 𝐭𝐡𝐫𝐢𝐯𝐞𝐬 𝐨𝐧 𝐭𝐡𝐞 𝐢𝐥𝐥𝐮𝐬𝐢𝐨𝐧 𝐨𝐟 𝐜𝐨𝐧𝐭𝐫𝐨𝐥. 𝐓𝐫𝐮𝐞 𝐥𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐢𝐬 𝐚𝐛𝐨𝐮𝐭 𝐚𝐝𝐚𝐩𝐭𝐢𝐧𝐠 𝐭𝐨 𝐮𝐧𝐜𝐞𝐫𝐭𝐚𝐢𝐧𝐭𝐲, 𝐧𝐨𝐭 𝐞𝐥𝐢𝐦𝐢𝐧𝐚𝐭𝐢𝐧𝐠 𝐢𝐭. 𝐘𝐨𝐮𝐫 𝐓𝐮𝐫𝐧: What leadership anxiety can you transform into the rocket fuel of adaptability? Photo: me recreating my face when hit by the Anxiety♻️Adaptability aha that morning! #Entreprenurship #Anxiety #AdaptiveLeadership #Transformation #EmotionalIntelligence

I used to think being a great project manager was about mastering the right framework. The right tool. The perfect Gantt chart. But I was wrong. The real shift in my career happened when I stopped managing tasks... And started leading people. Deloitte's new Human Capital Trends report confirms what many of us have felt: The PM role is being redefined. We're no longer just delivery leads. We're transformation enablers. To thrive in this new era, project managers must develop 3 core capabilities: → Coach, motivate, and grow people Because performance starts with connection, not compliance. → Lead human-AI collaboration and redesign how work gets done Because success means integrating tech without losing the human edge. → Drive adaptability, strategic thinking, and innovation Because in a world of constant change, agility is everything. But there's a fourth capability—one the report didn't name explicitly: → Translate complexity into clarity Because PMs don't just manage—we make sense of chaos. It's what turns a mess of meetings, tools, and expectations into momentum. It's how we bridge the gap between vision and execution. These aren't soft skills. They're what keep projects—and people—moving forward. Project managers aren't becoming obsolete. We're becoming essential in new, more meaningful ways. This is our moment to lead with clarity, connection, and courage. And I believe we're ready. → Repost ♺ to empower others, and follow Jesus Romero, M.Eng, PMP, CSM for project leadership tips. #LIPostingDayApril

5 Leadership Lessons from My Time at Sony Pictures Entertainment  How to Lead Through Crisis, even if you're facing unprecedented challenges. Here's the exact framework I developed during my 11 years at Sony Pictures, tested during one of the most significant cyber attacks in corporate history. Some called it 'The Adaptive Leadership Blueprint.' 1- Data-Driven Decisiveness ↳ When hackers compromised our systems in 2014,  ↳ we lost access to over 100 terabytes of data.  ↳ We didn't need complex technology to respond. Instead, we established a common language and relied on straightforward data insights to make quick, informed decisions. This approach helped us minimize our recovery times and costs. We did not lose out on deals, and we did not sell things we didn’t have. Data was abundant, for those with the experience to interpret it. 2- Collaborative Innovation ↳ We united creative and analytical minds across departments to solve unprecedented challenges.  ↳ When traditional communication channels were compromised,  ↳ we had to innovate - even reverting to fax machines.  ↳ This crisis proved to me that diverse perspectives lead to exceptional solutions. 3- Cultural Intelligence ↳ Leading global teams taught me that understanding cultural nuances isn't optional—it's essential.  ↳ we learned that cultural sensitivity becomes a strategic advantage when coordinating responses across different regions. 4- Adaptive Response ↳ The hack forced us to pivot rapidly.  ↳ We transformed our entire operation overnight,  ↳ showing that adaptability isn't just about surviving—it's about finding creative solutions within constraints.  ↳ This aligns with current industry trends emphasizing the need for adaptive leadership in volatile, uncertain conditions. 5- Continuous Evolution ↳ The entertainment industry never stands still.  ↳ Neither should leaders.  ↳ We learned that staying relevant means constantly evolving our skills and approaches.  ↳ Today, this includes developing remote leadership capabilities and embracing purpose-driven leadership. The Results? We didn't just survive one of the most significant cyber attacks in corporate history—we emerged stronger, with a leadership framework that works in any challenging situation. Our response became a case study in crisis management, demonstrating how data-driven decisions and collaborative efforts can overcome even the most sophisticated threats. What's your most valuable leadership lesson from navigating a crisis? Share your experience below.

