In this week’s edition of the Impactful Teamwork podcast, I had the pleasure of welcoming Russell Harvey, the renowned resilience coach, to discuss the essential role resilience plays in leadership and teamwork. With the world increasingly demanding adaptability and strength from leaders, Russell’s insights on how to cultivate and sustain resilience couldn’t have come at a better time.

Here are some key takeaways from our conversation, along with practical tips to help leaders and teams build resilience effectively.

Redefining Resilience: Springing Forward with Learning

Russell’s unique perspective on resilience begins with redefining the term. While many people equate resilience with “bouncing back,” Russell challenges this notion. “Bouncing back implies returning to the same state you were in before a challenge,” he explains. “But we can’t truly go back. Instead, resilience is about springing forward with learning.”

This forward-focused approach emphasizes:

• Pausing: Taking time to reflect and re-energize.
• Learning: Gaining insights from both positive and challenging experiences.
• Recovery: Building strength to face future challenges with greater effectiveness.

Russell’s philosophy encourages leaders to approach resilience as a skill that grows through intentional reflection and adaptation.

The Power of Pausing and Reflecting

One of the most impactful strategies Russell shared is the practice of pausing. In today’s fast-paced world, taking time to stop and reflect can feel counterintuitive, but it is essential for building resilience.

Tips for Pausing Effectively:

1. Create Space for Reflection: Whether it’s going for a walk, spending time with nature, or journaling, find activities that allow you to step back and process.
2. Embed Reflection in Your Routine: Don’t wait for the end of the year to reflect. Regularly schedule moments to assess progress and challenges.
3. Lead by Example: As a leader, model the importance of pausing for your team. Encourage reflective conversations during meetings.

By embedding pauses into your daily life, you can recharge and gain the clarity needed to “spring forward” with renewed energy and purpose.

The Resilience Wheel: A Framework for Growth

Russell introduced the Resilience Wheel, a comprehensive framework for evaluating and building resilience. This tool highlights seven key dimensions:

1. Attitude: Your underlying mindset and approach to challenges.
2. Purpose: Having a clear sense of direction and meaning.
3. Confidence: Belief in your ability to handle situations.
4. Adaptability: Openness to change and new experiences.
5. Support Network: The strength and balance of your relationships.
6. Meaning: How you interpret and narrate your experiences.
7. Energy: Leveraging strengths and managing energy effectively.

By self-assessing each dimension, leaders and teams can identify areas of strength and opportunities for growth. For instance, focusing on adaptability and support networks can help teams thrive during periods of change.

Delegating to Strengths: A Path to Resilience and Productivity

Leaders often struggle to balance team productivity with preventing burnout. Russell emphasized the importance of understanding individual strengths to achieve this balance. “When people work in their zone of genius, they feel energized and engaged,” he shared.

How to Delegate Effectively:

1. Identify Strengths: Use tools like the StrengthsScope assessment to uncover individual and team strengths.
2. Redistribute Work: Encourage team members to take on tasks that align with their natural abilities.
3. Balance Weaknesses: Address less energizing tasks collaboratively to prevent fatigue.

This strength-based approach not only enhances team performance but also fosters a resilient and motivated workplace culture.

Optimism vs. Toxic Positivity

One of the most thought-provoking parts of our conversation was Russell’s distinction between optimism and toxic positivity. “Toxic positivity dismisses genuine concerns and pressures people to ‘just be positive,’” he explained. In contrast, optimism is grounded in reality and emphasizes hope and problem-solving.

To foster genuine optimism:

• Acknowledge Challenges: Create a safe space for team members to express concerns.
• Focus on Strengths: Highlight past successes and capabilities.
• Encourage Hope: Reframe challenges as opportunities for growth and learning.

By addressing problems openly and honestly, leaders can cultivate a culture of resilience rooted in trust and authenticity.

Building Trust to Enhance Resilience

Trust is a cornerstone of resilient teams. When trust is present, team members feel safe to share vulnerabilities and collaborate more effectively.

Ways to Build Trust:

1. Appreciate Strengths: Recognize and celebrate individual contributions.
2. Align with Purpose: Ensure everyone understands their role and its value to the team’s mission.
3. Foster Psychological Safety: Encourage open communication and mutual respect.

Teams with high levels of trust are better equipped to navigate challenges and maintain resilience during tough times.

