Interchangeability In Leadership: A Career Built On Versatility
By Mary Beth Sandin
The job market is more competitive than ever. Candidates with years of specialized experience struggle to find roles, while employers increasingly demand both deep expertise and broad adaptability. As industries evolve at an unprecedented pace, professionals are forced to ask: is career success about mastering one field or being able to pivot across many?
When I first heard the term "fungibility" applied to people, it didn’t sit right. It’s a word often used to describe commodities — oil, gold, or even stock shares — things that are interchangeable and easily swapped without loss of value. But when it comes to people, that’s not the right lens. What we’re really talking about is interchangeability: the ability to transition seamlessly between roles, functions, and challenges, applying a diverse skillset to new situations.
I’ve spent my career building and refining this type of versatility, and I’ve seen firsthand how it creates resilience and opportunities in today’s business world. The notion that you must enter a field and remain locked into a single trajectory is outdated. In reality, success often comes from a willingness to adapt, pivot, and apply expertise in new ways.
A Career Defined By Adaptability
Early in my career, I worked in a global marketing organization where high-risk projects and early-stage assets were the norm. Unlike large corporations with expansive portfolios, where the failure of a single asset is a blip in a broader strategy, smaller organizations live and die by the success of each project. I quickly realized that thriving in such an environment required more than deep expertise in one narrow field — it required the ability to shift between projects, therapeutic areas, and responsibilities, often without a roadmap.
Moving between early commercial development and global marketing across different therapeutic areas like CNS, women’s health, and oncology required more than just technical knowledge. It called for a strategic, problem-solving mindset that could be applied across disciplines. Over time, I came to see interchangeability as a valuable strength, allowing me to contribute meaningfully in different contexts and drive impact where it was needed most.
Interchangeability In Today’s Business World
More than ever, companies need people who can flex across different roles, functions, and disciplines. It’s no longer about climbing a rigid corporate ladder but about building a portfolio of skills that make you an asset. Organizations that embrace this mindset benefit from employees who can seamlessly step into leadership roles, drive cross-functional collaboration, and tackle emerging challenges with confidence.
Indra Nooyi, former CEO of PepsiCo, built her leadership career not by following a linear path but by embracing roles in strategy, finance, and operations. Her success was rooted in her ability to apply her knowledge dynamically, proving that leadership is not about staying confined to one path — it’s about having the agility to navigate multiple opportunities and challenges.
Interchangeability is as much about mindset as it is about skills. The best leaders I’ve worked with, and the most effective team members I’ve hired, share a common trait — they welcome challenges, adapt to unfamiliar situations, and take on responsibilities beyond their immediate expertise. This ability to embrace new opportunities and navigate uncertainty has been a defining factor in high-performing teams.
The Hiring Shift: Specialization Versus Interchangeability
When building my own teams, I’ve learned to weigh the value of deep specialization against the benefits of broad, transferable expertise. Many hiring managers still favor candidates with a long tenure in a single field, but I’ve found that those who have navigated diverse roles and industries often bring fresh perspectives and adaptability that drive business success.
However, the current job market presents an interesting paradox. Many companies claim to value adaptability, yet hiring managers often seek specialists with decades of experience in a single domain. How do job seekers reconcile this contradiction? The key is not just deep knowledge but the ability to apply it dynamically. Candidates who demonstrate a history of learning new industries, solving cross-functional problems, and taking on leadership roles in different contexts stand out in an era where change is the only constant.
During the interview process, I don’t just ask about past job responsibilities; I ask about problem-solving. How have they handled uncertainty? When have they taken on something unfamiliar, and how did they approach it? These insights often reveal a candidate’s true potential beyond the confines of a job description.
The Culture Of Wearing Multiple Hats
Beyond skills, success in a dynamic organization comes down to culture. Small and growing companies, in particular, thrive when employees embrace collaboration, adaptability, and a willingness to wear multiple hats. Achieving goals is important, but the approach and collaboration behind the work define success.
In my experience, the most effective teams are those where everyone is willing to pitch in, where no one is "too seasoned" or "too senior" to roll up their sleeves. It’s also about leadership. A team will follow the example set at the top. Leaders who model flexibility, adaptability, and continuous learning create an environment where team members feel empowered to do the same.
Balancing Specialization And Versatility In The Hiring Market
While evolving workplace dynamics highlight the value of diverse experiences and adaptable skillsets, many employers in today’s tough job market still prioritize candidates with deep expertise in a single industry. Some companies recognize the value of employees with diverse experiences, while others are focused on hiring specialists with decades of expertise in a single field. Leaders of the future will be those who embrace change, cultivate a broad skillset, and understand how to navigate an increasingly complex business landscape.
My advice for professionals looking to grow is simple: Stay curious, stay adaptable, and never shy away from a new challenge. Success comes from cultivating a career filled with diverse experiences, resilience, and the ability to lead in any environment.
The business world is evolving rapidly, and those who embrace interchangeability will lead the way. Adaptability serves as the foundation for lasting success, shaping leaders who can thrive in an ever-changing business landscape.
About The Author:
Mary Beth Sandin is a life sciences executive with 25-plus years of leadership including serving as Global Commercial Head and Global Brand Leader for Pfizer, and currently as the VP of Marketing and Communications for Affimed, where she directs the development and execution of marketing and communications to advance the company’s oncology pipeline.