Fit For The Future

The best employees have more options than ever, which means your employer brand matters more than ever, too. You need a strong employee value proposition (EVP), which has three parts: the internal culture people want, your own promotion of that culture, and what other employees say about you.https://swiy.co/go-talent-chooses-youI recently bought a book about cricket (Why? Because I’m a cricket tragic – and that’s what we do!)I’ve never been any good at playing cricket, but for almost fifty years now, I’ve followed cricket – going to see it live, watching it on TV, listening on the radio, subscribing to dozens of cricket podcasts, and occasionally buying a cricket book.When I heard Jarrod Kimber had written this book about cricket, I bought it. Not because I buy every book about cricket – I don’t – but because it was written by Jarrod Kimber. I have followed him for a while, I like the way he thinks, what he thinks about, and what other people say about him. Even without reading a sample of his book, Jarrod ha

What are you doing to attract the best people to your team and organisation?I was speaking recently at a leadership forum about the future of work, for leaders across many industries and sectors. At the networking drinks after my keynote presentation, one attendee asked me some AI software he had seen recently.He said one of their challenges is candidates using AI in the recruitment process. And he wasn’t talking about them using ChatGPT to reply to job advertisements ("That’s so 2024!"). This is more sophisticated: AI software that candidates are using in online interviews to coach them during the interview itself.But that wasn’t the AI software he was referring to. He was talking about a new AI tool to help employers fight back against these employees "cheating". This AI silently joins the Zoom or Teams meeting, and uses the candidate’s language, eye movements, and tone of voice to determine whether they are being coached by AI in the background!He asked me for my opinion about using this "AI cheating detec

We're all drowning in data! But data is the core feature of so much decision-making now, especially when combined with AI. But are you using your data - REALLY using it - to inform your decisions? Like it or not, leaders need to be data-literate now, and know how to use data to gain insights and drive decsions.https://swiy.co/go-drowning-in-dataAre you making data-based decisions?I was speaking last week at a conference of CIOs - Chief Information Officers - from a broad range of industries and sectors all around Australia. The conference was not about their technical role - managing an organisation’s data and information - but about their leadership role.But when you think about it: Aren’t these two things related?Leadership requires good decision-making, and good data drive good decisions - if you do it right.The problem isn’t having access to data. We all have access to more data than ever before. You might even say we’re drowning in data!But data alone won’t help you be a better leader - unless you can le

You know that change is constant, but are you truly preparing your team to thrive in it? One important piece of building a culture of change agents is adopting, promoting, and supporting a learning mindset. This is more than offering occasional training. It’s about helping your people go deep, broad, and far, in their learning and development.https://swiy.co/go-leading-learningDo you have a learning mindset in your team?Most leaders say, “Yes, of course!”They say:We’re open to change.We understand we can’t stay still.We encourage everybody to adapt to change,We’re always open to new ideas from our team.Great! That’s the right mindset. But how are you putting that into practice?A key part of building a future-ready culture is nurturing a learning mindset. We need to be constantly learning, relearning, and even unlearning things that used to be true but aren’t true anymore.Whenever I talk to leaders about building a culture of change agents, this is an important feature. Sadly, it’s often forgotten.I spoke abou

Your people are already using AI - but they might not be telling you about it, because they are worried you will think they are lazy, incompetent, or cheating! If they are afraid to tell you, that's YOUR fault - and a huge missed opportunity.https://swiy.co/go-ai-secretsSomebody recently asked me whether I thought there’s too much hype about AI. I said yes, and he immediately jumped on that and said,“So you admit AI is all hype!”No! That’s not what I said.Yes, there’s too much hype about AI. But there’s also real value you can get from AI. Both of those things can be right – there’s no contradiction.It’s like Katy Perry going into space and then claiming it as a milestone for feminism. That’s hype! But equally, you could praise Amanda Nguyen – a real scientist, advocate for women’s rights, and nominee for the Nobel Peace Prize – who also went on that same trip to space.Hype and value aren’t necessarily contradictory.A lot of technology is over-hyped – especially something like AI, which pushes a lot of emotio