Final Thoughts

Our conversation with Russell Harvey underscored the importance of resilience in today’s dynamic world. From redefining resilience as “springing forward with learning” to leveraging the Resilience Wheel and focusing on strengths, his strategies offer practical ways for leaders to cultivate resilience in themselves and their teams.

If you want to dive deeper into Russell’s insights, explore his resources at The Resilience Coach or listen to his podcast series on resilience.

And don’t forget to check out this week’s Impactful Teamwork episode to hear our full discussion. Together, we can build teams that are not only resilient but also thriving and impactful.

Show Notes:

Here are the highlights from this episode:

Welcome to another edition of Impactful Teamwork! Today, I want to explore the seismic shifts transforming the corporate world in 2025. As we face a landscape of unprecedented disruption—social, economic, and environmental—leaders are being challenged to rethink the very fabric of how businesses operate.

In this podcast episode I discuss five major trends reshaping the corporate world, along with actionable strategies for leaders to adapt, thrive, and inspire their teams in this era of reinvention.

The End of Corporate Advantage

Gone are the days when being a large corporation guaranteed success. The old playbook of leveraging stable markets and loyal customers has become obsolete. Today, the competitive advantage lies in agility, speed, and innovation. Businesses that fail to adapt are quickly losing ground. In fact, the Accenture 2024 Pulse Change Index found a staggering 138% increase in the rate of change since 2019, with nearly 23% of organizations reinventing themselves annually.

What Does This Mean for Leaders?

Leaders must shift from defensive strategies to proactive reinvention. Businesses need to operate with a mindset of continuous adaptation, creating rolling forecasts instead of rigid three-to-five-year plans. Building resilience and agility into every layer of the organization is essential. Leaders who embrace adaptability and innovation will thrive, while those clinging to outdated strategies risk becoming the next Blockbuster or Kodak.

The Rise of Corporate Sabotage

Another alarming trend is the growing number of disengaged employees actively sabotaging their workplaces. Gallup reports that 15% of the global workforce is actively disengaged, undermining productivity, morale, and innovation. For perspective, that’s over 525 million people worldwide working against their organisations.

What’s Driving Disengagement?

Burnout, rigid work structures, and a lack of purpose are fuelling this disengagement. When team members feel undervalued and powerless, their dissatisfaction can lead to active sabotage.

The Leadership Imperative

The solution lies in creating an inclusive, purpose-driven culture. Leaders must rebuild trust, foster open communication, and align actions with values. When team members feel valued and see their contributions making a difference, engagement improves. Addressing the root causes of disengagement isn’t optional; it’s vital for sustaining performance and a healthy workplace culture.

The Death of the Five-Day Work Week

The traditional Monday-to-Friday grind is fading fast. Companies like Unilever and Microsoft Japan are pioneering four-day workweeks with remarkable results: happier, more productive employees. Flexible working arrangements are no longer a luxury—they’re becoming the norm.

Balancing Flexibility and Business Needs

Leaders must think creatively about time and productivity. Whether it’s flexible hours or hybrid work models, accommodating diverse needs enables teams to perform at their best. This doesn’t mean sacrificing business priorities; rather, it’s about finding win-win solutions that support both individual well-being and organisational goals.

Swarming Leadership: The Power of Collaboration

The old command-and-control leadership model is being replaced by something far more dynamic: swarming leadership. Inspired by nature—like bees working in a hive—swarming leadership emphasizes collaboration across departments, generations, and cognitive backgrounds to solve problems quickly and efficiently.

How to Cultivate Swarming Leadership

For swarming leadership to thrive, organisations need flat hierarchies, cross-functional collaboration, and a culture of trust. Leaders must be willing to relinquish some control and empower their teams to adapt roles dynamically. In doing so, businesses can become more like living organisms—flexible, resilient, and responsive to change.

Reinvention Becomes Mainstream

Reinvention is no longer a buzzword; it’s a necessity. Continuous reinvention has been named the top priority for CEOs by PWC’s Global CEO Survey for two consecutive years. Whether through a Chief Reinvention Officer or cross-functional initiatives, companies that embed reinvention into their DNA are better equipped to navigate uncertainty.

Reinvention as a Strategic Advantage

Reinvention isn’t about discarding the old but building on it. Leaders must find ways to leverage past successes while staying ahead of future trends. Reinvention is now the ultimate strategy for thriving in a volatile world.

