Mohammad T Islam (BSc, MBA, MEd)

In a constantly evolving world, embracing change is not merely an option—it is a necessity for both personal and professional growth. The ability to accept and adapt to new circumstances, ideas, or situations with openness and positivity defines one’s resilience, creativity, and success in modern life. Change can be unsettling, yet it also brings opportunities for transformation, innovation, and self-improvement. As Toffler (1970) famously asserted, the illiterate of the 21st century will not be those who cannot read or write, but those who cannot learn, unlearn, and relearn. This essay explores the significance of embracing change, focusing on five core benefits: adaptability, opportunity for growth, innovation, resilience, and enhanced perspective. It also examines practical strategies to embrace change effectively and the psychological foundations that enable individuals to thrive amidst uncertainty. 1.0 Adaptability: Thriving Amidst Uncertainty One of the most important outcomes of embracing change is the development of adaptability—the ability to adjust effectively to new conditions. In both personal and professional life, change is inevitable; what distinguishes successful individuals is how they respond to it. Adaptable people are flexible in their thinking, behaviours, and strategies, enabling them to cope with unexpected challenges constructively (Pulakos et al., 2000). For instance, during the COVID-19 pandemic, many employees had to transition rapidly to remote work. Those who embraced technological change and adapted to digital collaboration tools, such as Microsoft Teams or Zoom, maintained productivity and even found new efficiencies (World Economic Forum, 2020). Conversely, resistance to change often results in stress, stagnation, and missed opportunities. Adaptability also extends beyond situational flexibility—it requires emotional intelligence, which allows individuals to manage anxiety and uncertainty effectively. According to Goleman (1998), emotionally intelligent individuals are more capable of recognising and regulating their emotions, a critical skill in navigating change. Organisations, too, benefit when they cultivate adaptable teams, as such teams respond proactively to shifting market trends, competition, and customer needs (Waddell, Cummings & Worley, 2011). 2.0 Opportunity for Growth: Expanding Beyond Comfort Zones Embracing change presents valuable opportunities for personal and professional growth. Change often requires individuals to step outside their comfort zones, take on new challenges, and develop new skills. This process fosters learning agility, which DeRue et al. (2012) define as the willingness and ability to learn from experiences and apply that learning to perform successfully under new or first-time conditions. For example, a professional who accepts an overseas posting not only enhances technical expertise but also develops cross-cultural competence and adaptability. Similarly, students who engage in exchange programmes often report increased confidence, self-awareness, and independence (Byram, 1997). Such experiences contribute to both personal transformation and career advancement. From a developmental psychology perspective, Piaget’s theory of cognitive development supports the idea that individuals grow through assimilation and accommodation—that is, by integrating new experiences into existing knowledge and adjusting their understanding when necessary (Piaget, 1972). Thus, change acts as a catalyst for continuous learning and self-improvement. 3.0 Innovation: Change as a Catalyst for Creativity Change and innovation are intrinsically linked. As Brown (2009) argues in Change by Design, embracing change stimulates creativity by pushing individuals and organisations to think differently and challenge conventional assumptions. When people accept change, they create space for experimentation, collaboration, and the exploration of new ideas. In the corporate context, organisations that foster a culture of innovation encourage employees to take calculated risks and propose creative solutions. For instance, companies like Google and 3M famously allocate time for employees to pursue innovative projects beyond their immediate job roles, resulting in groundbreaking products such as Gmail and Post-it Notes. Moreover, in design thinking—a methodology emphasising empathy, ideation, and prototyping—embracing change is at the core of problem-solving. Brown (2009) notes that innovation flourishes when individuals reframe challenges and view failures not as setbacks but as learning opportunities. In education and career development, individuals who embrace change demonstrate creative adaptability, a vital skill in a rapidly evolving job market characterised by automation and digital transformation (OECD, 2018). The ability to innovate and pivot is now a cornerstone of employability. 