Adaptable
- Vitae RDF 2025 1.1
- 2010 Vitae RDF
descriptors A2.5, A3.3, B2.4, B3.3, A3.5 - What is adaptability?
- Why is it important?
- How can I develop adaptability?
What is adaptability?
Being adaptable to change is essential for researchers. Responsiveness means staying flexible, managing risk, seeking advice when needed, and being prepared to lead and guide others through change.
Why is it important?
Change is a constant in life and research. It can be personal, organisational, or even industry-wide, like shifts in funding, research priorities, or technological advances. For researchers, being adaptable means not only responding to change but also driving it in ways that benefit projects, teams, and the wider research community.
Handling change well can reduce risks and create new opportunities. In times of change, strong leaders support their teams by involving them in planning, making the transition smoother and encouraging a sense of ownership.
How can I develop adaptability?
Manage your reaction to change
Researchers often approach new ideas critically. When faced with change, pause to consider your assumptions. Focus on what you can control, rather than what you can’t. Strengthen your adaptability by adopting a new tool, system, or method that benefits your work. Practising flexibility now helps you react with agility in the future.
Stay informed about developments
Stay proactive about upcoming changes in your field. Read journals, follow research funders’ announcements, and join discussion groups. Consider joining institutional or national committees to influence and stay updated on changes within your organisation and the field at large.
Understand the purpose of the change
Ask questions like: What are we aiming to achieve? Who will be affected, and how will they react? Understanding the rationale will help you communicate effectively about the change and plan the necessary steps to make it successful.
Identify opportunities and risks
Use a SWOT analysis to examine the strengths, weaknesses, opportunities, and threats related to the change. This exercise will clarify what you can influence and why the change is beneficial.
Engage those affected by the change
Ensure that everyone understands the need for change and has an opportunity to contribute to the planning. Face-to-face communication, like workshops, is invaluable for navigating sensitive areas of change and getting collective input.
Break down the steps to your goal
Create a clear plan with achievable steps. Avoid rushing—changes done under pressure often lack long-term success. Set short-term goals that can be celebrated, and don’t start new stages until the current ones are complete.
Coach and reassure others
Support team members who may struggle with change, especially less experienced colleagues. Address their concerns where possible, provide encouragement, and be a steady, approachable presence.
By fostering adaptability, staying informed, and actively supporting others, you can lead change in ways that strengthen both your projects and your team’s resilience.
Example of evidence
- Statement
I adapt effectively to change, balancing risks with opportunities and seeking advice when needed. - Situation
Our offices needed to relocate as part of institutional changes, which posed a significant risk to my work schedule and threatened my ability to meet critical project deadlines. - Task
I needed to adjust my project plan to accommodate the anticipated disruptions from the move, ensuring minimal impact on my progress. - Action
I consulted the departmental representative coordinating the move to clarify the timeline and understand the extent of time required for the physical relocation. With this information, I updated my research project plan accordingly. - Result
By planning proactively, I identified an ideal opportunity during the relocation period to be off-site. I adjusted my timeline to bring forward a research trip initially scheduled for later in the year, allowing me to keep the project on track.
Example of action
- What are your objectives?
To anticipate change that will have a direct impact on my work or work environment. To take ownership of the change, and identify the risks and opportunities created. Coach and reassure others in my team about the impact the change will have. - How will you measure progress and achievement?
I will review the progress of implementing change against a plan of action. I will regularly seek feedback from my team and colleagues to ensure I am aware of their feelings and responses to the change.