Leading in a New Way: Why Old Models No Longer Work

It’s time to build leadership models that reflect how people work, live, and connect today. And when it comes to leading in a new way, HR’s role in shaping leadership and organisational culture  is more critical than ever.

International HR Day 2025 challenges HR professionals to consider what ‘leading in a new way’ means. As strategy, culture and capability development specialists, we partner with HR and Leaders to shape what leading in a new way looks like in 2025 and beyond.

3 Challenges Currently Faced by Leadership

The reason old leadership models don’t work is because the problems leadership has to solve today are way more complex, and the demands are more. Employees want purpose-led, meaningful work. Current and future generations entering the workforce demand different leadership with a focus on diversity, equity, fairness, inclusion, and social justice. 

Modern leaders are expected to connect people, inspire innovation, and lead sustainably. They are also expected to work more collaboratively, outside of traditional organisational boundaries, and use the collective wisdom of the ecosystem. Challenges faced by leadership include:

1. Technology Transformation

As a tool, leaders can now harness technology like advanced analytics tools as the basis for informed, data-driven decisions – identifying opportunities and mitigating risks. This approach will ensure decisions are evidence-based, strategic, and aligned with the goals of the organisation.

In the workplace, humanifying technology by taking a people-first approach is essential as technology continues to advance rapidly (and to converge, like cloud technology and AI). Leadership must now be proactive and empathetic, and employees need to feel empowered to explore and even fail in controlled environments as they build confidence and competency.

2. Hybrid Working

Since the covid era, when working from home was a necessity, employee desire for hybrid work models has remained strong. For leadership, there are both risks and benefits involved: 

• The Australian HR Institute (AHRI) reports perceived challenges regarding hybrid work models included disconnectedness from colleagues and difficulty collaborating while working remotely. 
• The same report acknowledged hybrid working as a tool for attracting talent and keeping workers engaged.

With the variability of hybrid working or flexible working arrangements, leadership is challenged to abandon old models that equate ‘being in office’ with ‘being productive’ and find new ways to lead that keep people connected and engaged. 

This requires them to build trust and empower autonomy, be flexible with employees’ needs, and manage new pressures that come from hybrid work – such as the blurred lines between ‘home’ and ‘work’, which can lead to burnout as employees or leaders may struggle to ‘switch off’.

Related: How to manage the hybrid workplace

3. Wellbeing, Diversity & Inclusiveness

The old style of leadership was about leaving your ‘personal stuff’ (who you are outside of work) at the door. New leadership respects that people want to bring their whole, authentic self to work and empowers them to do so.

Wellbeing has become a huge focus. Old leadership models rewarded employees who performed no matter what (usually at a cost to their own wellbeing). Today, the challenge for leadership is to create an environment that values the humanity of employees, gives them agency and autonomy, and inspires confidence and connection. 

There’s also a huge demand for diversity, equity and inclusion (DEI) as younger generations join the workforce. To build a high performance culture based on trust, satisfaction and wellbeing, leadership can adapt by using DEI as a growth tool to: 

• Attract and retain talent
• Build and sustain employee trust
• Drive innovation through diverse perspectives
• Enhance business resilience and community trust

Outdated Leadership Models Can’t Meet Modern Demands

In the light of new challenges, many organisations will still default to legacy leadership traits: command-and-control, positional authority, and performance at all costs. Leaders are promoted based on past performance, and are often not developed for the future they will face.

Authority- and control-based models were built to support predictability, stability and hierarchy in the workplace. As work becomes more dynamic and markets demand adaptability, these more rigid models of leadership are too restrictive. They do not suit hybrid workforces or purpose-driven environments, stalling transformation and often leading to employee disengagement or staff turnover.

Related: What a high staff turnover means & how to fix it

What ‘Leading in a New Way’ Looks Like

At Keogh, we’ve seen a core shift in what leading looks like over the years – from authority to adaptability, and from control to coaching.

Modern leadership is:

• Emotionally intelligent and self-aware
• Purpose-led and values-aligned
• Comfortable navigating ambiguity – this is vital in today’s rapidly shifting business environments
• Focused on empowering others rather than directing them

More importantly, modern leadership recognises that these are capabilities that can be developed rather than inherent skills. Organisations that embrace the new ways of working and leading are able to move past these challenges; fostering innovation, collaboration, and purpose-driven work that keeps employees engaged and productive.

The Leader of the Future

The workforce demands empathy, integrity, authenticity, resilience and diversity from modern leadership. As such, the leader of the future needs to simultaneously take on a number of roles: 

Coach

• Coaches to liberate the full potential of people and teams
• Creates an environment for empowered, autonomous teams to thrive
• Leads with no ego, putting the team first, and focusing on the overarching goals of the organisation
• Encourages individuals to uncover their sense of purpose, contribute using their strengths, and bring their whole, authentic selves to work

Catalyst

• Stimulates and drives innovation
• Models authenticity, transparency and speaking truth
• Continuously disrupts self 
• Creates and champions learning environments

Connector

• Creates an environment of collaboration, inclusion and belonging for all
• Connects and forms partnerships across the ecosystem of the organisation and beyond

Meaning maker

• Provides purpose, context and meaning to people and teams
• Shapes the emergence of a clear, compelling vision of the future,
• Works with teams to translate vision into measurable outcomes
• Simultaneously purpose-driven, performance focused, and principles-led

Digital Navigator

• Understands and leverages the potential of new technologies
• Deliberate in the use of technology to inform decision-making
• Manages the changing relationships between people and emerging technology 

Explorer

• Creates environments where others feel safe to experiment and take risks 
• Provides direction to others in ambiguous and uncertain environments   

HR Professionals can be Change-Makers

HR can help ensure leaders are adequately prepared for the challenges and opportunities to come. 

HR and People & Culture professionals are well-positioned to recognise potential, and influence change in workplaces – they drive diversity in recruitment, leadership development, and can support everyone across the organisation having equal opportunity to contribute. 

Taking an Integrated Approach

Keogh partners with HR and executive teams in redefining how leadership works in complex, fast-changing environments – building leadership capability to align with the strategy and culture needed to sustain the organisation into the future. Our approach is centred around:

1. Strategy

Understanding where a business wants to go, and aligning the leadership behaviours and actions that will enable the business to achieve this.

2. Capability

Activating leadership development to build human-centred leaders, who are equipped for modern challenges.

3. Organisational Culture

Working with clients to assess, shift and embed culture that supports innovation, inclusion and growth.

Related: How workplace culture helps you attract, keep, and motivate your people

Leading in a New Way Starts Now

International HR Day 2025 calls on organisations to embrace “leading in a new way” – which starts with HR professionals shaping the leadership and culture of tomorrow. By redefining what leadership looks like and creating environments where it can thrive, HR leaders can become the catalysts for lasting change. 

Keogh is your transformation partner. We work with HR professionals and leadership to help organisations navigate and adapt to rapidly changing landscapes, unpacking today’s challenges and solving complex problems. We help organisations transform so they can be sustainable in the future, whatever this may bring.

If your organisation is ready to lead in a new way, why not get in touch to find out more about how Keogh can help.