Adapting to 2025 and Beyond

These five trends—corporate agility, disengagement, flexible work, swarming leadership, and reinvention—highlight the dramatic shifts underway in the corporate landscape. The question for leaders is clear: will you adapt and lead the change, or risk being left behind?

Practical Steps for Leaders

1. Empower Your Team: Foster an environment where employees feel valued, heard, and inspired to contribute.
2. Prioritise Agility: Build systems and strategies that allow your organisation to pivot quickly.
3. Reimagine Time: Explore flexible working arrangements that meet the needs of both team members and the business.
4. Embrace Collaboration: Break down silos and encourage cross-functional problem-solving.
5. Commit to Reinvention: Embed continuous improvement into your company’s culture and operations.

As we move into 2025, the playbook for business success is being rewritten. Leaders who embrace these trends and invest in their people will not only survive but thrive in this new era.

How is your organisation preparing for the challenges and opportunities of 2025? I’d love to hear your thoughts and strategies. Together, let’s navigate this transformative time and create a future where businesses and their teams can flourish.

Show Notes:

Here are the highlights from this episode:

Happy New Year, everyone, and welcome to another edition of Impactful Teamwork! I’m thrilled to have you here at the start of 2025. I hope you had an incredible holiday season filled with rest, reflection, and relaxation.

At the beginning of a new year, many of us set ambitious resolutions, but we often forget one crucial element: creating space for these goals to flourish. As you map out your 2025 aspirations, I encourage you to consider not only what you want to start doing but also what you need to stop doing. What projects, habits, or commitments can you let go of to make room for meaningful progress?

As we embark on this year, I want to share some insights from recent research by McKinsey & Company that align perfectly with what we’ve been discussing on this podcast. The study explores the leadership traits that businesses need to thrive in today’s unpredictable and fast-changing world. Let’s dive into the five key leadership traits that will define success in 2025.

1. From Profit to Impact: Leading with Vision and Purpose

In the past, leadership was primarily about maximising profits for shareholders. Success was measured in financial terms, and leaders often operated with a mindset of preservation—focusing on stability and predictability. However, this approach no longer aligns with the demands of today’s complex world.

Modern leaders must move beyond profit and focus on making a holistic impact. This shift requires visionary leadership that boldly reimagines the future. Leaders need to articulate a resonant purpose that inspires both their teams and stakeholders. By embracing a mindset of possibility, leaders can drive meaningful change and create value that extends beyond the bottom line.

Take Netflix as an example. Fifteen years ago, Netflix was primarily a DVD rental service. But its co-founder and CEO, Reed Hastings, envisioned a future where the company would become a global entertainment distributor. This bold vision guided Netflix through its transformation into a streaming giant, creating tremendous value for both its shareholders and its audience. Leaders in 2025 need this kind of visionary courage.

2. From Competition to Co-Creation: Embracing Abundance

Traditional leadership often revolved around competition—fighting for limited resources and protecting territory. This scarcity mindset led to silos within organisations, with teams competing against one another rather than working together.

The new leadership paradigm calls for co-creation. Leaders must act as architects who foster collaboration and innovation, co-creating new value with a mindset of abundance. This shift requires leaders to break down silos, build inclusive environments, and encourage cross-functional collaboration.

By embracing co-creation, organisations unlock the full potential of their people. Psychologically safe workplaces, where individuals feel valued and empowered, enable teams to contribute their best ideas and energy. Leaders must focus on creating these environments to thrive in 2025.

3. From Command to Collaboration: Leading Through Partnership

Hierarchical, command-and-control leadership structures are increasingly outdated. In the past, leaders were seen as directors who issued orders and managed tasks with a mindset of authority. While this approach may have worked in simpler times, today’s challenges demand a more collaborative approach.

Leaders in 2025 need to transition from command to collaboration. Acting as catalysts, they must empower teams to work in decentralised networks. This collaborative leadership style fosters a mindset of partnership, where everyone has a voice and contributes to the organisation’s success.

High-performing teams thrive when leadership is shared. By stepping back from the role of “controller,” leaders can encourage their teams to take ownership, innovate, and problem-solve. Collaboration is no longer a nice-to-have; it’s essential for navigating complexity and driving sustainable growth.

