We know the future of leadership is changing. Today’s leaders need to elevate their emotional intelligence, master virtual communication, and build trust in remote teams. Inclusivity, diversity, and navigating tech-driven decisions are now non-negotiables. But how do you adapt your leadership skills and mindset to thrive in this rapidly shifting environment? Here Incredible People Director Natalie Lincolne shares 7 key strategies on how to stay relevant in the future of leadership.

Delegation is one of the most essential, yet challenging, skills for any leader. When done right, it empowers teams, enhances productivity, and frees leaders to focus on strategic objectives. However, many leaders struggle to find the balance between effective delegation and micromanagement. Here we explore the 5 key steps to mastering the art of balanced delegation.

When communications specialist Laura accepted a job offer at an organisation, the onboarding process was so disorganised that she left after just five weeks. But she’s not alone — research shows that 40% of new employees plan on leaving within 12 months. These proven onboarding strategies for leaders and organisations not only increase staff retention, but also reassure new employees that they made the right choice accepting the role at your organisation.

At the Perth Women in Leadership Summit, one of the speakers asked "who here is a people pleaser?" A staggering 80% of them raised their hands (mine included).
We all compromise our authenticity to some degree to meet the demands and expectations of a workplace, but when the need to please everyone comes before a leader’s own well-being it can be detrimental to them and their teams. Here we look at the traits of a people pleasing leader and four actionable steps you can take to set boundaries.

Did you know that a team’s mood and effectiveness goes up or down depending on the mood of their leader.
Which is why impulse control is so important — leaders who have have a high emotional self-awareness will have a positive impact on team moral and productivity. But knowing how to cultivate it in high-pressure situations requires practice and a willingness to recognise your own responses.

When team members display a lack of self-awareness, it can be challenging for leaders to manage their behaviour. But when a team member doesn't recognise the impact of their actions on others , it can negatively impact on team harmony and hinder productivity. The 4D-F Model is an effective and structured way for leaders to manage those who lack self-awareness, following these five steps.

The key to assertive leadership is finding the balance — not being assertive enough makes it difficult for your voice to be heard and gain the respect of your manager and team; but if you are too forceful your team will be unmotivated and resent your authoritarian leadership style.

Research shows that leaders with highly developed Emotional Intelligence (EQ) have the greatest success in motivating their teams, delivering successful outcomes and driving transformational positive change.
So, what makes up EQ and can you improve it? The good news is for most people, it most certainly can be improved on.

According to internationally known leading psychologist, David Coleman, there are 6 definitive leadership styles. Each of them has their own strengths but knowing how to adapt different leadership styles in different situations shows a highly developed emotional quotient (or EQ).