Global Organisations have reach, but they are made up of Global Citizens with different cultures, needs and desires.  In this article, which sits alongside our LiveStream Podcast Series, Series 2 of which starts in April 2026, we explore what it means to Lead with Adaptability and Inclusion in this context – not an easy subject or one for the feint of heart when it comes to doing the hard work required to step into the questions with authenticity.

What does adaptability actually look like?

When someone says, “I just do what is asked of me,” I might challenge that a little and ask whether that is truly adaptability.

For me, the real question comes down to the stories and emotional energy we carry with us as we move from one activity, conversation, or challenge to the next. If we are still replaying what happened, holding onto frustration, or staying stuck in a story, are we really being adaptable?

There is a strong connection between adaptability and emotional intelligence. The higher our emotional intelligence, the more capacity we have to adjust, respond, and move forward in meaningful ways.

Within global organizations, adaptability is not something we use once in a while. It is a daily practice, especially if we are trying to build inclusive and belonging-centered environments.

Think about the messages many of us have received throughout our lives about what it means to work effectively, build relationships, and be successful. Many of those beliefs are deeply rooted. Being adaptable means recognizing there may be multiple ways to communicate, collaborate, lead, and contribute. That can be emotionally taxing depending on our own personal journey, experiences, and beliefs.

AI and automation are constant topics in today’s workplace. We can spend a lot of time talking about the how-to, the tools, and what is next. But what if adapting to these changes has less to do with technology itself and more to do with the emotional connection each person has to change, uncertainty, and relevance?

A lot of adaptation comes back to emotional intelligence at the project table.

Adapting to the speed of workplace change often follows the change curve, moving through shock, frustration, resistance, and uncertainty before reaching acceptance and adoption. To truly adapt, individuals and organizations need to embrace a growth mindset, continuous learning, and a willingness to experiment.

The speed at which we are able to adjust our thinking and behaviour impacts more than productivity. It affects engagement, belonging, inclusion, and ultimately the overall success of our global organizations.

Who’s responsibility is Inclusion?

This can be a really challenging question for many people to step into?  It raises other questions like … What are the expectations for how much am I supposed to adapt myself to be inclusive of others?   How open are people to accepting there are limits of what is possible etc….

In our podcast we discuss the importance of foundational  Leadership Development that focuses on the individual leader and their self-awareness, desire to grow and expand their emotional intelligence so that the emotion of these questions can be explored alongside the desire to act or not.

We don’t have all the answers, but we can help you explore, in depth, your own self-awareness and other aspects of emotional intelligence.

Action Items – We encourage you take a moment to reflect upon the following questions:

What story might be getting in the way of your adaptability right now?

And where might emotional intelligence help you move forward differently and more inclusively?

If you would like to explore how adaptability, emotional intelligence, and inclusion show up in your team or organization, reach out to us. We would love to connect and explore what this could look like in your workplace.