Projects don’t fail because change happens but they can fail when people resist it. No matter how detailed your plan, change finds a way in. Deadlines move, requirements shift, budgets tighten, or a key stakeholder suddenly changes course. It’s rarely convenient, but it’s always inevitable. So YES… 𝙋𝙧𝙤𝙟𝙚𝙘𝙩𝙨 𝙙𝙤𝙣’𝙩 𝙛𝙖𝙞𝙡 𝙗𝙚𝙘𝙖𝙪𝙨𝙚 𝙘𝙝𝙖𝙣𝙜𝙚 𝙝𝙖𝙥𝙥𝙚𝙣𝙨 𝙗𝙪𝙩 𝙩𝙝𝙚𝙮 𝙘𝙖𝙣 𝙛𝙖𝙞𝙡 𝙬𝙝𝙚𝙣 𝙥𝙚𝙤𝙥𝙡𝙚 𝙧𝙚𝙨𝙞𝙨𝙩 𝙞𝙩. As Project leaders, we live in constant adjustment. You plan with precision, yet still wake up to new realities: a risk hits early, a resource disappears, or #leadership pivots mid-delivery. Those moments can frustrate you but they’re also what defines you. Developing you into an adaptive PM instead of a reactive one. Adaptive PMs don’t see change as chaos. They see it as data. When assumptions break, they ask, “What’s true now?” instead of “How do I protect what we planned?” That mindset shifts everything from defending old strategies to designing better ones to love forward. Sometimes, the toughest trap is SUNK COST, that quiet voice saying, “We’ve come too far to change now.” It’s natural to feel attached to effort already spent. The PMs who know their stuff make peace with what’s gone and focus on where impact is still possible. They ask, “If we were starting today, with what we know now, would we do this the same way?” Pivoting well takes three things: awareness, courage, and communication. → Awareness to spot early signals that your environment or assumptions have shifted. → Courage to make the hard call, even if it means scrapping months of work. → Communication to help your team see that this isn’t failure but adaptation in action. The best PMs balance conviction with flexibility. They commit deeply to the goal but stay open about the path. They lead with clarity and humility, driving execution while staying ready to adjust. That’s how they keep momentum when the ground moves beneath them. You see, the art of pivoting isn’t about starting over but about steering wisely when the map changes.... Because the most successful projects aren’t the ones that stick to plan, they’re the ones that evolve fast enough to stay relevant. 📍What’s your go-to move when change hits your project? Follow Benjamina Mbah Acha for insights that help you plan, execute, and deliver projects with confidence.

Rigid leadership styles kill potential. Learn to ADAPT or risk falling behind. ⬇️ The Hersey-Blanchard ADAPT Model revolutionizes leadership. It matches leader style to team readiness, boosting performance. This framework transforms managers into adaptive leaders, creating high-performing teams and future trailblazers. ADAPT teaches 4 leadership styles: • Directing: High guidance + low support for new or low-confidence team members • Coaching: High guidance + high support for developing skills and motivation • Supporting: Low guidance + high support for capable but inconsistent performers • Delegating: Low guidance + low support for high-performing, motivated individuals Leaders flex between these styles based on their team's competence and commitment levels. The ultimate goal is creating teams that run themselves, freeing leaders to focus on strategy and growth. Here's how you can ADAPT your leadership to cultivate high-performing teams: A - Assess Readiness ↳ Evaluate follower competence and commitment ↳ Identify any skill or motivation gaps D - Decide on Style ↳ Choose the appropriate style based on readiness level ↳ Align your approach with the team's needs A - Apply Approach ↳ Implement chosen style confidently ↳ Communicate expectations clearly P - Progress Followers ↳ Develop skills and confidence systematically ↳ Gradually increase autonomy and responsibility T - Track and Adjust ↳ Monitor follower performance and engagement ↳ Flexibly shift styles as readiness changes Remember: Great leaders ADAPT to develop both results and people. Which part of ADAPT challenges you most? Share your experiences in the comments! If you found this valuable: • Repost for your network ♻️ • Follow me for more deep dives • Join 25,500+ subscribers for more actionable tips to build your brand and protect your reputation: https://lnkd.in/edPWpFRR

Your Biggest Leadership Blind Spot is Inflexible Thinking. Cognitive Flexibility Can Help! Have you ever found yourself clinging to a decision—even when new information suggests a better path? It happens more often than we realize! The best leaders are not just strategic thinkers—they are also adaptive thinkers. Do you challenge outdated beliefs, pivot under pressure, and restructure your approach? This is what separates high-impact leaders from stagnant ones. That is where Cognitive Flexibility comes in. The Cognitive Flexibility Inventory (CFI) was designed to measure the type of mental agility needed to restructure maladaptive thinking into more adaptive and balanced decision-making. In simpler terms, it assesses how well we can pivot, reframe challenges, and embrace new perspectives—all essential traits for leaders navigating uncertainty. 💡 Why does this matter to you as you evolve into a Strategic Project Leader? ↳  Rigid thinking leads to failure — Organizations that cling to outdated strategies often struggle to execute effectively. ↳ Adaptive leaders drive innovation — Those who challenge assumptions and adjust their strategic lens unlock new opportunities. ↳ Cognitive flexibility fuels collaboration — Strategic decision-making isn’t about having all the answers but co-creating solutions through diverse perspectives. The best Strategic Project Leaders (SPLs) and executives don’t just execute strategies—they refine, evolve, and reinvent them based on real-time insights. So, ask yourself: Are you proactively challenging your own assumptions? How adaptable is your strategic mindset? Let us discuss 🔽 How do you cultivate Cognitive Flexibility in your leadership approach? #FolaElevates #StrategicIntelligence #CognitiveFlexibility #Leadership #ProjectLeadership #DecisionMaking