In the war for talent, money is important, but not enough. If you're serious about attracting and keeping top talent, look at other drivers - including flexible work. In Iceland, 90% of employees now enjoy a four-day workweek, working fewer hours with no pay cut and no loss of productivity. In fact, productivity went up, well-being improved, and workplaces became more equitable.https://swiy.co/go-be-like-icelandI’m speaking soon at the AHRI (Australian Human Resources Institute) conference in Perth, talking about the future of work. One of the four key elements of the future of work is attracting the best people, and one of your most important levers in that area is offering more flexible work options.During the pandemic, flexible work meant mostly working from home. And that (often in the form of hybrid work – some days in the office, some from home) is still one kind of flexible work. But it’s not the only form of flexibility.For example, in Iceland, about 90% of workers who enjoy a four-day work week. They

Do you have a workfluencer in your team? And if you don't, maybe you should! If you have a culture you’re proud of, workfluencers are powerful brand voices for you - helping attract the right sort of talent, long before an interview. It’s time to support, nurture, and trust the people already championing your workplace.https://swiy.co/go-workfluencersIn a nutshell, a workfluencer is an employee who talks about their work in online communities.Of course, we’ve been doing this for a long time even before the online world – with friends and family at parties, with other parents at your children’s school events, in your local community or church community.A workfluencer is the 2025 version of that, and it expands and amplifies the concept because of the power and reach of online networks. Typically, it’s a younger person – a Gen Z or maybe a younger Gen Y (Millennial). They work in your team, and are also active on social media and other online networks, sharing the good, the bad, and even the ugly about work. Ex

As a leader, you need to be regularly scanning the horizon and planning for the future. But if your people aren’t inspired to bring that plan to life, it won’t go anywhere. Strategy without execution is like a car without fuel. For real progress, you need to engage your team and connect your plan to meaningful work.https://swiy.co/go-from-planning-to-progressYou might have big ideas and a clear strategy (good!), but what are you doing to engage your people to execute and implement that strategy?I work with a lot of leaders – especially senior leaders – who want me to help them understand the future. They can then feed that into their strategic planning. That’s good, because it gives them more confidence and clarity about their plan and decision making.For example, here are three leadership teams I’m helping now:A high school that’s looking at extending what they do by teaching students about skills beyond the curriculum – that is, the broad skills that will help them to be more future-ready.A local council th

Strategic change often stalls after the initial excitement fades, especially when the change involves future scenarios that might be uncertain, unknown, or challenging. Instead of letting all that strategic thinking go to waste, focus on small, immediate actions that fit into existing workflows rather than creating extra work. Don't just inspire people in the moment; start building a culture where you support, empower, and encourage them to welcome and embrace change.https://swiy.co/go-strategy-to-actionHow do you turn strategy into action?Next month, I’m running a workshop at a strategic leadership forum for an organisation in Melbourne. They bring together their top 100 leaders every six months to work on the big issues facing their organisation. The CEO told me everybody loves those sessions, and they walk out energised and motivated.But ... Very little changes in practice. The leaders walk out with the best of intentions, ready to roll up their sleeves and put the big ideas into practice. But then life ge

Do you have a bad attitude at work?Specifically, do you have a bad attitude about AI at work?If you’re a leader or a manager, having a bad attitude about AI is not just bad for yourself – it’s bad for your team as well. Those bad attitudes are contagious.We should be excited and curious about AI.We should be appropriately cautious about using AI.And we should be unsure about AI because we don’t know what it will look like in the next five years (let alone two years).If anybody tells you they know exactly where AI is headed, they’re either lying or deluded.So, if you say, “I’m excited about AI, I’m cautious about AI, and I’m unsure about AI”, that’s a really good start.But be careful!One thing I’ve noticed is that some people who admit to being unsure about AI turn that uncertainty into a roadblock. They say, “I don’t know enough about AI, so let’s wait until we get it exactly right before we do anything”.And then … nothing happens!Not only do YOU do nothing, but more importantly, you stop your team – or even