4.0 Resilience: Building Strength Through Adversity Another critical benefit of embracing change is the development of resilience—the capacity to recover from difficulties and adapt positively to adversity. According to Bonanno (2004), resilience is not an exceptional trait but a common human capacity that enables people to thrive even after traumatic events. Embracing change contributes to resilience by helping individuals build confidence, problem-solving abilities, and coping mechanisms. In professional contexts, resilient employees are better equipped to manage organisational restructuring, job transitions, or failure. They focus on solutions rather than problems and maintain optimism in uncertain situations. Similarly, in personal life, resilience allows individuals to adjust to significant life events—such as relocation, loss, or health challenges—while maintaining emotional balance. Psychological research also suggests that mindfulness and self-awareness enhance resilience. By staying present and acknowledging emotions without judgement, individuals can respond to change calmly rather than react impulsively (Kabat-Zinn, 1990). Thus, resilience is not only about enduring challenges but also about growing stronger through them. 5.0 Enhanced Perspective: Seeing Change as a Learning Lens Change often provides a fresh perspective on existing issues, encouraging individuals to see situations from different angles. By embracing change, people can gain new insights and develop a broader worldview. According to Waddell, Cummings, and Worley (2011), organisational change processes often help employees question existing practices and discover more efficient or creative approaches to problem-solving. For instance, a company undergoing digital transformation may initially face disruption but eventually benefit from increased efficiency, collaboration, and global reach. Similarly, an individual facing redundancy might view the situation as an opportunity to re-skill or start a new venture, thereby gaining new professional perspectives and confidence. Exposure to change also enhances cultural and cognitive flexibility. Living or working in diverse environments, for example, helps individuals appreciate different viewpoints, leading to greater empathy and interpersonal effectiveness (Hofstede, Hofstede & Minkov, 2010). Embracing change, therefore, does not merely alter circumstances—it transforms understanding. 6.0 Cultivating a Mindset for Embracing Change To embrace change effectively, individuals must cultivate a growth mindset, a … Read more

In today’s competitive job market, employers value adaptability and flexibility as a core employability skill. The ability to respond effectively to changing circumstances, work with diverse teams, and manage uncertainty has become increasingly important in the globalised and dynamic world of work. Simply stating in an application that one is “flexible” or “adaptable” does not suffice; instead, recruiters seek evidence-based examples that demonstrate these qualities in action (Knight & Yorke, 2003). One of the most effective ways to illustrate adaptability is by using the STAR technique—a structured method for articulating experiences through Situation, Task, Action, and Result. This essay explores how candidates can convincingly prove their adaptability to recruiters by applying the STAR framework, drawing on real-life experiences such as living abroad, working with diverse teams, or balancing multiple responsibilities, and grounding these in academic and professional guidance. The Importance of Adaptability and Flexibility in Employability Adaptability is recognised as a critical employability skill in the 21st-century labour market (Fugate, Kinicki & Ashforth, 2004). According to Hillage and Pollard (1998), employability encompasses not just the possession of qualifications and experience but also the capacity to learn and adapt to changing organisational and technological contexts. Employers increasingly prioritise candidates who can demonstrate resilience, flexibility, and problem-solving in challenging situations (OECD, 2018). For instance, research by Pulakos et al. (2000) identifies adaptability as a multidimensional construct, encompassing the ability to handle work stress, learn new tasks, and deal effectively with unpredictable or dynamic environments. These capabilities align with modern workplace demands, where rapid change—driven by digital transformation, globalisation, and evolving work practices—requires continuous adaptation (De Vos, De Hauw & Van der Heijden, 2011). Recruiters thus look for candidates who can not only cope with change but also thrive in it, demonstrating an ongoing willingness to acquire new knowledge and collaborate across cultural and organisational boundaries (Bridgstock, 2009). Moving Beyond Statements: Proving Adaptability and Flexibility It is common