# Adaptive Leadership Training for Senior Managers > Adaptive leadership training for senior managers facing problems with no known answer. Diagnose, mobilise people and lead change. Enquire with Bodhih. - Source: https://bodhih.com/adaptive-leadership-training/ - Publisher: Bodhih Training (Bengaluru, India; since 2008) - Last updated: 2026-09-25 - Contact: solutions@bodhih.com · +91 99000 11601 --- Some problems have a playbook. Others, like reinventing a business model or getting a team to work alongside AI, need people to change how they think and work. Our adaptive leadership training helps senior managers tell the difference and lead people through the hard part. ## At a glance - **Duration:** Recommended: 2 days in person, or 4 × 3-hour live virtual sessions, plus two follow-up case clinics - **Who it’s for:** Senior managers, function heads and change leaders facing complex, unclear challenges - **Level:** Advanced - **Format:** In person · Live virtual · Blended - **Track record:** Since 2008 · 2,000+ companies Adaptive leadership training helps managers lead through problems that have no known solution and require people to change values, habits or ways of working. It draws on the widely used distinction between technical and adaptive challenges, and covers diagnosis, getting on the balcony, regulating distress, giving work back and mobilising stakeholders. Bodhih customises it using ADDIE. - Recommended: 2 days in person, or 4 × 3-hour live virtual sessions, plus two follow-up case clinics - Level: Advanced · In person · Live virtual · Blended - Designed with the ADDIE model and customised to your context - Offered by Bodhih since 2008 to 2,000+ organisations across 7 regions **Also known as:** adaptive leadership program, adaptive leadership workshop, adaptive leadership course for managers, leading adaptive change **Where and how:** adaptive leadership training as an in-person workshop in [Bengaluru](https://bodhih.com/corporate-training-in-bangalore/), [Mumbai](https://bodhih.com/corporate-training-in-mumbai/), [Delhi NCR](https://bodhih.com/corporate-training-in-new-delhi/), [Gurugram](https://bodhih.com/corporate-training-in-gurugram/), [Hyderabad](https://bodhih.com/corporate-training-in-hyderabad/), [Chennai](https://bodhih.com/corporate-training-in-chennai/), [Pune](https://bodhih.com/corporate-training-in-pune/), [Kolkata](https://bodhih.com/corporate-training-in-kolkata/), [Ahmedabad](https://bodhih.com/corporate-training-in-ahmedabad/) and [Jaipur](https://bodhih.com/corporate-training-in-jaipur/); as a live online course; or delivered overseas in [Dubai](https://bodhih.com/corporate-training-in-dubai/), [Singapore](https://bodhih.com/corporate-training-in-singapore/) and across the Middle East, Asia and Africa. Last reviewed 25 Sep 2026 · Bodhih Training, Bengaluru ## Many of today's problems have no playbook AI is redrawing roles, customers are shifting channels and hybrid work has changed how teams bond. Many leaders reach for a technical fix, such as a new tool, process or restructure, when the real work is helping people let go of familiar ways and learn new ones. Adaptive [leadership training](https://bodhih.com/leadership-skills-training-in-india/) gives leaders a way to diagnose which kind of challenge they face and a set of practices for mobilising people through the discomfort of change, rather than solving everything themselves. > The WEF Future of Jobs Report 2025 notes resilience, flexibility and agility rose 17 percentage points in importance since 2023. Source: [World Economic Forum, Future of Jobs Report 2025](https://www.weforum.org/publications/the-future-of-jobs-report-2025/in-full/3-skills-outlook/) > Gartner found only 32% of business leaders report achieving healthy change adoption by employees. Source: [Gartner](https://www.gartner.com/en/newsroom/press-releases/2025-10-02-gartner-says-chros-top-priorities-for-2026-center-around-realizing-ai-value-and-driving-performance-amid-uncertainty) ## What participants will be able to do ### Diagnose the real challenge Separate the technical parts of a problem from the adaptive parts that need people to learn and change. ### Get on the balcony Step back from the action to observe patterns, politics and emotions before intervening. ### Regulate the heat Keep productive tension high enough to drive change and low enough to prevent breakdown. ### Give the work back Resist solving adaptive problems alone and hand ownership to the people who must change. ### Mobilise stakeholders Map the losses each group fears and build alliances that move the change forward. ### Run safe-to-fail experiments Design small experiments that test new ways of working and learn quickly from the results. ## Who should attend - Senior managers and function heads leading transformation - Leaders driving AI adoption, new operating models or post-merger integration - Heads of [GCCs](https://bodhih.com/gcc-leadership-development-program/) and business units facing shifting mandates - Leaders in public sector, healthcare, education and NGOs working on complex social challenges - [High-potential](https://bodhih.com/high-potential-leadership-program/) leaders preparing for enterprise roles ## Program outline Recommended design, customised to your context after a short needs analysis. ### **Technical versus adaptive challenges**Module 1 · 2 hours - Why technical fixes fail on adaptive problems - Signs you are facing an adaptive challenge - Diagnosing your own live challenge - The leader's temptation to provide answers ### **Getting on the balcony**Module 2 · 90 min - Observe, interpret, intervene: a disciplined cycle - Reading the system: values, loyalties and politics - Distinguishing your role from your self - Balcony practice with a peer consultation ### **Regulating distress**Module 3 · 2 hours - The productive zone of disequilibrium - Turning up heat: raising the hard questions - Turning down heat: structure, pacing and reassurance - Case practice: a team resisting a new operating model ### **Giving the work back and mobilising people**Module 4 · 2 hours - Why people resist loss, not change - Stakeholder mapping by losses and loyalties - Building a coalition and protecting voices from below - Role-play: handing a problem back to your team ### **Experiments and adaptive action**Module 5 · 90 min - Designing small, safe-to-fail experiments - Learning cycles and quick reviews - Scaling what works and stopping what does not - Sustaining yourself as a leader under pressure ### **Case clinic and commitments**Module 6 · 90 min - Peer case consultation on each participant's challenge - 90-day adaptive action plan - Follow-up clinic schedule - Commitments shared with a sponsor ## How we deliver it ### Real challenges in the room Each participant brings a live adaptive challenge, and the program uses these as its main cases. ### Case-in-point learning Facilitators use the group's own dynamics during the session as material, so leaders experience adaptive work first-hand. ### Peer consultation Structured case clinics help leaders see their challenge from new angles and get honest challenge from peers. ### Follow-up clinics Two virtual case clinics after the program keep momentum as leaders test their experiments at work. ## Tailored versions ### For AI and digital transformation leaders Focuses on the human side of automation and AI adoption: role changes, loss of expertise, trust and new ways of working. ### For public sector and development organisations Uses cases on complex community, policy and system challenges where authority is limited and many stakeholders are involved. ### Leadership team format An intact senior team works on one shared adaptive challenge over two days, with facilitated follow-up. ## How we measure impact Evaluation follows ADDIE's final stage. Leaders take a pre and post assessment of change leadership and [learning agility](https://bodhih.com/learning-agility-training/) behaviours on AssessAll, Bodhih's AI assessment platform, with an optional 360° pulse from stakeholders. Progress on each participant's adaptive challenge is reviewed in the two follow-up clinics and at 90 days, focusing on experiments run, stakeholder shifts and lessons learned. Sponsors receive a short summary of themes across the cohort. AA Pair this program with [AssessAll](https://assessall.com), Bodhih’s AI assessment platform, for pre- and post-program skill measurement. ## Frequently asked questions ### What is adaptive leadership? Adaptive leadership is an approach to leading people through challenges that have no ready-made solution and require changes in values, beliefs, habits or ways of working. Rather than providing answers, the leader diagnoses the challenge, manages the stress of change and mobilises the people involved to do the learning. Adaptive leadership training builds these practices. ### What is the difference between technical and adaptive challenges? Technical challenges can be solved with existing expertise, such as fixing a process or installing a system. Adaptive challenges require the people involved to learn and change, such as shifting a culture or working alongside AI. Many real problems contain both. A common leadership mistake is treating an adaptive challenge as purely technical. ### What does getting on the balcony mean in leadership? It means stepping back from the action to see the bigger pattern, as if watching a dance floor from a balcony. From there, leaders notice who is doing what, where tension sits and what is being avoided. They then return to the dance floor to act. The program includes structured balcony practice using real situations. ### How do leaders regulate distress during change? They keep tension in a productive range. Too little and nothing changes; too much and people freeze or fight. Leaders raise heat by naming hard issues and lower it with structure, pacing, clear roles and reassurance. Participants practise reading and adjusting the heat on their own live challenges. ### Who developed adaptive leadership? The concept was developed by Ronald Heifetz, with Marty Linsky and Alexander Grashow, through work at Harvard Kennedy School and published books. Bodhih's program is independent and teaches these widely used concepts. Bodhih is not affiliated with or certified by the authors or Cambridge Leadership Associates, and does not issue their certification. ### How is adaptive leadership different from change management? [Change management](https://bodhih.com/change-management-training/) usually focuses on planning and implementing a defined change with communication, training and tracking. Adaptive leadership addresses the earlier and messier part: when the answer is unclear and people must discover it together. The two work well together, and this program can be followed by our change management training. ### Is the program delivered outside India? Yes. Bodhih delivers across India, the Middle East, South Asia, Southeast Asia, Far East Asia, Australia and New Zealand, and Africa, either in person with master trainers travelling from Bengaluru or live virtually. Cases are adapted to the region, for example national talent development in the Gulf or transformation in Asian family businesses.