The Future Fit Leadership Edit is my personal take on what it means to lead in today’s ever-changing world. Here, I share reflections, insights, and conversations that matter — the human side of leadership, the bold moves, the lessons we’re still learning. The leadership landscape is shifting fast, and we’re not just leading — we’re learning how to lead as we go. It’s real, honest, and future-focused — just like leadership should be.
In today's workplaces, silence can be dangerous. When leaders walk past poor behaviour, they’re not just ignoring it — they’re accepting it. In this blog, I reflect on my powerful conversation with Karen Maher about the true cost of inaction, the role of bystanders, and why creating psychologically and psychosocially safe workplaces is no longer optional — it's a leadership responsibility. If you think culture is someone else’s job, this one’s for you.
When David Knoff found himself stranded in Antarctica for 537 days during the COVID-19 pandemic, leadership became more than a title—it became a daily act of calm, courage, and clarity. In this episode of Future Fit Leadership, I speak with David about leading through extreme isolation, the power of routine, and why the best leaders don’t rise to the occasion—they fall to the level of their training.
We are in the middle of a technological revolution, one that’s happening faster than any of us can fully grasp. AI is no longer a “what if.” It’s here. It’s in our comms, our operations, our decisions. But what struck me most is not what the tech can do—it’s what we risk losing if we don’t lead it thoughtfully.
What I’ve always known — and continue to see play out — is that when we bring our full selves to work, we do our best work. But for that to happen, our workplaces need to recognise that we are whole people, with lives and responsibilities outside the office.
On a recent episode of Future Fit Leadership, I had the absolute pleasure of speaking with Jodi Geddes — co-founder of Circle In, keynote speaker, and someone who’s walked the talk when it comes to supporting caregivers in the workplace.
There was a time when I looked forward to March 8th. I would embrace the theme, share social posts, speak at conferences, and genuinely believe that in my lifetime, I would see significant change.
Over the last few years, I haven’t celebrated International Women’s Day because for almost 100 years, Australian women and allies have been fighting for equality, equity, and inclusion. And yet, we are still fighting the same battles.
We come together every year to hear inspiring stories, and to celebrate progress. However the reality is stark: gender parity is still 130 years away, we still don’t see the levels of diversity in leadership that reflects the communities we work in.
Globally women continue to face bias, discrimination, and systemic barriers that prevent them from stepping into positions of power. And as much as IWD is meant to be about action, I feel it has become a talk fest—one where some leaders show up for the photo op but fail to drive meaningful change.
I believe that the way we approach IWD needs to change. This can’t just be a day for speeches and social media posts; it needs to be a moment of accountability. Leaders and men need to be in the room, not just as allies, but as active participants in the work that needs to be done. There is no path to gender equity that excludes men from the conversation. If the only people discussing inclusion are women, we are simply preaching to the choir.
And if we’re serious about inclusion, we need to take a hard look at who we put on stage. IWD events often claim to be about diversity, but too often the speakers reflect the same narrow version of leadership—women who look, sound, and lead in a way that has been historically accepted.
Real leadership doesn’t come in just one package. Women of colour, LGBTIQ+ women, neurodiverse women, women of different abilities, women from different cultural and socioeconomic backgrounds—all of these voices need to be heard. If we continue to give a platform only to the women who fit neatly into an existing mould, we are reinforcing exclusivity rather than championing real inclusion.
One of the biggest barriers still holding women back is their reluctance to own their expertise. Penny Locaso’s ( https://hackinghappy.co/pages/iaq) latest research shows that highly accomplished women hesitate to call themselves experts, while men do it with half the qualifications. Many women feel they need to tick every box before stepping forward, waiting until they have absolute certainty before claiming authority in their field. And if women don’t see others like them in positions of influence, they subconsciously believe they don’t belong in those spaces.
This is where leadership must step in. We need to stop waiting for women to put themselves forward and instead, actively call out their expertise. When women are publicly acknowledged for their knowledge and leadership, they are far more likely to step into those roles with confidence.
But beyond individual moments, organisations need to make real commitments. If your company is hosting an IWD event, there should be more than just speeches—there should be action. Leaders of organisations should be open about what they are committing to changing. And next year, stand up and say, Here’s what we actually did. No more vague promises. No more comfortable conversations. Only measurable, visible change.
IWD should be a starting point, not a conclusion. True equity doesn’t come from a single day of celebration, but from the decisions we make all year round. It happens when companies mentor and sponsor women into leadership, when they build diverse succession pipelines, when they ensure equal pay and opportunity, and when they value diversity of thought, cultural experience, and leadership styles.
We have come a long way, however there is still so much more to do and I know change is possible—if we all choose to do the work.
So, instead of asking what event you’re attending this IWD, ask yourself: What action will you take today? Who will you recognise as an expert? How will you ensure diversity in leadership and at events? And next year, will you come back with real progress to show?
Because real change doesn’t happen in a room full of women talking about what’s wrong. It happens when leaders take responsibility, make bold commitments, and drive meaningful action.