for candidates to claim adaptability in their CVs or interviews; however, without specific evidence, such statements lack credibility. According to University of Kent Careers and Employability Service (2022), recruiters seek concrete examples of when an applicant demonstrated flexibility, creativity, or problem-solving. Therefore, candidates must use reflective examples drawn from personal, academic, or professional experiences that reveal how they adapted and what they learned. Experiences that effectively demonstrate adaptability include: Living abroad during an exchange programme, showing openness to new cultures and environments. Moving to another country to study, illustrating resilience and cultural agility. Balancing study commitments with part-time work, revealing time management and prioritisation skills. Working with people of diverse ages and cultures, showing communication and teamwork adaptability. Engaging in placements, internships, or voluntary work, demonstrating applied flexibility in real-world settings. Such examples are valuable because they reveal both the behavioural competencies (what was done) and the cognitive processes (how decisions were made) behind adaptive behaviour (Griffin & Hesketh, 2003). The STAR Technique: Structure and Purpose The STAR technique—an acronym for Situation, Task, Action, Result—provides a structured approach to describing experiences. It allows candidates to communicate their adaptability clearly and compellingly. According to Clark (2018), STAR helps interviewees avoid vague generalisations by prompting them to organise their thoughts and highlight the most relevant aspects of their experience. Situation: Describe the context or background of the event. Task: Explain the challenge, goal, or problem that needed to be addressed. Action: Detail the specific steps you took to address the challenge. Result: Conclude with the outcomes or what you achieved and learned. This structure ensures that the narrative remains concise, relevant, and outcome-focused—qualities recruiters value in both written and spoken communication (NACE, 2020). Applying STAR to Demonstrate Adaptability and Flexibility The following example illustrates how the STAR framework can be applied to prove adaptability effectively: Situation: The candidate initially applied to study Pharmacy at university but did not achieve the required grade in Chemistry. This unexpected setback necessitated a rapid reassessment of future plans. Task: The goal was to identify an alternative degree programme aligned with personal interests and long-term career aspirations, while dealing with disappointment and uncertainty. Action: After consulting with career advisors and researching alternatives, the candidate chose to pursue Biomedical Sciences at a different university through the Clearing process. They demonstrated independence and self-reflection by prioritising academic passion over geographical comfort. Result: The decision led to successful enrolment, personal growth, and enhanced cultural understanding through exposure to a diverse student body. The experience strengthened resilience, decision-making, and commitment to career goals. This example demonstrates adaptability through strategic problem-solving, emotional intelligence, and self-directed learning—qualities linked with employability success (Tomlinson, 2017). Real-World Examples of Adaptability and Flexibility To further illustrate how adaptability manifests in various contexts, consider the following examples supported by literature: Living abroad as part of an exchange programme encourages intercultural competence and open-mindedness (Byram, 1997). For example, students participating in Erasmus exchanges report enhanced adaptability and communication skills, which employers value (European Commission, 2019). Balancing part-time work and academic study reflects the ability to manage competing demands, a skill closely linked to employability and self-regulation (Zimmerman, 2002). Voluntary work experience often involves working with limited resources or diverse communities, which cultivates flexibility, empathy, and teamwork (Hustinx & Lammertyn, 2003). Internships and placements provide real-world exposure, requiring students to adapt academic theory to professional practice, a process known as boundary crossing (Akkerman & Bakker, 2011). Each of these scenarios offers a platform for applying the STAR technique to demonstrate adaptability concretely. Why STAR is Effective in Recruitment Research indicates that behavioural interviewing, which uses structured techniques like STAR, is one of the most predictive methods for assessing candidate suitability (Campion et al., 1997). This approach enables recruiters to evaluate not only what candidates have done but also their underlying competencies, attitudes, and learning capacity (Lievens et al., 2015). Using STAR also supports reflective employability learning—encouraging individuals to analyse experiences critically, identify transferable skills, and articulate them effectively (Yorke & Knight, 2006). For instance, reflecting on a challenging group project may reveal how one adapted communication styles to work with culturally diverse teammates—a key … Read more

