Leadership

How to Spot Adaptive Leaders—Agility Assessment Checklist

To transform your business, you need agile leaders. Korn Ferry's checklist shows what to look for when assessing leadership potential.

May 01, 2025

Leadership Agility—Uncover Tomorrow’s Leaders Today

It takes an agile leader to steer an organization through change. Whether expanding into new markets or navigating sudden disruptions, leaders must be ready to pivot—fast.

CHROs globally recognize the importance of this skill. When asked which leadership capability they need to strengthen most to deliver on their business strategy, they ranked agility/adaptability as top, a 2025 Korn Ferry survey reveals.

But what exactly is agility/adaptability, and how can you tell if your workforce has it?

What Agility in the Workplace Really Means

Agility is the ability to adapt quickly, with grace. Those who are agile are flexible and open to new experiences. They’re curious and willing to take risks, and they learn quickly.

But agility in the workplace isn’t just about reacting to change. It’s about anticipating it, navigating it with confidence, and inspiring others to follow suit.

“Agile leaders don’t just survive change. They thrive in it,” says Korn Ferry’s James Lewis.

“People who are highly agile are more likely to be promoted and grow into leadership positions. They tend to be higher performers, especially in managerial roles.”

More importantly, those with agile leadership skills excel at transformative work—the kind required when companies undergo change.

Organizations with highly agile executives have 25 percent higher profit margins than their peers, Korn Ferry data shows.

Yet, despite its importance, only 15 percent of the global workforce is highly agile. That leaves companies struggling to fill leadership pipelines with the right talent.

So who among your current team or potential hires has the agile leadership skills to drive business success? Use this checklist to find out.

Identifying Adaptive Leaders

Not all leaders are equipped to navigate the complexities of change. To effectively assess leadership agility, it’s essential to focus on these key areas:

1. Look for People with High Learning Agility

At the core of adaptive leadership is the ability to learn fast from experience and apply that knowledge to new situations—also known as learning agility.

People with high learning agility are promoted two times faster.

Key characteristics to look for in a learning agility assessment:

Willingness to take on challenges: They actively seek out opportunities that push their limits, viewing failure as an essential part of growth.
Ability to capitalize on setbacks: Instead of being discouraged by failure, they reflect on it, learn from it, and apply those lessons moving forward.
Skill in applying past learnings to new situations: They quickly adapt what they’ve learned in the past to new, unfamiliar situations, ensuring they’re always prepared for change.

Examine Their Approach to Change

Change management is a cornerstone of adaptability. Assess how leaders handle transitions by asking three questions:

Do they communicate change clearly and transparently to their teams?
Can they manage resistance effectively and foster buy-in from stakeholders?
Do they model adaptability by embracing new technologies, processes, or strategies?

2. Find Leaders with Agility as a Core Strength

“Agility is where vision and instinct sometimes outweigh conventional thinking. It’s a big bet—not a gamble, but a calculated risk.” James Lewis, Korn Ferry

Traits shape behavior, and some leaders naturally excel in agility. For those who do share these core competencies:

Calculated risks come naturally, with informed decisions made even in high-pressure situations.
Comfort with ambiguity allows them to use data-driven insights when available, but also innovate when outcomes are uncertain.
Resilience shines through in their ability to recover quickly from setbacks and persist through challenges.
Collaboration is a strength as they work across diverse teams with empathy to build trust and cooperation.
A deep sense of curiosity drives them to explore new ideas, challenge the status quo, and keep learning.
Strategic thinking enables them to plan for the future while navigating complex and shifting variables.

3. Consider Their Ability to Foster Adaptability in Others

Adaptive leaders don’t just adapt—they empower their teams to do the same.

When assessing a leader’s adaptive leadership skills, ask:

Do they encourage continuous learning and upskilling within their teams?
Are they effective in building a culture of innovation and experimentation?
Do they provide the tools and resources employees need to adapt to new challenges?

Assessment & Succession

Understand the talent you have and the talent you need

Learn more

Unlock the Potential of Your Leaders

Building adaptive leaders is the foundation of workforce agility. By assessing and developing leadership adaptability, CHROs can shape a culture that embraces change and fuels innovation.

Start with your leaders—and the ripple effect will transform your entire organization.

Ready to dive deeper into what drives true leadership effectiveness? Read our guide to explore the four key metrics that matter most.