We’re operating in a world where change is no longer a curveball. Over the last five years, we’ve all lived through a global pandemic, supply chain meltdowns, trade wars and tariffs, and now the profound wave of AI reshaping how we work. In this kind of environment, leadership can’t be static. Roles can’t stay rigid. They have to flex, evolve and shape shift to meet what the market demands—not just today, but tomorrow and beyond.
The traditional ladder to the C-suite—one steady rung after another—doesn’t fit this era of constant disruption. What companies need now are what I call Shape-Shifter Executives: leaders who can pivot seamlessly between roles, adjust strategy in real time and guide distributed teams through transformation again and again. And then do it again the following week.
I’ve had the chance to experience this firsthand. After stepping back from the founder-CEO and chairman seat, I recently moved into the role of chief revenue officer. That shift has given me a full view of our business in a way I never had before. The prior vantage point helped me see across every department, connect dots that were once siloed and support our teams as they solve problems from the ground up. But it also shone a light on how I drove behaviors that led to siloing … perspective is everything. It’s been one of the most energizing chapters of my career.
See also: Josh Bersin explains: A strategy that breaks down workplace silos
Let’s dig deeper into what it means to be a shape-shifter executive—why this mindset is so critical right now and how HR leaders can identify, develop and retain these rare leaders who thrive in the face of change.
Shape-shifter executives: Who they are and what they do best
Shape-shifter executives are leaders who:
- Follow a non-linear career path to the C-suite
- Make unconventional executive career moves
- Demonstrate rare flexibility and perspective
Once you start looking for them, you can spot shape-shifter executives by the way they move through their careers. Their paths rarely follow the predictable climb. They’re willing to take lateral moves, and sometimes even step back in title or scope, if it means gaining a new perspective on the business. They lead with curiosity. They roll up their sleeves and dive into complex challenges, often in unfamiliar territory, because they know growth lives on the edge of what they don’t yet know.
That mindset sets them apart from the traditional corporate playbook—the one that mapped out linear career ladders and polished pipelines for grooming future executives. Shape-shifters don’t just follow the path. They redraw it.
Why shape-shifter executives move companies forward
Shape-shifter executives bring a kind of range that’s rare—and powerful. They don’t just see the business; they see how the whole thing fits together.
- They connect the dots. Shape-shifters have a wide-angle lens. They understand how moving one part of the business ripples through the rest, which makes them uniquely effective at solving cross-functional challenges that traditional org charts can’t contain.
- They break down silos. Because they’re naturally curious and quick learners, shape-shifters can jump into new departments and get up to speed fast. In a world where deep specialization matters less than it once did, the executives of tomorrow will be measured less by how much they know about one domain and more by how quickly they can learn any domain.
- They lead with high EQ. Moving between functions requires empathy. Shape-shifters listen deeply and adapt to the perspectives of the teams they join. That’s why they often emerge as servant leaders—those who lift the people around them. Research from the University at Buffalo found that companies led by servant-minded cultures outperform their peers by about 6% in revenue. That’s not an accident. People do their best work when they feel understood.
How AI supercharges shape-shifter executives
A lot of the AI conversation in 2025 has focused on how it will disrupt entry-level jobs. But from where I sit, AI is quietly becoming just as transformative for executives—especially shape-shifters.
AI can act like a personal chief of staff, a research analyst and a digital concierge all in one. It helps shape-shifters compress the learning curve when they step into new roles, giving them faster access to the insights they need to lead well. It’s also expanding the talent pool. Companies are no longer limited to leaders who have spent 20 years in one department. They can rotate shape-shifters across HR, finance, sales—anywhere their perspective is needed most. In the future, broad experience and adaptability will matter more than decades of depth in a single silo.
If the last few years have taught us anything, it’s that there is no going back to “normal.” Competitors are always looking for the slightest advantage. The pace of change isn’t slowing down. Your approach to leadership must similarly adapt. The companies that thrive will be the ones that build pipelines of leaders who are flexible, curious, empathetic and fast on their feet.
Shape-shifter executives aren’t just a nice-to-have anymore. They’re the must-have leaders of the next era. But to find them in your organization, you need to think differently yourself.
