The Future Of Work Podcast With Jacob Morgan | Futurist | Workplace | Careers | Employee Experience & Engagement |

How does vulnerability fit into leadership? Being vulnerable as a leader is tricky, but there’s a clear difference between being vulnerable and leading with vulnerability. In today’s Leadership Spark, I share how my own journey with panic attacks reshaped my understanding of vulnerability. Through interviews with executives, I found that while vulnerability in personal life is crucial, in the workplace it’s a different story. Many executives ask if they should project unwavering confidence, or share their struggles? The answer is both! The key is not just exposing your weaknesses but demonstrating how you’re closing the gaps—combining vulnerability with action, as shown by examples from leaders like Fleetwood Grobler and Hollis Harris. Vulnerability alone can be risky, but combine it with action, and you’ve got leadership gold. I also share stories from top executives that illustrate how leading with vulnerability makes all the difference in building trust and resilience.   ________________ Start your day wit

Did you know that those most eager to lead might actually be the worst at it? Have you ever worked with a leader who’s always eager to step up, but when they get the role, things fall apart? We often think that leadership is about willingness and eagerness, but recent research shows the opposite—leaders chosen for their desire to lead often perform worse than those randomly selected. In this episode, we break down these surprising insights with Professor David Deming at Harvard Kennedy School. David shares why effective leadership is about having the right skills, not just wanting the role. We dive into key traits like overconfidence, emotional intelligence (EQ), and economic decision-making, and how they play critical roles in leadership success. You’ll learn why overconfidence can backfire and prevent leaders from truly understanding their team. Plus, we discuss how randomly selected managers often outperform eager volunteers and why organizations need to rethink how they develop and choose strong leaders—i

Can you be strong by showing your weakness at work? Leadership isn’t just about being strong and visionary, nor is it simply about being vulnerable. It’s about balancing both. In today’s workplace, leaders are faced with a unique dilemma—should they lead with authority or with authenticity? You need to do both. In today’s Leadership Spark, I unpack the critical difference between being vulnerable and leading with vulnerability with insights from 140 CEOs I interviewed. We'll explore how the best leaders aren’t afraid to show their gaps, but they take action to close them. From stories like Hollis Harris at Continental Airlines to Fleetwood Grobler at Sasol, you’ll learn why sharing challenges without a plan can cost you the job, but leading with vulnerability can rebuild entire companies. ________________ Start your day with the world’s top leaders by joining thousands of others at Great Leadership on Substack. Just enter your email: ⁠⁠https://greatleadership.substack.com/

People leaders are moving beyond traditional HR to shape the future of work and employee experience, and this community provides the resources and connections to do that effectively. Existing communities fall short: they’re expensive, focus on superficial discussions, and constantly upsell products. Future of Work Leaders fixes that. As a member, you shape the community, decide on topics, provide feedback, and interact directly with me, (Jacob Morgan) for insights... and it’s budget friendly! Join CHROs and CPOs from Northrop Grumman, Johnson & Johnson, Lego, and Tractor Supply who are already part of this elite group.  If you’re CHRO or CPOI you can request an invite at FutureOfWorkLeaders.com and lead your organization into the future.   ________________ Start your day with the world’s top leaders by joining thousands of others at Great Leadership on Substack. Just enter your email: ⁠⁠https://greatleadership.substack.com/

Every leader wants to make an impact in their organization, but running a giant like Sam’s Club requires next-level leadership. How do great leaders like Chris Nicholas balance the demands of leading an $84 billion business with a focus on people? As President and CEO of Sam’s Club, Chris’ approach to leadership is all about impact and purpose. Growing up in Hull, England, Chris learned the value of hard work early, and it’s shaped how he runs one of the largest retailers in the world today. In this episode, we dive into Chris’ purpose-driven approach to leadership and explore the strategies that make him so effective in empowering his teams. We discuss why leading with purpose is not just a buzzword but essential in creating a loyal and motivated workforce, and how trust serves as the foundation for building high-performance teams. Chris breaks down his unique Trust Equation and shares how he uses it to inspire and empower employees at every level of the organization. We also explore Sam’s Club’s innovative

Is leadership changing or staying the same? Leadership today is harder than ever, with rising pressure from all angles—public scrutiny, polarized workplaces, and a workforce that's losing interest in climbing the leadership ladder. If leadership is this tough, why should anyone step up? We need MORE leaders, NOT FEWER. In today's Leadership Spark, we dive deep into the challenges and evolving expectations of leadership in the modern world. Leaders often believe they’re performing well, but there’s a massive disconnect—employees disagree. It's no longer just about setting vision and hitting targets. Leaders must redefine their roles, spend more time with their teams, and guide others like lighthouses leading ships through rough waters. Leadership today requires self-awareness, continuous growth, and a willingness to challenge the status quo. ________________ Start your day with the world’s top leaders by joining thousands of others at Great Leadership on Substack. Just enter your email: ⁠⁠https://greatleaders

