When I interviewed William Vanderbloemen for my book Big Shoes To Fill, he shared a profound observation: “Age reduces flexibility. This is true for organizations, too.”
William, an avid runner, made this statement to draw a parallel between physical fitness and leadership. Just as our bodies become less flexible as we age, so do organizations. In my leadership coaching, I’ve noticed a similar trend for leaders. The longer a leader remains in the same place, the more set in their ways they often become. But what’s needed today is leadership flexibility.
The Challenge of Leadership Longevity and Leadership Flexibility
Leadership longevity has its benefits, but it also comes with significant challenges. One of the most pervasive is the gradual loss of flexibility. The longer a leader remains in their role, the more likely they are to become rigid in their thinking and approach. This rigidity can manifest in several ways, all of which can hinder the growth and innovation of both the leader and the organization.
The Consequences of Rigidity
The loss of leadership flexibility can have far-reaching consequences:
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Lack of Innovation: When leaders become set in their ways, they often stifle creativity. Innovation requires a willingness to explore uncharted territory and take risks—something rigid leaders are less likely to do.
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Resistance to New Ideas: Rigid leaders may dismiss new ideas too quickly, preferring what is familiar. This can lead to missed opportunities for growth and improvement, as fresh perspectives are overlooked or undervalued.
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Decreased Team Morale: A leader’s rigidity can create a stifling environment for their team. When new ideas are routinely shot down, team members may become disengaged, decreasing morale and productivity.
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Inability to Adapt to Change: The business landscape is constantly evolving, and leaders must be able to adapt. A lack of flexibility makes it difficult to respond effectively to changes in the market, technology, or organizational needs.
