Why do good people sometimes become leaders they never intended to be?

In this episode of Future Fit Leadership, I sit down with Preetie Boler, founder of Empowered by Design and creator of the Shiftcode™ methodology, to explore what really happens to our behaviour when pressure rises.

Preetie’s work focuses on the gap between intention and impact - the space between the leader we believe we are and the leader other people actually experience.

We talk about why capable leaders can become reactive or controlling under pressure, whether the accelerating pace of work is making leadership behaviour worse, and why organisations continue to promote technical excellence without paying enough attention to behavioural capability.

We also explore Behavioural Intelligence, whether it can and should be measured, the hidden commercial cost of poor leadership behaviour, and why behaviour deserves a place alongside financial, operational and governance risk in the boardroom.

And as AI and constant connectivity reshape the workplace, we ask an increasingly important question: are leaders becoming so busy responding that they are losing the space required for reflection and self-awareness?

Perhaps the biggest question of all is whether people can genuinely change. Can a leader who has behaved a certain way for decades reinvent how they lead, or does pressure simply reveal the patterns that were there all along?

This is a conversation about leadership beyond titles, frameworks and good intentions. It is about how we show up when things get hard, because ultimately, that is the leadership the people around us experience.

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The way we work has changed dramatically. But has the way we lead kept pace?

In this episode of Future Fit Leadership, I sit down with Jennifer Selby Long, founder and CEO of Selby Group, who has coached senior leaders and executive teams across organisations including Airbnb, LinkedIn, Cisco and Nestlé.

Jennifer has spent years helping leaders navigate organisational transformation, rapid growth, acquisitions and the complex human dynamics that can make or break a leadership team.

Together, they explore why organisational change often needs to begin with personal change, what happens when leaders become the biggest barriers to their own success, and why emotional intelligence is no longer a nice-to-have but a critical business capability.

They also unpack what really happens behind closed doors in executive teams, the uncomfortable conversations leaders avoid, the everyday habits that build trust, and how to measure whether leadership coaching is actually making a difference.

And as AI reshapes the workplace, Jennifer challenges us to consider what technology can do for leaders and what must remain fundamentally human.

If the world of work is changing faster than our leadership behaviours, what needs to change first?

Please enjoy this conversation.

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What separates a team that performs well from one that consistently delivers exceptional results? And how much of that comes down to the person leading it?

In this episode of Future Fit Leadership, I sit down with Curtis Sprouse, Founder and CEO of Eureka Connect, who has worked with more than 5,000 individuals, including senior executives and business leaders, helping them better understand themselves, strengthen their leadership and build high-performing teams.

Curtis brings a fascinating perspective on the relationship between self-awareness, behaviour and performance. We explore why talented people sometimes struggle to work together, the blind spots that hold leaders back and what it really takes to create a culture where people can do their best work.

We also discuss his work developing young people, the lessons he has learned supporting entrepreneurs and innovators, and why understanding people remains one of the most important skills any leader can develop.

Because high performance isn't simply about hiring the best people. It's about creating the conditions that allow them to succeed together.

A conversation about people, potential and the leadership behaviours that make a difference.

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When people struggle at work, organisations often respond by trying to make them more resilient. But what if the problem is not the person? What if it is the way the work has been designed?

In this episode of Future Fit Leadership, Sadhana Smiles is joined by organisational psychologist Dr Kat Page, author of Good Work: Transform Your Work from the Inside Out.

Drawing on almost two decades of research, Kat challenges leaders to look beyond wellbeing programs and examine the systems shaping people’s daily experience of work. She explains why resilience should not be used to help people tolerate preventable dysfunction, and how load, latitude, love and leadership can create healthier, more sustainable workplaces.

Kat also shares how being made redundant forced her to confront how closely her identity had become tied to her career, and how reconnecting with her values helped her redesign her own relationship with work.

Together, Sadhana and Kat explore whether performance should be measured through energy rather than hours, why psychosocial safety risks becoming another compliance exercise, and who should benefit when AI gives us time back.

Because good work is not simply about preventing burnout. It is about creating workplaces where people have agency, feel that they matter and can perform without sacrificing their health to do it.

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What does Olympic-level performance teach us about leading people through pressure?