If you’re feeling overwhelmed by all the talk of recessions, inflation, and economic chaos, you’re not alone—but you don’t have to navigate it blind. Philipp Carlsson-Szlezak, Managing Director, Partner, and Global Chief Economist at Boston Consulting Group, and co-author of "Shocks, Crises, and False Alarms," is here to help leaders cut through the noise. In this episode, Philipp explains why leaders should avoid the Master Model Mentality, which is the mistake of relying too heavily on one-size-fits-all economic models. He shares tips for recognizing false alarms or overblown predictions about economic disasters that often never come true—and how to avoid getting caught up in doom mongering or the constant focus on worst-case scenarios. We’ll also explore his concept of Economic Eclecticism, a practical approach for leaders to draw on insights from various fields to make better decisions. Philipp sheds light on the perpetual tightness in the labor market, which means demand for workers is likely to stay hig

Why do some companies consistently outshine their rivals, attract top talent, and spark innovation while others struggle? Many treat employee relationships like a simple transaction—initial excitement fades, and so does satisfaction. This leaves companies with disengaged teams and high turnover. In today’s Leadership Spark, we’ll explore how top companies have figured out the key to shifting from a transactional approach to one that treats employment as an enriching experience. Based on prominent psychologist Thomas Gilovich’s research, it’s clear: investing in experiences, not just tools, boosts satisfaction over time. We dive into the evolution from productivity-driven workplaces to purpose-led organizations that emphasize mutual value exchange, fostering a culture of growth, learning, and leadership. Discover how the employee experience era is redefining the way we think about work. ________________ Start your day with the world’s top leaders by joining thousands of others at Great Leadership on Substack.

What’s it like to lead at the top of some of the world’s most iconic brands? Jeff Kindler, former CEO of Pfizer, has been there, done that. From handling high-pressure situations at GE under the legendary Jack Welch to leading massive change at Pfizer, Jeff has seen all the intense scrutiny and stress and was in the room when decisions were made that shaped entire industries. In this episode, he shares what he learned from handling public pressure, how he managed the clash of corporate cultures, and why being a CEO isn’t for the faint of heart. He shares major challenges he faced during his tenure at Pfizer, such as expiring patents, product recalls, R&D setbacks, and regulatory scrutiny. Jeff reflects on his leadership journey at Pfizer on the pressures of being a CEO, including mistakes made, stress management, and the impact on personal life and relationships. He also discusses the need for resilience and balancing professional and personal life. We look into why leaders might be getting a little “too

The corner office, big bonuses, and calling the shots can’t sugarcoat what being a CEO is like. The reality is far more complex—and often more challenging—than it looks from the outside. What do you think is the hardest part about being at the top? In today’s Leadership Spark, I dive into the untold challenges CEOs face that nobody talks about. From the crushing loneliness of having fewer peers as you climb higher, to the overwhelming decision fatigue from making countless high-stakes choices, being a CEO isn’t for the faint of heart. And let’s not forget: every word you say carries immense weight—one casual comment can snowball into unexpected changes across the company. Staying grounded amidst all this is easier said than done. So, why does no one tell you about these challenges before you get the job? And more importantly, how can you prepare yourself to handle them? Tune in to the full episode to find out. ________________ Start your day with the world’s top leaders by joining thousands of others at Grea

It’s one thing to talk about being open and authentic, but how do you actually do it without losing your team’s respect and trust? This is a conversation I had with with Robert Glazer on his Elevate Podcast. In this episode, I explain the difference between just being vulnerable and leading with vulnerability. We explore why so many leaders today are struggling with decision-making and accountability, and how the post-pandemic era has challenged many leaders to redefine their roles. We’ll get into why having too much psychological safety can actually backfire, why flexible work policies need clear boundaries and standards to succeed, and how you can balance being empathetic with holding people accountable in your organization. I also share insights from the 100 CEOs I interviewed for my new book, Leading with Vulnerability, on how to handle that fine line between showing your human side and maintaining confidence and authority. ________________ Start your day with the world’s top leaders by joining thousands