The Real Challenge for Project Managers Isn't Planning—It's Pivoting You’ve followed the best frameworks.   You’ve crafted the perfect schedule.   But then it happens:  A sudden change in priorities.   A critical team member leaves.   A deliverable falls short.  Sound familiar? The truth is, most project management frameworks assume stability. But in the real world, change is the only constant.  That’s where adaptability becomes your superpower. Here’s what adaptable project managers do differently:  Prioritize impact over process: What moves the needle? Focus there.   Embrace flexibility: Your framework is a guide, not a rulebook.   Communicate constantly: Keep your team aligned, even in chaos.  Because at the end of the day, the best project managers don’t just manage projects—they lead through change. Which of these strategies resonates most with your experience? 👉 Share your thoughts or experiences in the comments! 📢 Know someone who could benefit from this? Tag them! 👍 Like this if you agree! 🔗 Follow for more insights on mastering change.

𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗜𝘀𝗻’𝘁 𝗔𝗯𝗼𝘂𝘁 𝗕𝗲𝗶𝗻𝗴 𝘁𝗵𝗲 𝗕𝗲𝘀𝘁 Say what?! 🤨 Hear me out... Too often, leadership is mistaken for being the smartest in the room, the loudest voice, or the one with all the answers. But real leadership? It’s about lifting others up. It’s about making the right decisions at the right time - not just for yourself, but for the success of the entire team. In project management, great leaders don’t blindly follow frameworks. They adapt, communicate, and empower. They make everyone better. Here’s how they do it: 1️⃣ 𝗧𝗵𝗲𝘆 𝗣𝗶𝘃𝗼𝘁, 𝗡𝗼𝘁 𝗝𝘂𝘀𝘁 𝗣𝗹𝗮𝗻 Leadership isn’t about forcing one method to work - it’s about knowing when to shift gears. Great leaders create an environment where teams move with confidence, not frustration. 2️⃣ 𝗧𝗵𝗲𝘆 𝗖𝗵𝗮𝗺𝗽𝗶𝗼𝗻 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻, 𝗡𝗼𝘁 𝗝𝘂𝘀𝘁 𝗖𝗼𝗼𝗿𝗱𝗶𝗻𝗮𝘁𝗶𝗼𝗻 Strong leaders don’t just send updates - they ensure every voice is heard, every concern is addressed, and every person sees their impact. 3️⃣ 𝗧𝗵𝗲𝘆 𝗟𝗲𝗮𝗱 𝘄𝗶𝘁𝗵 𝗗𝗮𝘁𝗮, 𝗡𝗼𝘁 𝗝𝘂𝘀𝘁 𝗚𝘂𝘁 𝗙𝗲𝗲𝗹𝗶𝗻𝗴𝘀 Decisions backed by both qualitative and quantitative insights lead to better outcomes. Effective leaders empower teams with facts, not opinions. 4️⃣ 𝗧𝗵𝗲𝘆 𝗡𝗮𝘃𝗶𝗴𝗮𝘁𝗲 𝗖𝗵𝗮𝗻𝗴𝗲, 𝗡𝗼𝘁 𝗝𝘂𝘀𝘁 𝗥𝗲𝗮𝗰𝘁 𝘁𝗼 𝗜𝘁 Challenges and risks are inevitable. The best leaders anticipate, adapt, and guide their teams through uncertainty - turning obstacles into opportunities. 5️⃣ 𝗧𝗵𝗲𝘆 𝗦𝗵𝗮𝗿𝗲 𝗞𝗻𝗼𝘄𝗹𝗲𝗱𝗴𝗲, 𝗡𝗼𝘁 𝗝𝘂𝘀𝘁 𝗦𝘂𝗰𝗰𝗲𝘀𝘀 Leadership isn’t about hoarding wisdom - it’s about elevating everyone. The best leaders teach, mentor, and implement strategies that strengthen the whole team. 𝗥𝗲𝗮𝗱𝘆 𝘁𝗼 𝗟𝗲𝗮𝗱 𝘄𝗶𝘁𝗵 𝗜𝗺𝗽𝗮𝗰𝘁? That’s exactly what the 𝗣𝗨𝗥𝗘 𝗣𝗿𝗼𝗷𝗲𝗰𝘁 𝗠𝗮𝗻𝗮𝗴𝗲𝗿 training program was built for. 𝗬𝗼𝘂’𝗹𝗹 𝘄𝗮𝗹𝗸 𝗮𝘄𝗮𝘆 𝘄𝗶𝘁𝗵: ✅ Practical strategies for delivering projects efficiently ✅ Improved stakeholder communication & alignment ✅ Stronger risk management & adaptability ✅ New insights you can implement immediately This program brings together the voices and experiences of 20+ project managers who are actively contributing to the field of project management! Learn more here: 👉 https://bit.ly/3CbObmI If you’re ready to go beyond frameworks and build real leadership skills, let’s connect! #Leadership #ProjectManagement #GrowthMindset #BetterTogether