In the fast-paced world of modern business, change is the only certainty. Whether it’s a new project, an unexpected team shift, or learning to navigate new technologies, professionals must be equipped to embrace uncertainty and thrive in dynamic environments. As Alicia Raeburn notes in her article on workplace adaptability for Asana, professionals today need to cultivate the ability to respond effectively to different scenarios and challenges. But what does that look like in practice, and how can you foster adaptability within yourself and your organization?
At Competitive Edge, we focus on developing adaptability through assessments and certification programs. As part of our work with AQai—a global leader in adaptability training—we use their ACE Model to break down the key dimensions of adaptability into three core areas: Ability, Character, and Environment. Let’s explore how Raeburn’s insights align with AQai’s ACE Model and discuss actionable strategies for developing adaptability in the workplace.
Ability: Grit, Mental Flexibility, and Resilience
Adaptability Ability refers to your practical skills for navigating change. Raeburn highlights several skills that are critical for becoming more adaptable, including cognitive flexibility, creative problem-solving, and proactive learning. Let’s examine these through a few of the components of AQai’s Ability dimension of the ACE Model – specifically, Grit, Mental Flexibility, Resilience, and Unlearning:
• Grit:
As Raeburn mentions, resilience in the face of challenges is key, but the terminology is a little vague. Grit, as defined by AQai, goes a step further toward precision by emphasizing the concept of Grit as perseverance toward long-term goals. It’s not just about bouncing back from setbacks but staying committed even when the path forward isn’t easy. Whether it’s juggling multiple projects or staying focused on career development amidst change, Grit is a measure of a professional’s capability of maintaining consistent effort over time.
• Mental Flexibility:
Raeburn favors the term “Cognitive adaptability”, noting that adaptable employees are quick to adjust their thinking to match new circumstances, an ability AQai defines as mental flexibility. This involves not only keeping an open mind but also, as AQai puts it, being able to “observe the current situation and create new pathways“. For example, when faced with a sudden organizational shift, employees with strong mental flexibility can reframe the situation, seeing it as an opportunity for innovation rather than a setback.
• Resilience:
While grit is about maintaining focus, Resilience is the measure of your capacity to recover swiftly from setbacks. In Raeburn’s article, resilience is discussed in the context of “building leadership skills and problem-solving,” which are key aspects of the AQ Ability dimension. Resilient employees don’t just cope with change; they embrace it, seeing challenges as opportunities for growth.
• Unlearning:
Another crucial element under AQ Ability is Unlearning, which quantifies a person’s ease or resistance when faced with letting go of outdated practices and mindsets to make room for new ideas. Raeburn touches on this idea under the heading of “Personality adaptability”, observing that adaptability often requires “[being] open-minded, flexible, and comfortable stepping out of their comfort zone”. Unlearning is a necessary part of that process of relinquishing familiar practices.
Character: Emotional Range, Motivation, and Thinking Style
Adaptability Character reflects the personal traits and tendencies that influence how you navigate change. Although Raeburn uses different terminology in some examples, the underlying elements of her discussion can be mapped to the ACE Model’s Character dimension in the sub-dimensions of Emotional Range, Motivational Style, Hope, and Thinking Style.
• Emotional Range:
Raeburn examines the element of emotion in her discussion under the heading of “Emotional adaptability”. In AQai’s model, emotional range refers to how individuals manage psychological stress and their emotional reactions to change. Those with a balanced emotional range are more skilled at regulating their emotions and remaining calm in high-pressure situations, or as stated by Raeburn, they “are better equipped to handle stress,” and “maintain their composure during challenges”. These skills are crucial for navigating organizational shifts, and allow the individual to be supportive of their peers in dynamic situations.
• Motivational Style:
Motivation drives adaptability. Raeburn encourages professionals to adopt a growth mindset, noting that “proactive learners are better prepared to adapt to change and take on new roles and responsibilities”. AQai’s model shows that proactive learning is related to a spectrum of motivation ranging between two poles: “play to protect” (focused on minimizing risks) and “play to win” (focused on maximizing opportunities). Understanding what motivates you or your team can help identify where to focus proactive learning to make sure that some skill development isn’t being neglected due to motivational biases.
• Hope:
As part of AQ Character, hope reflects the ability to pursue goals despite challenges and create alternative pathways to reach those goals. Raeburn’s article indirectly touches on this under her paragraph on “Creative problem-solving”. She discusses how adaptable people are “able to think outside the box, generate novel ideas, and develop unconventional solutions”. Hope plays a significant role in enabling this creativity by maintaining a positive psychological state during times of change.