In today’s fast-paced, digitally driven world, employers face a constant barrage of technological change, market volatility, and global uncertainty. As a result, adaptability and flexibility have become key attributes in the hiring process, particularly for graduates entering the workforce. These skills are not only central to organisational resilience but also to personal career progression in a competitive job market. While recruitment advertisements may not always use the explicit terms “adaptable” or “flexible,” phrases like “a dynamic approach”, “willingness to grasp opportunities”, or “respond positively to change” signal the value employers place on these attributes. This article explores what recruiters are seeking when they assess adaptability and flexibility and how these qualities contribute to long-term success. 1.0 Understanding Adaptability and Flexibility Adaptability refers to an individual’s capacity to adjust thoughts, behaviours, and emotions in response to new, changing, or uncertain conditions (Pulakos et al., 2000). Flexibility, in this context, means the openness to different ways of working, including variations in tasks, roles, or organisational structures. These traits are especially valued in graduate recruitment, where individuals are expected to transition quickly from academic life to complex workplace environments (Lennox, 2025). 2.0 Why Employers Value These Qualities Recruiters value adaptability because it reflects a candidate’s ability to: Learn quickly in new environments Work across functions or teams Handle uncertainty or unexpected tasks Respond positively to feedback and change According to Chan et al. (2025), career sustainability in modern organisations is increasingly linked to growth mindsets, emotional resilience, and a willingness to evolve, all of which stem from being adaptable and flexible. Organisations undergoing digital transformation, for example, often need employees who can quickly reskill or take on new roles without resistance. Employers seek graduates who thrive in ambiguity, not just survive it (Dzreke & Dzreke, 2025). 3.0 How Recruiters Assess These Skills Recruiters assess adaptability and flexibility in several ways: Behavioural interviews with questions like: “Tell me about a time you had to deal with an unexpected challenge.” Situational judgement tests (SJTs) that place candidates in hypothetical workplace scenarios. Assessment centres involving team tasks where roles and instructions may shift mid-way to observe reactions. The emphasis is not on perfection but on demonstrated ability to remain constructive, optimistic, and open-minded under pressure. For instance, Lennox (2025) highlights how employers look for English graduates who can transfer their analytical and communication skills to unrelated fields, requiring adaptability in both thinking and approach. 4.0 Graduate Job Advertisements: Decoding the Language Modern job ads use coded language to describe adaptability. Phrases such as: “A positive ‘can do’ attitude” “Ambitious graduates who respond with pace and energy” “Demonstrate a dynamic approach” These all reflect a desire for individuals who can navigate complexity, embrace change, and take initiative without needing excessive supervision. Recruiters are essentially seeking psychological agility—the mental readiness to pivot quickly in fast-changing environments (Caratozzolo et al., 2025). 5.0 The Role of Attitude and Mindset A positive attitude towards change often distinguishes high performers from average ones. Dweck’s (2006) concept of the growth mindset—the belief that skills can be developed through effort and learning—is central to this. Graduates who approach tasks with curiosity rather than fear, and who see failure as feedback, are far more likely to be retained, promoted, and respected. They are seen as change enablers within the company. For example, in a study by Mabweazara & Chekero (2025), early-career researchers who embraced reflective adaptability—modifying their methods and assumptions in the field—were more successful in navigating the complexities of qualitative research. 6.0 Examples in Practice Consider the case of a graduate marketing assistant hired during a company’s transition to digital platforms. Within months, the role shifts from print-based tasks to content marketing via social media. Those who succeed are not necessarily those with the perfect technical skills, but those who: Quickly learn new platforms Volunteer to take on digital responsibilities Collaborate with colleagues across departments Stay calm under shifting expectations This example illustrates the importance of versatility and initiative—two components strongly linked to adaptability. 