Get insights from six leading thinkers and innovators that ensure your teams thrive amid disruption

Another year is on the horizon and yet again economic challenges, a rapidly evolving workforce and new technologies look to disrupt the way we operate. Evolving our people strategies to meet these new challenges will be the difference in being able to seize emerging opportunities or faltering at them.

Here are six expert-backed resolutions to help cultivate a future-ready, inclusive people strategy:

1. Develop courageous change makers across the organisation

The ability to drive transformative change through tumultuous times requires cultivating bold, innovative thinkers at every level of the business, says Andrew Saffron, a culture change expert and author of Better Culture, Faster.

“To drive performance-enhancing changes, we need courageous change makers. These are people who are willing to speak truth to power—they’re not afraid to challenge when they see a faster, better, cheaper way of doing things and they never complain without a recommendation (a synonym for ‘moaning’).”

Saffron emphasised that these individuals are not only action-oriented but also unafraid to challenge the status quo. “They’re willing to throw things on the bonfire, brave enough to say, ‘we need to burn this to the ground’ and start with a blank sheet of paper. Developing our people to do this not only produces rapid results but excites them about what they can achieve.”

The end goal? “A whole organisation striving to rapidly enhance performance in all functions, at all levels.”

2. Encourage your team’s strengths over their skills

Understanding the difference between what energises your team and what simply earns praise can make a significant impact on wellbeing and performance.

“Professionals are good at a number of things because they are quick to learn. However, this can also mean they can become misled by the dopamine hit of achievement and end up doing a lot of what they are good at, but not what makes their heart sing,” explained Dr. Audrey Tang, a psychologist and author of The Leader’s Guide to Wellbeing. “Abilities that energise and engage them—their strengths—often reap huge and sustainable rewards.”

By pinpointing roles which are an authentic fit, i.e. ones that both match someone’s strengths and enjoyment, it’s possible to prevent burnout and protect employee wellbeing.

Tang suggests a practical approach to uncover these strengths. “Ask your team to create two columns: things they’re good at but find exhausting, and things they’re good at and find energising. Then, find ways to better utilise their strengths as the priority.”

3. Embrace learning and development for a better future

In an era of rapid change, fostering a commitment to continuous learning is essential for staying ahead and addressing global challenges.

“Einstein reminds us that we cannot solve our problems with the same thinking we used when we created them,” said Rev. Dr. Susan Goldsworthy, an Olympic finalist, speaker and author of Care Dare Share: The Secure Base Coach.

“In a world grappling with climate crises, social inequities, and technological disruptions, the ability to learn, adapt, and collaborate is not optional, it is essential. Continuous learning empowers us to think differently, embrace change, and create solutions aligned with sustainability, inclusivity, and resilience.”

Goldsworthy believes organisations must create a culture that encourages courage and collaboration. “By practicing caring, we create spaces where people feel safe to grow. Through daring, we push boundaries and innovate. And by sharing, we foster collaboration and amplify impact.”

4. Expand your definition of diversity to include introverts

Creating a truly inclusive workplace means considering all dimensions of diversity, including personality traits like introversion.

“Introverts are often overlooked in a world which is designed for – and rewards – the louder extroverts,” noted Sissel Heiberg, author of Quiet Leader: What you can learn from the power of introverts. “Extroverts tend to get more airtime, more public credit, and more interesting projects, which can negatively impact introverts’ career trajectories.”

Heiberg urges organisations to rethink how they design learning environments. “Think about how you design your courses – are they always in-person, with mandatory team lunches or group work? Are there expectations to always work in groups? These will affect the introvert’s ability to contribute.”

“The extrovert’s approach to learning does not need to become the default approach for everyone else,” she urges, adding that up to 50% of people are introverts. “Make 2025 the year when you achieve balance in how you cater for them.”

5. Be more intentional

Leaders today must balance their many roles with deliberate thought and reflection to ensure positive impacts on their teams.

“Great leaders wear many hats: taskmaster, coach, motivator, teacher, and economic realist,” said Dr Helmut Schuster career futurist and co-author of A Groundhog Career: A tale of career traps and how to escape them. “The important thing is wearing the right hat at the right time for the right reason.”

Co-author Dr David Oxley recommends taking time each week to reflect on leadership actions. “Think back over the previous week and ask yourself: How did my actions impact those around me? Did I leave them positive and motivated or negative and disillusioned?”

They say the key is to use intentionality to positively impact your people. “Use those opportunities where you think you may have got the balance wrong as a learning opportunity. For example, on the following Monday, take a moment to lift those up who may need it, and challenge yourself to be more mindful and more intentional.”

6. Hire digital employees

The integration of digital employees into the workforce is an innovative strategy that can revolutionise productivity and customer engagement.

“We’re at an unprecedented time in history where AI-powered agents can be leveraged for maximum efficiency,” explained Chetan Dube, an AI pioneer and founder and CEO of Quant. “Digital employees enhance productivity and create deeper connections with customers through hyper-personalisation, sentimental and predictive analytics, and generative learning.”

Dube sees this as the next evolution in labour. “By properly vetting and hiring digital labour, you’ll be miles ahead of your competition while freeing your subject matter experts to help customers that need nuanced creative solutions to complex challenges. It’s a resolution you’ll be thrilled you kept.”

A future-ready workforce

The insights from these experts highlight the importance of innovation, inclusion, and adaptability in shaping a successful people strategy for 2025. By focusing on bold leadership, personalised growth, continuous learning, and advanced technology, organisations can create an environment where both people and ideas flourish.

This year, make it your mission to adopt these resolutions and build a thriving, future-ready workforce.