Drew Ginn OAM is a three-time Olympic gold medallist, a member of Australia’s legendary Oarsome Foursome and now General Manager of Marshall White Bayside. In this conversation, Drew takes us behind the medals to explore the trust, honesty and discipline required to build a team capable of performing when the stakes are high.

Drew reflects on joining an already successful Olympic crew at just 21 and questioning whether he was good enough to belong. He shares how the team practised difficult conversations before they reached breaking point, why immediate feedback matters and what leaders can learn from people who understand that discomfort is part of growth.

We also explore the difference between sustainable performance and expecting people to operate at 100 per cent every day. Drew explains why recovery is not a reward for finishing the work, but part of the work itself. He discusses how leaders can remain steady while their people experience the inevitable highs and lows of performance, and why knowing when to challenge someone and when to support them is a critical leadership skill.

The conversation also examines resilience, reinvention, coaching and the loneliness that can come with leadership. Drew shares why culture cannot sit with one person, why everyone must become a culture keeper, and what changes when leaders move beyond their own success and take responsibility for the performance of the whole team.

Originally recorded for Behind the Numbers ahead of Drew’s appearance at the RISE Leadership Breakfast, this is a practical and deeply human conversation about leading under pressure without losing sight of the people beside you.

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What if positive thinking isn’t always the answer?

In this episode of Future Fit Leadership, Sadhana Smiles sits down with speaker and author Chris Helder for a wide-ranging conversation about the beliefs we carry, the stories we tell ourselves and how both shape the way we live and lead.

Chris shares his concept of Useful Belief, a practical alternative to forced positivity. When circumstances are difficult or outside our control, the question becomes: what is the most useful belief I can choose right now?

They explore Chris’s GOGI philosophy - guilt out, gratitude in, controlling the controllables, authenticity, influence and why leaders need to become more comfortable saying, “I don’t know.” They also discuss designing a life for excellence across work, family, health, friendships and self, rather than allowing success in one area to come at the expense of everything else.

Chris also opens up about how his understanding of resilience has changed, his own struggle with feeling “enough”, and why reaching the top of one ladder led him to choose a new one centred on helping people.

A thoughtful, funny and deeply human conversation about mindset, uncertainty, resilience and one deceptively simple idea: we may not control what happens next, but we can be intentional about the story we tell ourselves about it.

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What if the biggest leadership problem isn’t your people, but the system they’re working within?

In this episode of Future Fit Leadership, Sadhana Smiles speaks with engineer, entrepreneur, author and founder of five businesses Felicity Furey about what it means to design leadership for impact.

Felicity shares how being one of the few women in engineering shaped her early career, why she once hesitated to put her hand up despite managing $45 million worth of projects at just 23, and how one decision to step forward ultimately changed the direction of her career.

They explore why culture is revealed through everyday behaviours, how workplace systems can unintentionally create barriers to performance and belonging, and why leaders need to understand people's individual strengths rather than make assumptions about what motivates them.

The conversation also turns to AI, our growing obsession with speed and the human capabilities Felicity believes we cannot afford to lose: judgement, curiosity, imagination, relationships and genuine care.

And ultimately, Felicity poses a bigger challenge for leaders: what if we moved beyond measuring productivity and started measuring impact?

Impact on the business. Impact on people. Impact on communities. And impact on what we leave behind.

A thoughtful conversation about systems, belonging, AI, legacy and designing a more human future of leadership.

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Domestic violence is not a fringe issue. It is not a private matter. And it is not someone else’s problem.

In this episode, I sit down with family lawyer Cassandra Kalpaxis for a direct and deeply confronting conversation about domestic and family violence in Australia. Cassandra shares that in her practice, around 95 percent of her cases now involve domestic violence. Not always physical. Often invisible. Coercive control. Financial abuse. Psychological harm that slowly strips away identity and autonomy.

We discuss the warning signs many people miss, what meaningful support actually looks like, and why pressure can push survivors further into danger rather than towards safety. We explore where our systems are falling short, from policing to prevention, and the accountability that sits not just with government, but with workplaces, leaders, communities and men.

As International Women’s Day calls us to Balance the Scale, this episode asks a harder question. Where are we still failing? And what responsibility do we each carry to change it?

If you need support, confidential help is available through 1800RESPECT on 1800 737 732.

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