Adopting AI successfully isn’t about the technology – it’s about your culture. As a leader, your role is not to dictate AI use, but to create an environment where people feel empowered to explore, leverage, and share AI-driven innovations with everybody else.https://swiy.co/go-ai-in-your-teamDo you have hidden AI talent in your teams?In the last week, I had two very interesting conversations with senior leadership teams from two very different organisations in completely different sectors. Despite their differences, they had one key thing in common: they were both thinking about how to integrate AI into their organisations.What struck me was I had almost identical conversations with both teams.At first, they were talking about what they needed to do was understand AI, craft an organisation-wide AI policy, create strict rules about using AI, engaging IT in creating a safe environment, and so on.And then came the turning point.In the middle of this discussion, one person - let’s call her Mikaela - spoke up. In

If you’re still dragging your feet about adopting AI, don’t! It isn’t some distant future technology – it’s already here, and in five years it will be as normal as smartphones or spreadsheets. Smart leaders are already using it to enhance their customer experience, boost productivity, and make better decisions. And don’t just wait until you’re ready for the technology; you also need to bring your people along on the journey.https://swiy.co/go-ai-in-2030A few weeks ago, I was speaking at two conferences in the Northern Territory – one in Alice Springs and one in Darwin – for tourism and hospitality operators in those towns to understand what’s coming in the future and how they can take advantage of those changes.During the Q&A segment of my presentation, a tour operator in the audience asked me:"What will be the biggest impact of AI in the tourism sector in the next five years?"This is a smart question – not just for tourism, but for any industry. You probably should ask the same thing about your own secto

When giving your team access to AI, don't wait until you have finalised every policy and governance detail. Like learning to drive, adopting AI works best when people get hands-on experience early. Bring your people along on the AI journey now, to ensure they build the skills, comfort, and understanding needed to integrate AI effectively into their work. Don't wait for the perfect moment - start now.https://swiy.co/go-driving-aiAre you taking too long to get your people started on the AI journey?My niece Abbey just turned 20 last week. I remember four years ago, when she was sixteen, I taught her how to drive. I didn’t do all the lessons, but I took her through the first ten or twelve hours of driving, and helped her become a competent driver.The process of getting a licence now is rigorous, structured, and time-consuming. And it should be, because we’re letting teenagers operate heavy machinery in public for the first time! By the time Abbey had done her 50 hours of supervised driving, she was more than read

Your organisation can use AI in two key ways - but it might be using only one. The first is embedding AI into core operations, where it works behind the scenes to streamline processes like loan approvals, insurance claims, and medical diagnoses. The second, and often overlooked, is giving people direct access to AI-powered tools like ChatGPT, AI agents, and deep research assistants. If you’re serious about being an AI-driven organisation, make sure you’re using AI in both ways.https://swiy.co/go-the-two-sides-of-aiIs your organisation an AI-driven organisation? And what does that even mean?About a year ago, Amazon in Australia surveyed CEOs and other leaders across different industries and sectors, asking about AI’s impact. One key question was whether they expected their organisation to be AI-driven by 2028. The result was 90% of leaders said yes!That’s only three years from now. But what does it really mean to be AI-driven?You organisation can use AI in two key ways - but it might be using only one.First, A

Change isn’t easy, and everybody in your team will respond to it differently. Instead of trying to push everybody to embrace change, focus on finding the "bright spots": small success stories where change is already working. By highlighting these successes, you create a culture where change feels possible, practical, and positive.https://swiy.co/go-find-the-bright-spotsWhenever a client engages me to speak at their conference, we always have a presentation briefing call beforehand, so I can learn more about their organisation, the people attending their event, the outcomes they want from my presentation, and how my presentation fits in with the rest of the conference program.In this meeting, I always ask this important question:“How receptive are your people to change?”We all know there’s a lot of external change right now (you don’t need a futurist to tell you that!), and the pace of change is increasing. As a leader, your job is to create a culture that supports, encourages, and embraces change, so you can

