When
you’re going through the executive hiring process, the list of desirable hard
and soft skills is extensive—but agility and adaptability should be at the
forefront.
With
so many skills that candidates bring to the table, determining who the most
valuable person will be to your business is very much a strategic decision. In
today's rapidly evolving business landscape, executives lacking experience in
facing challenges, embracing change and swiftly pivoting may not be the best
fit.
In
this article, we look at what agility and adaptability mean in the workplace,
why these skills are so important in your executive leaders and the part
technology plays in the way leaders work.
An example of agility in the workplace
Picture
a scenario in which a sudden market shift threatens your core product line. An
executive with strong agility and adaptability skills, rather than panicking,
would be able to quickly assess the situation, marshal resources and steer your
team towards developing an innovative solution.
This
example of agility in the workplace could transform a potential crisis into a
launchpad for new market opportunities, and it’s why this skill is so
important.
What are soft skills & why are they desirable
in your executive team?
Soft skills, in contrast to hard skills, are transferable
across industries and are particularly critical in leadership roles.
These
include emotional intelligence, problem-solving and, importantly, agility and
adaptability in the workplace. Such skills enable leaders to navigate through
various challenges and industries, making them invaluable assets.
In
fact, these types of skills are so important that 89% of recruiters say that when a hire doesn't work
out, it’s typically due to a lack of soft skills. Additionally, more than 60% of professionals say soft skills are just as
important as hard skills.
What does it mean to be agile as a leader?
Being
agile in an executive role means being able to react positively to change; but
more than that, it requires a proactive approach to leadership and
decision-making.
Agility in the workplace, especially for an executive
leader, can manifest in different ways, such as:
- Quick decision-making:
An agile leader can make quick yet informed decisions, gathering essential
information rapidly and being decisive in their actions
- Flexibility in strategy and planning:
Agile leaders aren’t tied to one strategy. They understand that market dynamics
can shift rapidly and are prepared to alter their approach as needed
- Innovative problem-solving:
They approach problems with a creative mindset, often finding unconventional
solutions that yield effective results
- Effective communication:
Being agile as a leader also involves communicating changes and new strategies
effectively, ensuring teams are aligned
- Embracing technological advancements:
As we go into in more detail below, agile leaders keep up-to-date with emerging
technologies and understand how they can be leveraged for the company’s
benefit
- Resilience in the face of challenges:
An agile leader maintains composure during turbulent times, instilling
confidence in their teams
- Encouraging a culture of agility:
True agility involves both individual adaptability and cultivating workplace in
which your entire team is encouraged to think and act in an agile manner
What does good adaptability in the workplace look
like?
Agility
and adaptability
are very similar. In an executive context, adaptability is about thriving
amidst constant change and pressure, rather than excelling in a single
skill.
It
involves the ability to adjust strategies, embrace new technologies and lead
teams through transitions smoothly. Recruiters typically seek senior executives
with a strong track record of adaptability, i.e., those who can demonstrate
their capacity to evolve with an organization.
How does emerging technology affect the way
executives work?
Emerging
technologies are reshaping executive roles. This isn’t just in terms of
adapting to new tools, but in influencing your organization’s strategic
direction.
Today’s
senior leaders must be tech-savvy enough to understand the implications of new
technologies. This could include leveraging data analytics for better
decision-making, understanding the potential of AI and machine learning in
optimizing operations and staying ahead of digital marketing trends to maintain
competitive advantage. Executives must also manage remote and digitally
connected teams, ensuring effective collaboration in an increasingly virtual
workspace.
The
ability to integrate new technologies into existing processes, while
maintaining being able to adapt and pivot as tech evolves, is crucial. It not
only enhances operational efficiency, but can also drive your organization
forward in terms of innovation.
Why leaders must be able to embrace change
The
ability to embrace and capitalize on change quickly, whether that change is
good or bad, is non-negotiable for senior leaders. Organizations encounter
turbulence, and success hinges on leaders who can navigate through these more
challenging times with agility.
This
underlines the significance of recruiting executives who have demonstrated
their ability to embrace and drive change. It’s why executive recruiters always
ensure that candidates have a proven track record of embracing change and
encouraging their teams to do the same—and that they can demonstrate
this at the interview stage.
How Hanover can help you find agile & adaptable
leaders
Agility
and adaptability are key executive soft skills. These attributes aren’t just
desirable; they're essential. Hanover’s executive search process is designed to identify these
skills, ensuring your next leaders are equipped to steer your business through
an ever-changing, fast-paced landscape.
Contact us to explore
how we can help you find leaders who embody these crucial skills.
