Few would argue that the world seems to be changing faster than ever before.
Even all the way back in 1970, Alvin Toffler’s book “Future Shock” predicted the acceleration of change, information overload and a general sense of transience (lack of permanence) would cause anxiety, stress, social disconnect, cynicism, and a feeling of being “perpetually unmoored”—basically unable to find your way in a storm of chaos.
And this was LONG before smartphones, the internet or AI.
Toffler’s insights were eerily prophetic then, and in fact, here we are, seeing many of them come true.
“My nephew is just 25 years old and is already on his third job since graduating from college. And that’s the norm these days,” said Competitive Edge CEO Krista Sheets, in a recent webinar called The Adaptability Edge: Leading with Confidence in an Uncertain World. “Now imagine what his life will look like 20 years from now. According to research from AQai, he’ll face change at four times the current rate by the time he turns 45. By the time he’s 65, he’ll experience our equivalent of a year’s worth of change every 11 days. That’s astonishing!”
Welcome to the new normal, where Adaptability isn’t just a nice-to-have skill—it’s become the ultimate survival skill and competitive advantage for both individuals and organizations.
The Avalanche of Change Is Already Here
We’re living through what experts call a “VUCA world”—one that’s increasingly Volatile, Uncertain, Complex, and Ambiguous. But there’s an even more daunting framework emerging: BANI, which stands for Brittle, Anxious, Nonlinear, and Incomprehensible.
As alarmist as it sounds, it’s uncomfortably on the mark. Think about recent global disruptions: a single container ship showed us how brittle today’s world can be when it blocked the Suez Canal creating worldwide supply chain chaos for weeks. The incomprehensible factors of the pandemic forced entire industries to reinvent themselves overnight. Artificial Intelligence is transforming virtually every job function in nonlinear ways, while geopolitical shifts, climate change, and economic volatility create a perfect storm of anxiety and uncertainty.
We’re swimming in chaos, and the numbers tell a startling story. Between 2011 and 2016, organizational change increased 4%. But between 2017 and 2022—which included the pandemic, political upheaval, and technological revolution—that rate exploded by 200%. (Source: Accenture)
Dr. Nadya Zhexembayeva of the Reinvention Academy notes that, in order to cope, 20.6% of companies now need to completely reinvent themselves every 12 months just to survive and thrive. (Source: Reinvention Academy)
Is your organization prepared to do that?
Why Traditional Change Management Falls Short
Most organizations respond to this accelerating change with the old familiar approaches: static training programs and hastily organized workshops on new technologies while hoping for rapid adoption. The problem? These strategies are reactive and focus on coping with the symptoms rather than building the underlying capacity for change.
A classic example of this is Blockbuster’s response to Netflix’s disruption of the home movie industry. For five years, Blockbuster watched Netflix grow its DVD-by-mail service. When Blockbuster finally responded, their “innovation” was to eliminate late fees on rentals—still requiring customers to visit stores and hope their desired movie was in stock. In other words, they treated one symptom but failed to recognize how much Netflix had changed the game.Most organizations respond to this accelerating change with the old familiar approaches: static training programs and hastily organized workshops on new technologies while hoping for rapid adoption. The problem? These strategies are reactive and focus on coping with the symptoms rather than building the underlying capacity for change.
A classic example of this is Blockbuster’s response to Netflix’s disruption of the home movie industry. For five years, Blockbuster watched Netflix grow its DVD-by-mail service. When Blockbuster finally responded, their “innovation” was to eliminate late fees on rentals—still requiring customers to visit stores and hope their desired movie was in stock. In other words, they treated one symptom but failed to recognize how much Netflix had changed the game.
Both companies had access to the same information and technology. The difference wasn’t resources—it was mindset and the organizational capacity to adapt.
Today, we’re seeing this pattern repeat everywhere. Since 2003, 52% of Fortune 500 companies have vanished through bankruptcy, acquisition, or merger. (Source: WatchMyCompetitor) Meanwhile, 40% of current jobs may not exist in 10 years (Source: International Monetary Fund) due to AI and technological advancement. Already one-third of the skills required for the average job have changed in just the last three years.
Traditional, systematic change management was not designed for this pace. We need a new approach.