How do you stay on top of all the changes with AI? It's evolving fast, and staying in touch can feel overwhelming. Instead of trying to track every new development yourself, find an AI champion in your team and give them the support they need to lead AI adoption and integration.https://swiy.co/go-ai-championAI Champion: The Role Every Team Needs to Navigate AII run regular AI Leaders Labs for clients and others in my close network to help leaders share their ideas and experiences about using AI. These leaders are interested in AI, both for themselves and their teams, and want to bring their people on the AI journey.In my most recent Leaders Lab, three participants asked the same question:“AI is moving so fast - how can we keep up with what’s new?”I have two answers ...First, of course, if you want an external perspective, engage me! I can run a masterclass for your team or deliver a keynote presentation at your next conference. It’s part of my regular “day job” to know what’s new in AI and make it relevant an

What do you know about this new Chinese AI app called DeepSeek that’s taking the AI world by storm?DeepSeek, a new app similar to ChatGPT, became the #1 downloaded app on the App Store when it was launched recently. You might have heard about it in technology news, but it’s also in the mainstream media.But how can we separate the hype from the reality?Let’s talk about three things about DeepSeek, and also what it means for you as a leader.1. China’s Growing AI CapabilitiesThe common wisdom was that China was lagging behind the USA in AI expertise and development. So it caught most people by surprise to see something as good as DeepSeek coming out of China.But that assumption was wrong. China has been a leading force in AI for years - for example:* Last year, they created the world’s first virtual AI hospital to advance medical procedures.* They have been using AI to tackle climate change for many years.* As far back as 2016, China set out to make an entire city that only allowed driverless cars.2. Bias and Ce

As we step into 2025, it’s clear we will have much more change and uncertainty - but also opportunity. Your path to success depends on how well you can lead yourself and navigate your team through the year. Your focus should always be about people first: guiding your team, customers, and yourself through the complexities of the year ahead. It’s not about predicting the future but staying adaptable, monitoring trends, and bringing people on the journey.https://swiy.co/go-leading-in-2025As a leader, what are you expecting in 2025? You might have done your initial planning for the year, but we all know that our plans will change! Whatever we can foresee now, we will face a lot of change, uncertainty, and disruption before the end of the year.For example, you might have already heard rumours about the Next Big Thing in AI: AI agents, which can scurry around doing things on our behalf. How can you plan for that now when you don’t know exactly what they will look like?It’s easy to use AI as an example because it’s

With up to five generations working side-by-side, your workplace is more diverse than ever. This offers many opportunities for collaboration and innovation, but it also presents challenges, like differing attitudes toward hybrid work, financial pressures, and conflicting priorities. If you're a leader who can embrace these differences and foster a culture of mutual respect, you will be better equipped to manage conflicts, retain talent, and build thriving, future-ready teams.https://swiy.co/go-bridging-the-gapHow many generations are working in your organisation? It might be up to five – and in rare cases, there could even be six generations working together.From the oldest to the youngest:Baby Boomers, who are usually the most senior people in the organisationGeneration X (my generation), in their fifties and sixties, often in senior roles and some close to retirementGeneration Y, or the Millennials, many now in management positionsGeneration Z, roughly up to the age of 25, who are new to the workforceGenera

How do you cope when employees, customers, and other stakeholders are more demanding than ever before? It's impossible to solve every problem, but you can partner with others - even outside your industry - to solve complex challenges and meet rising demands. Use cross-industry collaboration to unlock innovative solutions, share resources, and strengthen your organisation.https://swiy.co/go-cross-industry-collaborationHow are you coping – and planning to cope – with our fast-changing world in 2025?You don’t need a futurist to tell you our world is changing faster than ever before, and we’re going to face a lot more change, uncertainty, and disruption in the future.We’re all experiencing this every day. But as a leader, how are you managing and navigating your team through that?Leaders have a dual responsibility now. On one hand, you have to navigate this change and lead your team through it. And on the other hand, you must keep an eye on the future so you can take advantage of the opportunities that change bri