4. From Control to Evolution: Adapting Through Discovery

Certainty and control were once hallmarks of effective leadership. Leaders were expected to plan, direct, and execute with precision, operating within well-defined structures. However, in today’s unpredictable world, this mindset is no longer viable.

The leadership trait of 2025 is adaptability. Leaders must embrace uncertainty and adopt a mindset of discovery. Instead of clinging to control, they need to become coaches who guide their teams through rapid learning and experimentation. This shift involves evolving processes, challenging assumptions, and being open to new possibilities.

The pace of change is accelerating, and leaders who resist it risk being left behind. By fostering a culture of curiosity and continuous improvement, leaders can ensure their organisations remain agile and resilient in the face of disruption.

5. From Expectations to Wholeness: Showing Up Authentically

In traditional leadership models, professionalism often meant conforming to rigid expectations. Leaders were expected to present a polished, impersonal facade that prioritised conformity over individuality. This approach created a disconnect between leaders and their teams.

In 2025, leaders must embrace authenticity and show up as their whole selves. This shift involves moving from a mindset of expectation to one of wholeness. Leaders need to prioritise genuine connections, foster trust, and demonstrate vulnerability. By doing so, they create a culture where team members feel seen, valued, and motivated to bring their full selves to work.

Authentic leadership is not about abandoning professionalism; it’s about integrating humanity into the workplace. When leaders model authenticity, they inspire their teams to do the same, creating stronger relationships and fostering a sense of belonging.

Final Thoughts: Transforming Leadership for the Future

The five leadership traits outlined here represent a significant paradigm shift. Moving from profit to impact, competition to co-creation, command to collaboration, control to evolution, and expectations to wholeness will not be easy. But these shifts are essential for creating thriving organisations in 2025 and beyond.

Leadership transformation begins with a willingness to rethink long-held assumptions and embrace new ways of working. It’s not about abandoning traditional skills but building on them to expand your capacity as a leader. By doing so, you can inspire your teams, create value for all stakeholders, and navigate the challenges of our rapidly changing world.

I’d love to hear your thoughts. Which of these leadership traits resonate most with you? What shifts will you focus on in 2025? And how can I support you in developing these skills within your team?

If you’re ready to take the next step, I offer innovative programs—some involving horses, some not—designed to help leaders transform their mindsets and behaviors. Let’s make 2025 a year of growth, impact, and possibility!

Wishing you a dynamic and thriving year ahead. Let me know how you’re embracing these shifts in your leadership journey.

Show Notes:

Here are the highlights from this episode:

As we stand on the cusp of a new year, it’s a powerful time to reflect on what has passed and to envision what lies ahead. In this blog, inspired by my New Year’s Eve podcast episode, I’ll share reflections from 2024, thoughts on energy alignment, the power of reinvention, and how we can step into 2025 with clarity and purpose. Let’s dive into how you can align your head, heart, and gut to achieve meaningful goals this year.

Reflecting on 2024: What Did We Learn?

The end of the year naturally calls for reflection. What worked for you in 2024? What didn’t? Taking the time to pause and review the past year isn’t just a nice-to-do—it’s a necessity. Reflection allows us to understand our accomplishments, learn from our missteps, and identify patterns in our lives and work.

I was fortunate to participate in a Vision Quest led by my friend, Stephanie Trager, just before New Year’s. This session encouraged deep reflection, but it also shifted the focus toward energy—a concept I often speak about, but Stephanie elevated it to a whole new level. Reflecting on your year isn’t just about reviewing tangible results; it’s also about considering the energy you’ve carried with you. What energies served you in 2024, and which ones do you want to leave behind?

Energy Alignment: The Key to Achieving Your Goals

When setting goals, many of us fall into the trap of overthinking with our logical minds. We list out plans, targets, and strategies without pausing to ask ourselves if they truly align with what we want at a deeper level. From my experience, the head, heart, and gut must be in alignment to achieve lasting success. If there’s a disconnect, no matter how ambitious your goals, you’ll likely face resistance or burnout.

I share an experience from a workshop I led in 2020, where clients worked with horses to identify alignment. By building an obstacle course that symbolized their goals, participants quickly saw how the horses interacted with their vision. Horses, being highly intuitive, knocked over or ignored elements that weren’t in alignment with the client’s true desires. This exercise demonstrated the importance of focusing on what resonates deeply rather than wasting energy on goals that feel forced or inauthentic.