7.0 Academic Evidence and Employer Expectations Recent academic findings underscore the growing importance of adaptability in graduate employment. Chan et al. (2025) concluded that students who displayed resilience and openness to learning were more likely to sustain their careers beyond initial job satisfaction. In addition, Dzreke & Dzreke (2025) found that human resources audits in East African tech firms highlighted a lack of flexible work mindsets as a significant gap in graduate readiness. These studies support the idea that employers are not just seeking task-specific skills but also transferrable competencies that enable growth in evolving roles. 8.0 How Candidates Can Demonstrate Adaptability To appeal to recruiters, candidates must: Share stories of past adaptation (e.g., adjusting to online learning during the COVID-19 pandemic) Highlight versatility in part-time jobs or extracurricular roles Display openness to feedback and a record of continuous learning Tailor CVs to show transferable competencies like problem-solving, teamwork, and time management Graduate development programmes, such as internships or placement years, often focus on real-world tasks where unpredictability is normal. Engaging fully with these opportunities builds both confidence and adaptive capacity (Bhatti, 2025). 9.0 Adaptability in Future Workplaces The future workplace is likely to be more volatile, automated, and hybrid. According to Sulistiawan (2025), career resilience will depend on the ability to manage transitions—between roles, industries, and even continents. Employers will increasingly value lifelong learners who continuously upskill, reskill, and adapt to change as a norm rather than an exception. Being able to shift mindsets, collaborate virtually, and innovate with limited resources will be indispensable. In conclusion, what recruiters want in terms of adaptability and flexibility is far more than compliance or obedience. They seek individuals who bring a proactive mindset, willingness to learn, and psychological readiness for change. As organisations strive for agility, so must their employees. For graduates, this means developing not only knowledge but also the emotional and behavioural tools to handle uncertainty, embrace change, and shape their future with confidence. References Bhatti, K.S. (2025). The After Effects of the COVID-19 Pandemic on the Mental Health … Read more

In an ever-evolving world shaped by globalisation, rapid technological advancement, and economic volatility, adaptability and flexibility have emerged as indispensable traits in both personal and professional settings. The modern workplace demands individuals who can swiftly respond to change, embrace innovation, and navigate uncertainty with confidence. But what exactly makes a person adaptable or flexible? This article explores the psychological, behavioural, and cognitive attributes that underpin adaptability, the ways in which these skills manifest, and how they can be developed. 1.0 Intellectual Flexibility At the heart of adaptability lies intellectual flexibility, which refers to the ability to consider alternative viewpoints, integrate new information, and transition between micro-level details and macro-level perspectives. According to LePine et al. (2000), cognitive adaptability is the capacity to alter one’s thought processes to effectively respond to dynamic situations. Individuals who demonstrate intellectual flexibility are capable of reassessing their assumptions, shifting strategies when needed, and embracing continuous learning. For example, during the COVID-19 pandemic, professionals in various sectors had to adapt to remote working, often acquiring new digital skills on short notice. This transition required not only technical adaptability but also a mindset open to change (Kniffin et al., 2021). 2.0 Receptiveness to Change Being receptive means showing a willingness to engage with change and view it as an opportunity rather than a threat. This attribute is particularly relevant in organisations undergoing transformation. Research by Judge and Bono (2001) highlights that openness to experience, one of the Big Five personality traits, is significantly correlated with adaptability. Recruiters often seek candidates who embrace rather than resist change, particularly in volatile industries like technology or healthcare. For instance, a nurse who is open to adopting a new electronic health record system, even if unfamiliar, shows receptiveness that directly supports improved patient care (Weiner, 2009). Moreover, receptiveness includes emotional regulation, where one’s positive attitude enables resilience in the face of uncertainty. The ability to remain optimistic, even when outcomes are unpredictable, sets apart highly adaptable individuals from their peers. 3.0 Creativity and Innovation Adaptable individuals are often creative thinkers, capable of generating new solutions under pressure. Creativity, in this context, does not merely imply artistic expression but the application of novel approaches to problem-solving. Torrance (1974) defined creativity as “the process of sensing problems, making guesses, formulating hypotheses, and communicating results.” For example, during budget cuts, a school teacher who devises low-cost learning aids from everyday materials exemplifies creativity in action. Such flexibility in thinking allows organisations to remain competitive and agile (Amabile & Kramer, 2011). Importantly, creativity also involves a willingness to experiment and a tolerance for failure, recognising that innovation often stems from trial and error. 4.0 Modification of Behaviour Behavioural flexibility refers to the ability to adjust one’s actions or communication style based on the demands of a situation. According to Pulakos et al. (2000), adaptable behaviour involves altering strategies and interpersonal approaches in response to external cues. A classic example is a manager who shifts from a directive leadership style to a coaching one when dealing with a younger, more independent team. This ability to modify one’s behaviour enhances both personal effectiveness and team cohesion. Behavioural flexibility is also crucial in cross-cultural contexts, where cultural intelligence enables individuals to navigate diverse norms and values effectively (Ang et al., 2007). 5.0 Learning from Experience Contrary to popular belief, adaptability is not an innate trait exclusive to certain personalities. Many people learn adaptability through exposure to diverse situations, setbacks, and deliberate practice. According to Kolb’s (1984) Experiential Learning Theory, individuals develop new ways of thinking and acting by reflecting on experiences and applying insights to new contexts. A student who initially struggles with group work but learns to collaborate more effectively over time is demonstrating adaptive growth. The key lies in recognising areas for improvement and taking proactive steps to develop. Recruiters often value candidates who can articulate how past challenges helped shape their approach to change, demonstrating a growth mindset (Dweck, 2006). 6.0 Workplace Examples of Adaptability In recruitment contexts, adaptability is assessed through behavioural interview questions such as: “Tell me about a time you had to learn a new skill quickly.” “Describe a situation where you had to change your approach to meet new demands.” Responses that show an individual has: Shifted priorities in response to organisational changes Suggested improvements to existing processes Maintained a positive outlook despite setbacks —are all indicative of high adaptability. A relevant case is Netflix’s transformation from DVD rentals to streaming. Employees had to embrace new business models, upskill rapidly, and rethink success metrics. Those who adapted thrived; those who clung to the old ways often struggled (Hastings & Meyer, 2020). 7.0 Building Adaptability Adaptability is not static; it can be cultivated through intentional effort. Some practical strategies include: Seeking feedback regularly to improve Practising mindfulness to enhance emotional regulation Engaging in diverse roles or tasks to build versatility Staying informed about trends and new technologies Training programmes that include scenario-based learning, role-play, and change simulations have also proven effective in enhancing adaptability skills (Goldstein & Ford, 2002). Adaptability and flexibility are multifaceted competencies involving cognitive agility, emotional receptiveness, creative problem-solving, and behavioural fluidity. In an unpredictable world, these traits are essential not only for personal success but also for organisational resilience. While some individuals may naturally gravitate towards change, everyone can develop adaptability through reflection, learning, and purposeful effort. Employers increasingly seek such individuals—those who say “yes” to challenges, bounce back from setbacks, and remain open to evolving landscapes. References Amabile, T.M. & Kramer, S.J. (2011). The Progress Principle: Using Small Wins to Ignite Joy, Engagement, and Creativity at Work. Boston: Harvard Business Review Press. Ang, S., Van Dyne, L. & Koh, C. (2007). Cultural intelligence: Its measurement and effects on cultural judgment and decision making, cultural adaptation and task performance. Management and Organization Review, 3(3), pp.335-371. Dweck, C.S. (2006). Mindset: The New Psychology of Success. New York: Random House. Goldstein, I.L. & Ford, J.K. (2002). Training in Organizations: Needs Assessment, Development, and Evaluation. Belmont: Wadsworth. Hastings, R. & … Read more