• Thinking Style:
Thinking style impacts how you process information, make decisions, and adapt to new situations. AQai identifies the benefits of an “ambidextrous” thinking style—balancing big-picture thinking with attention to detail. The Asana article does not directly touch on this concept, but it can be seen as a concept that connects several of the ideas discussed above, including Cognitive adaptability, Personality adaptability, and Creative problem-solving as outlined by the author. The important takeaway being that adaptable employees must be able to both innovate and execute.
Environment: Emotional Health, Company Support, and Team Dynamics
Adaptability doesn’t exist in a vacuum. Your ability to adapt is influenced by the environment in which you operate. In her article, Raeburn emphasizes the importance of support systems, “Leaders can promote adaptability by fostering a culture of continuous learning, encouraging open communication, providing opportunities for employees to develop new skills, and supporting their teams during times of transition”. These ideas align neatly with concepts from AQai’s Environment dimension, which are more specifically defined as measurable sub-dimensions such as: Company Support, Emotional Health, Team Support, and Work Environment.
• Company Support:
AQai’s model highlights that company support is critical for fostering adaptability. Raeburn suggests that adaptability skills often emerge in environments that encourage learning and risk-taking, “Teach yourself to embrace any situation by taking more risks and accepting the results”. When companies provide resources, training, and a culture of psychological safety, employees are more willing to adapt. Without company support, even the most adaptable employees can struggle to thrive.
• Emotional Health:
Raeburn mentions that maintaining an open mind and practicing mindfulness are key to emotional adaptability, “Mindfully putting yourself in the moment allows you to begin the process of problem-solving“. In AQai’s model, emotional health refers to how well individuals manage both positive and negative emotions, particularly in times of change. A workplace that supports emotional well-being fosters greater adaptability by allowing employees to remain engaged and positive during transitions.
• Team Support:
Teams play a crucial role in how well employees adapt. As Raeburn notes, collaboration and effective communication are essential for navigating change, “strong interpersonal communication skills are essential for building relationships, resolving conflicts, and fostering a positive team culture”. AQai’s concept of Team Support focuses on cultivating trust, psychological safety, and open communication. Teams that regularly share knowledge and support one another naturally create a more adaptable work culture.
• Work Environment:
The systems, processes, and culture within an organization directly influence how adaptable its employees are. According to AQai, an environment that encourages self-disruption and innovation helps employees not only adapt but also drive change. Raeburn echoes this by suggesting that adaptable employees often create solutions for challenges that benefit the entire organization, “As you put more time and energy into these actionable items, you can also help your team become more efficient”.
Developing Your Adaptability Quotient (AQ)
So how can professionals begin to develop these critical skills? Raeburn offers several practical tips for cultivating adaptability, such as embracing change, practicing mindfulness, and refining problem-solving skills. These align with AQai’s action steps for developing AQ Ability, Character, and Environment. For instance, Raeburn’s suggestion to “push yourself out of your comfort zone” relates directly to AQai’s focus on grit and unlearning, both of which are essential for becoming more adaptable.
At Competitive Edge, we help organizations and professionals assess and develop these core areas of adaptability through our Adaptability Quotient (AQ) Assessments and Adaptability Certification Training. By understanding where you currently stand in terms of Ability, Character, and Environment, you can pinpoint areas for growth and create a plan to improve your adaptability in the workplace.
Conclusion: Thriving in a Changing World
In today’s business landscape, adaptability is not just a nice-to-have skill—it’s essential for success. As Alicia Raeburn highlights, adaptability helps you build resilience, enhance productivity, and develop sought-after leadership skills. However, the terminology used to discuss adaptability is often vague and imprecise. Company leaders understand that adaptability is important, but they often feel challenged as to how to approach improving their adaptability when they don’t understand the underlying components. The framework provided by AQai’s ACE Model establishes a vocabulary with clear definitions and metrics. Equipped with this data, an organization can move beyond loose goals of personal resilience to become an adaptable organization. Data-driven analytics guide you so you can develop a realistic game plan to nurture the abilities, character and environment that comprise an organization that is nimble and able to remain productive and creative in times of change.
By leveraging the AQ Assessments and certification programs at Competitive Edge, professionals and organizations can take tangible steps toward fostering adaptability. Whether you’re navigating a new role, leading through uncertainty, or helping your team adjust to evolving business needs, adaptability is the key to thriving in a world that’s constantly changing.