‘Empathy allows leaders to connect on a deeper level, building trust and encouraging collaboration’

DESCRIBE THE CHALLENGES YOU THINK THE NEXT GENERATION OF LEADERS WILL FACE

While what we anticipate being of business-critical importance in the next 5 years will undoubtedly change, being open to that change is the first step to future proofing your business strategy. Technology is an easy challenge to identify due to its intense change of pace. Leaders at every stage in their business need to prioritise finding a way to blend AI and automation into their staff and customer experience, while making sure that fairness and inclusivity is maintained.

There is also now a greater expectation from society that leaders need to show more transparency and social responsibility in their commercial strategies, guiding their workforce and their customers to a more sustainable future that encompasses DEI. It’s not enough to just talk about DEI, it needs to be put into measurable practice that is visible to everyone.

From a quality perspective there are three that stand out as the most important for future leaders: authenticity, resilience, and empathy. As a leader your role is to build high performing teams from genuine human connections. It’s not enough to have a great product, you need a high functioning passionate group of people behind you. People want to see genuine leadership so be true to yourself and transparent with your actions. Bouncing back from the inevitable countless setbacks you face daily and maintaining an upbeat outlook is not only important but non-negotiable.

Positive self-talk prior to logging on in the morning is crucial for leaders who need to inspire their teams to keep going, even when things get tough. Understanding and valuing different perspectives is essential. Empathy allows leaders to connect on a deeper level, building trust and encouraging collaboration. It’s about listening and showing you care – seek to understand where you can and your relationships will flourish.

WHAT ONE OR TWO THINGS SHOULD LEADERS BE GETTING ON WITH NOW, TO FUTURE-PROOF THEIR BUSINESS?

Inspired by the incredible Kim Scott and her book Radical Candour, leaders should prioritise creating a culture of open, honest communication amongst their team at every level. This means giving and receiving feedback that’s both caring and direct and ensuring that your direct reports do the same with their teams too. By creating an environment where everyone feels safe to speak up and contribute to the discussion, you can drive continuous improvement and innovation. When your team knows that they can be candid without fear of repercussions, they’re more likely to bring forward the best ideas and the most crucial issues, which is essential for staying ahead in a fast-paced world. Don’t just rely on your senior leadership team, sometimes it’s your entry level staff members who have the sharpest eye for areas of improvement.

DO YOU PREFER IN-OFFICE OR REMOTE WORKING? 

A healthy balance of both is what I find most comfortable. When I’m in the office the energy and spontaneous collaboration from other team members, the sense of community and opportunities to host customer/member drop in sessions is invaluable. However, the flexibility of remote working allows me and the team to tailor our work environments which in turn boosts productivity and job satisfaction. What’s crucial for me is building a team that thrives regardless of location. Our ‘working from anywhere days’ let team members travel and work at the same time which is an initiative that has been built on trust and clear communication. Ultimately it’s all about balance.

WHAT DO LEADERS WASTE A LOT OF TIME DOING, THAT THEY PROBABLY SHOULDN’T?

It’s crucial to focus on the bigger picture and not get bogged down in the details. As a leader you must focus on hiring a brilliant team with diverse expertise who you can trust to deliver. Leaders should also remember that by bringing in people who excel in areas where you might not, you’re not only playing to your strengths but also mitigating your weaknesses. It’s about recognising that you can’t do everything yourself and shouldn’t try to.
Instead of micromanaging, empower your team members to lead in their areas of expertise. This not only frees you up to focus on strategic vision and growth but also creates a culture of trust and innovation that will pave the way for an inclusive and collaborative culture leading to a business that will function successfully with or without you. A great leader is someone who brings out the best in everyone around them.

WHAT’S YOUR BEST TIME MANAGEMENT HACK?

My strategy for effective time management as a Founder revolves around a simple mantra: “Your performance is your potential minus interference”. For this approach to be effective, I try to stick to two simple but easy to manage techniques: time boxing and having an open calendar with my team. I carve out dedicated blocks of time for specific tasks, everything from deep work and strategic planning even through to scheduled lunch breaks and gym workouts. This technique which anyone can implement in their own day, helps me stay focused and enables me to schedule important work that I can complete without interruptions. It sounds simple but having set times for every aspect of my day keeps me organised and on track with KPIs for important projects. Transparency is crucial. My team has access to my calendar, so they always know where I am and what I’m working on. I categorise my availability into three types to maintain control over my time and set clear boundaries. Allowing my team to know when and how to engage with me best reduces unnecessary interruptions and helps everyone plan their time more effectively. It helps minimise interference and maximise my potential, enabling the company to perform at its best.

HOW DO YOU MANAGE STRESS? 

Stress is inevitable and I’ve experienced what unmanaged stress can do to your physical and mental health when left to build up – it’s never a good place to be as an individual and certainly not as a founder of a business.  I’ve developed a few coping mechanisms which are part of my daily life. I have embraced the reality that both my team and I will make mistakes. It’s a natural part of growth and an important door opener to innovation. Instead of dwelling on these mistakes, however big or small, I focus on having a solution-driven mindset which helps us to continually move forward and not get stuck in the present challenges. This is a mindset I check for during the interview process when hiring into the team.

I make it a point to get outside as much as possible. Fresh air in the morning dramatically reduces my stress levels and boosts creativity. Whether it’s a walk by myself or with the dog, it helps clear my mind and takes me importantly away from my computer.

I strongly believe in the power of routine, especially a morning routine. I prefer slow mornings starting at 6am with simple but effective decisions already made – my outfit for the day set out the night before, breakfast meal prep in the fridge, my desk at work laid out for the best start to the day. It gives me a sense of control and calm and allows me to start the day on my own terms.

WHAT’S YOUR GO-TO LEADERSHIP BOOK, PODCAST OR SOCIAL MEDIA ACCOUNT?

Book – Kim Scott | Radical Candour

Podcast – Grace Beverley | Working Hard Hardly Working

Social media – I have a few but my constant inspiration is Lydia Millen.  Her authenticity, her ambition and her relentless ability to innovate is incredible to watch and learn from. To see her develop into a leader of her respective industry and do so with so much passion, love and humour is where I constantly aspire to be.