Let’s face it, the world of work isn’t what it used to be. Change is constant – from the surge of AI to shifting political landscapes, economic pressures, and organisational restructures… the list goes on and on. And yet, amidst the uncertainty, some individuals and teams are adapting. They’re staying grounded and moving forward with clarity and innovation. So, what are they doing differently?
You might be thinking, “Isn’t that just resilience?” Not quite. This goes a bit deeper – it’s less about toughing it out and more about staying open, adaptable, and true to yourself when things get messy. It’s called psychological flexibility, and might just be one of the most vital skills we can build right now.
So what is it?
Psychological flexibility is the ability to stay present, open, and committed to action – even when things are tough. It means adapting to change without losing sight of what really matters. Think of it like skiing downhill: constant adjustment, but always moving forward.
This concept comes from Acceptance and Commitment Therapy (ACT), and in recent years, it’s been increasingly recognised in organisational psychology. According to a 2020 meta-analysis published in the Journal of Contextual Behavioral Science, psychological flexibility is strongly linked to better mental health, higher job performance, and greater wellbeing [Levin et al., 2020].
At its heart, psychological flexibility brings together six processes:
- Acceptance: Allowing difficult thoughts and feelings to be there, without fighting them.
- Cognitive Defusion: Noticing thoughts for what they are – just thoughts, not facts.
- Being Present: Staying focused on the here and now.
- Self as Context: Seeing yourself as more than your thoughts and emotions.
- Values: Knowing what truly matters to you.
- Committed Action: Doing what aligns with your values, even when it’s hard.
It’s not about avoiding discomfort – it’s about finding a way to move through it. Step by step.
Why organisations need it now
The reality is, traditional skillsets just aren’t enough anymore. With new technologies, shifting priorities, and people challenges, we need something deeper. Psychological flexibility gives people the capacity to keep going, adapt wisely, and recover in a healthy, sustainable way.
Here’s why that matters:
1. A safe path back
When people feel psychologically safe, they’re more willing to try new things – even if it means failing along the way. Because they know it’s okay to go step back, tweak things, and try again. That kind of culture opens the door to learning, experimentation, and proper innovation. But it starts with leaders. When leaders show that failure isn’t final – that it’s part of the process – teams get braver, bolder, and more creative.
2. People with you
We’re social beings. And in a world where many of us work remotely or across time zones, staying connected isn’t always easy. But it matters. Psychological flexibility grows in teams that are emotionally safe, where people feel supported, heard, and able to bring in different perspectives. That’s what helps us make better decisions, avoid potential blind spots, and build resilience – together.
3. Being strong in who you are
Adapting well doesn’t mean being bendy all the time – it’s about being anchored, knowing who you are and what matters to you. When people are grounded in their values and strengths, they’ve got a compass they can trust, even when things around them are shifting. Organisations that give people the space to reflect and realign don’t just manage change – they grow from it. As James Clear, author of Atomic Habits, puts it: “You don’t rise to the level of your goals; you fall to the level of your systems.” So let’s make sure those systems are actually human.
4. Recovery time
There’s a lot of praise for people who bounce back quickly. But honestly? That’s not always healthy. Or realistic. Psychological flexibility means giving yourself – and others – space to rest, reflect, and make sense of what’s happened before moving forward again. That’s what leads to better choices, less burnout, and more staying power.
So how do we actually build it?
At Bailey & French, we’ve been working with organisations globally to humanise how we think about change and performance. There’s no quick fix – psychological flexibility isn’t something you get from one workshop. It develops and grows over time, with the right culture, tools, and importantly, leadership.
We help create environments where:
• People feel safe to test, learn, and be honest
• Managers coach with compassion and clarity
• Teams build trust and real relationships
• Individuals reconnect with what truly matters to them
The result? People who don’t just ‘cope’ with change – they feel confident navigating it.
What’s next?
If psychological flexibility is a muscle, now’s the time to start strengthening it. It’s not about being perfect. It’s about being present, making space for discomfort, and choosing what really matters – even when it’s tough.
Curious about what this could look like for your team or organisation? Let’s have a conversation. We’re here to help people grow – not just professionally, but personally as well.
Because when we bring more humanity into work, everyone benefits.