The Human Cost of Poor Adaptability
This relentless change isn’t just challenging organizations—it’s taking a toll on people. Current Gallup research shows that engagement has sunk to a new ten-year low with only 21% of employees engaged at work. (Source: Gallup) Aside from the human toll, the resulting lost productivity is costing the global economy some $438 billion a year.
The generations experiencing the most change at the fastest pace—GenZ and Generation Alpha—also report the most disengagement and highest levels of anxiety and mental health concerns in history (Source: Forbes). When people feel overwhelmed by constant change without the tools to navigate it, they either burn out or disengage entirely.
And that means your organization’s productivity, profitability and competitive edge suffer, not to mention the larger societal implications of huge swaths of the population feeling helpless, hopeless, constantly on edge or completely checked out.
The Research Case for Adaptability
Forward-thinking organizations are discovering that building Adaptability Intelligence (AQ) delivers measurable results:
- Nearly 80% of CEOs consider Adaptability and innovation skills vital in potential employees (Source: PwC)
- Companies with more adaptable employees achieve 22% higher shareholder returns than their peers (Source: Boston Consulting Group)
- Adaptable organizations reduce product development and time-to-market by 20% (Source: Accenture)
- An agile workforce can increase profit margins by 25% (Source: Korn Ferry)
- Adaptable employees save organizations $12,000 per employee annually due to their ability to learn quickly and effectively. (Source: Corporate Executive Board)
Given these impacts, it’s no wonder then that LinkedIn has now identified Adaptability as the key skill for career success in 2025.
How to Build Your Adaptability Advantage
The AQai Adaptability Assessment is a great place to start when it comes to building organizational and individual adaptability. By providing a benchmark and a common, judgment-free language for discussing the 15 sub-dimensions and traits outlined in the AQai Model, the assessment provides a baseline metric and a way to measure improvement going forward.
In addition, organizations can start developing Adaptability Intelligence immediately with a few key strategies:
- Communicate proactively about why Adaptability matters and begin introducing the concept throughout your organization.
- Support continuous learning by fostering innovation and openness to new approaches, including AI-based tools and methodologies.
- Reassess your goals regularly, recognizing that the traditional, 3-5 year, long-term planning is obsolete and modern business requires iterative, flexible strategies. Plan, but also expect to pivot.
- Seek input and feedback from your team to understand what they need from your organization to support their emotional health, growth expectations and workload capacity.
For individuals, Adaptability Intelligence starts with:
- Learning to manage stress effectively, since high stress kills the capacity for adaptation. You may not be able to change what’s happening, but you can learn to cope with that change better.
- Build curiosity by seeking different perspectives and contradictory viewpoints. Immerse yourself in new experiences and step out of your comfort zone—that’s where growth happens.
- Cultivate a positive mindset that views change as an opportunity rather than a threat. Ask “What can I learn from this?” instead of “How will this impact me?” That simple reframe opens your mind to feeling empowered instead of like a victim.
- Expand your network of diverse connections who can provide support and insights during transitions. Seek out mentors who embrace change, lean into it as a growth opportunity and who themselves have high Adaptability Intelligence.
Adaptability is the Antidote to Change Fatigue
“It feels like we’ve all been on Mr. Toad’s Wild Ride the last couple of years, and it can be exhausting, but it’s especially tough for those without the support they need to adapt,” Sheets said. “It’s only going to get worse, and that’s why we must act now.”
In fact, standing still is a fast track to burnout and obsolescence.
On the other hand, the organizations that succeed will be those that recognize Adaptability as a strategic necessity. They’re investing in measuring and developing this capacity systematically, creating environments where people can learn to not merely tolerate change but actually embrace it as a pathway to growth.
Whether you’re an individual looking to future-proof your career or a leader seeking to build a more resilient organization, the choice is clear: develop Adaptability Intelligence now, or risk being left behind by the accelerating pace of change.
Ready to Take the First Step?
Measurement is the foundation of improvement. The AQai Adaptability Assessment provides an empirical baseline to understand your current Adaptability Intelligence and develop targeted strategies for enhancement.
Contact us today to get started with an Adaptability Assessment and discover how to transform the challenge of constant change into your organization’s competitive advantage.