Setting the Energy for 2025: Choosing Your Word for the Year

One powerful practice to guide your year is selecting a word that embodies the energy you want to cultivate. For 2025, my word is reinvention. This word resonates with me on multiple levels—from personal growth to business transformation. It also feels especially relevant given the world we live in, where constant change demands that we continuously adapt.

What’s your word for 2025? Is it curiosity, connection, courage, or something else entirely? Choose a word that encapsulates the energy you want to bring into every aspect of your life and work. Let it guide your decisions, interactions, and aspirations.

Reinvention: A Smarter Alternative to Change

In today’s world, reinvention isn’t optional—it’s essential. Businesses, industries, and individuals must evolve to keep pace with the rapid changes around us. I’ve been exploring reinvention deeply, both personally and professionally, and I’ve realized that it’s not about making radical innovations. Instead, reinvention is about making small, meaningful improvements to what already exists.

Think of it this way: If someone asked you to design a completely new type of backpack, you might struggle. But if they asked you to improve an existing design, you’d likely come up with multiple ideas. Reinvention is accessible to everyone because it focuses on refining and enhancing rather than starting from scratch.

As leaders, we must embrace reinvention to stay relevant in a fast-changing world. The average lifespan of a business is now just five to six years, meaning reinvention isn’t a one-time effort—it’s an ongoing journey.

Lessons from My Reinvention Journey

Reinvention has been a theme in my life recently, whether I wanted it to be or not. Over the Christmas period, my LinkedIn profile was hacked, forcing me to reevaluate and rebuild it from the ground up. While frustrating, this experience also felt symbolic. My business and personal brand have evolved significantly over the years, and my online presence needed to reflect those changes.

This process of reinvention also extended to my business logo. Designed earlier this year, it features four vibrant horse heads that form a diamond at their centre—a nod to the Diamond Model of Leadership. The bold, colourful design represents my personality and the diverse perspectives I bring to my work, moving away from the corporate navy tones I’d previously hidden behind. Reinvention often requires stepping out of our comfort zones and embracing the changes that better reflect who we are.

Reinvention vs. Innovation: What’s the Difference?

A common misconception about reinvention is that it’s the same as innovation. It’s not. Innovation often involves creating something entirely new, whereas reinvention is about improving or reimagining what already exists. Everyone has the capacity for reinvention—it doesn’t require groundbreaking ideas, just the willingness to see things differently.

By including everyone in the reinvention process, whether in your team or your business, you create opportunities for diverse perspectives to shape your future. This inclusivity not only fosters innovation but also builds engagement and alignment across the board.

Reinventing for Alignment: Head, Heart, and Gut

As you plan for 2025, ask yourself: Are your goals in alignment with your deepest desires and values? Misalignment can lead to exhaustion, frustration, or even failure. Instead of focusing solely on the “what,” spend time considering the “why” and the “how.”

I encourage you to try an alignment exercise similar to what I’ve done with horses. Visualize your goals and assess how they feel. Do they spark excitement, or do they feel like a burden? Are they aligned with your head, heart, and gut? By fine-tuning your goals to align with your energy, you’ll set yourself up for success that feels both meaningful and sustainable.

The Power of Nature in Reinvention

Nature has always been my greatest teacher, and it continues to inspire my work. Horses, in particular, have a unique ability to mirror our inner states and reveal truths we might not see otherwise. They’ve taught me that reinvention isn’t about forcing change but about aligning with what feels natural and authentic.

In 2025, I plan to deepen my connection with nature and incorporate it even more into my work. Whether it’s helping clients align their business strategies with their values or teaching leaders to embrace adaptability, the wisdom of nature will remain at the core of everything I do.

What’s Your Reinvention Plan for 2025?

As we step into the new year, take a moment to reflect: What’s your word for 2025? What energy will you bring to your goals, relationships, and work? How can you align your head, heart, and gut to achieve success that feels true to you?

Reinvention doesn’t have to be overwhelming. Start small. Improve one thing. Let go of what no longer serves you. And if you’d like support, whether from me or even from my horses, know that help is available to guide you on this journey.

Here’s to a year of reinvention, alignment, and meaningful transformation. Let’s make 2025 a year to remember. Happy New Year!

Show Notes:

Here are the highlights from this episode: