The pace of growth and change we are facing in the business world today is moving faster than we ever thought possible.

Flexibility is an increasingly important trait in a rapidly changing economic and social environment.

Being a Flexible leader are those leaders who can modify their style or approach to leadership in response to uncertain or unpredictable circumstances within the business or to changing employee requirements and behaviours.

Flexible leaders can revise their plans to incorporate innovations and overcome challenges, while still achieving their business

Flexibility is the willingness to try new behaviours, regardless of whether one is currently undergoing a time of change in their

But change is one of the most difficult things to implement in today’s working

If implementing change has become so difficult, almost fearful to most people what is the answer?


Flexible Employees?

And how does flexible leadership, fit into this equation?

Leaders aren’t the only individuals who need to be flexible for a company to be successful.

Encouraging employees to be more flexible in their work will help develop their flexibility skills. More flexible followers understand the need for changing behaviours with changing circumstances.

If employees understand the value of flexibility, they will be more open to any changes suggested by their leaders, including the option for flexible working hours and flexible working locations.

Fostering employee flexibility also allows individuals to try new behaviours in their roles, thus improving their problem solving and increasing their sense of control over their work.

Employees are given the trust and freedom to try new approaches feel a greater sense of ownership in their work and are generally more productive.

The working climate has changed dramatically, a lot of people just want to be happy or content at work, they want more flexibility, to work fewer hours, have more ME time and everything that comes with it.

So, having a flexible approach to your leadership style or expectations is a must in today’s business world.

But should this also come at a price for those employees who want a flexible life?

Should they also be required to make small sacrifices for a fair working society?

A flexible employee is one whose working hours differ from the traditional regular-shift, 40-hour workweek. Flexible employees vary the times that they start and finish work, and some may wish to work from home, although they must complete an agreed-upon number of hours during a working week.

But does flexibility go two ways, it is a two-way process?


Now some controversy!

Can we still have our cake and eat it?

If you want to have those extra things in life, extra money to spend, fancy holidays in the sun, the nice car, then you are in most occasions required to be a high performer, put in the extra hours and sometimes work longer and harder than everyone else.

Now, not everyone wants to be a superstar high performer and that’s ok.

BUT, High Performers Make More Money!

High performers in every business, genre or sport are the highest-paid earners and this has a direct correlation to success and wealth.

For those who wish to reach any great heights in their career aspirations, there seems to be only one path to take.

Work harder than everyone else.

Extensive studies and ongoing statistics have identified the following when it comes to success in the workplace:

  • Drive: Work Harder than everyone else.
  • Self-Resilience: Take full responsibility and accountability for your actions
  • Determination: To do want needs to be done with integrity,
  • Focus and consistency: Having a clear destination, knowing what needs to be done
  • Visibility: You need to be visible, seen to do what you say you can and will do.


The more effort we put in the greater likelihood the outcome will be more beneficial form a monetary standpoint.

Should we all be paid the same, should those who put in more effort be paid more, should we have a working society where leaders actively encourage high performance?

We may not agree or like it but that’s currently how it is?

Is there another way?

Should we have a more flexible society, one where we are all equally rewarded regardless of the hours we put in, the location of our working environment or ability.

Can flexible leadership create a working environment where we are all encouraged to be the best version of ourselves based on our values and beliefs and not that of others?

What are your thoughts?

Please like, share and comment.


James Fleming