Why do leaders neglect self-compassion? We often talk about leadership in terms of driving results, motivating teams, and making an impact. But one crucial aspect is often overlooked: self-compassion. Leaders are constantly focused on their external impact, yet managing their internal world is equally important. Without self-compassion, leaders risk burnout, poor decision-making, and strained relationships. How can you inspire and lead others when you're constantly battling your own inner critic? In today's Leadership Spark, we'll talk about how to embrace self-compassion to lead more effectively. Self-compassion is not about letting yourself off the hook—it's about recognizing your challenges, learning from them, and treating yourself with the same kindness you’d offer a friend.   ________________ Start your day with the world’s top leaders by joining thousands of others at Great Leadership on Substack. Just enter your email: ⁠⁠https://greatleadership.substack.com/

The leadership landscape is shifting under our feet, and it’s leaving many leaders scrambling to keep up. I recently sat down with Professor Joe Fuller on the Harvard Business School Managing the Future of Work Podcast to dig into some of the biggest issues leaders face today. We covered everything from the ongoing debate over hybrid work to the rapid rise of AI, and how it’s changing the way we hire and lead, and the shifting expectations of employees in 2024. In our chat, we got into why getting people back to the office is so tricky, why AI might not take your job but someone who knows how to use it better could, and why leading with vulnerability is more crucial than ever. Plus, we didn’t shy away from the hard truths, like why some companies are seeing productivity declines with hybrid work while others aren't, and whether employee well-being programs are actually hitting the mark or just missing their intended goals. If you’re looking for some real talk on how to lead in 2024 and beyond, this episode is

The old thinking of being a strong leader means never showing weakness is getting way too old. Too many leaders are so busy trying to be “perfect” that they end up stuck in the old version of themselves, while the world zooms past them. Refusing to acknowledge your gaps actually makes you a worse version of yourself over time. You might think you’re already doing great, but if you’re not constantly updating and improving yourself—what Aart de Geus, founder and chair of Synopsys, calls moving from version N to version N+1—you’re actually falling behind. In today's Leadership Spark, I dive into one of the most misunderstood yet essential aspects of leadership—leading with vulnerability. I’ll share insights on why acknowledging your gaps and actively working to close them is the key to unlocking your potential and driving real business performance. ________________ Start your day with the world’s top leaders by joining thousands of others at Great Leadership on Substack. Just enter your email: ⁠⁠https://greatle

What does it take to be a successful leader today? In this episode, Kurt Strovink, Head of Global CEO Services at McKinsey, explores the evolving challenges of leadership. We’ll discover why leadership has become more complex in recent years and how leaders can stay ahead by embracing human-centric leadership and vulnerability. Kurt delves into balancing purpose with business demands, offering strategies like integrating sustainability and innovation and asking the “Four W” questions to create a meaningful workplace. He also discusses the shift from transactional to holistic learning through peer coaching and reflective spaces, the power of role modeling, and the impact of storytelling. Listeners will learn about the importance of empowered networks, managing leadership loneliness, and why energy maintenance is crucial.   ________________ Start your day with the world’s top leaders by joining thousands of others at Great Leadership on Substack. Just enter your email: ⁠⁠https://greatleadership.substack.com/

Is your organization struggling to drive innovation? It may be because your employees are hesitant to take risks. Simply telling them to “take more risks” isn’t enough; they need the right environment and support. They may avoid risk-taking because of fear of failure or lack of recognition, leading to stagnation and missed opportunities. In today’s Leadership Spark, I outline three strategies to encourage risk-taking and drive innovation: creating psychological safety, rewarding desired behaviors, and providing resources and support. You’ll learn how to create a culture that promotes innovation through calculated risk-taking by implementing these strategies. ________________ Start your day with the world’s top leaders by joining thousands of others at Great Leadership on Substack. Just enter your email: ⁠⁠https://greatleadership.substack.com/  

What does it take to build a century-old company that has never laid off a single employee? In this episode, we’ll explore how CEO Melanie Dulbecco grew Torani into a $500 million powerhouse with a people-first leadership approach. Melanie shares the secrets behind the company’s remarkable history and its unwavering commitment to giving employees agency, control, and choice in their work. She mentions why they replaced old-school performance reviews with a system focused on growth and development, known as “Contribution Management,” and how they’ve created a culture of internal mobility, or “Career Mixology,” where employees can explore different roles within the company. We also dig into their unique compensation strategy, featuring above-market pay and employee ownership, which kept their employees engaged and loyal. Plus, Melanie shares her take on Gen Z’s work ethic and how Torani used futurist thinking and scenario planning to foresee a potential 20% market drop during COVID-19, ensuring stability and a

Imagine running a marathon only to find that the person who strolled in hours later gets the same prize as you. This is exactly the problem with metaphorical participation trophies in the workplace. What happens when high performers see no difference in recognition between their hard work and others’ minimal efforts? Equalizing rewards creates a false reality, diminishes motivation for top performers, fosters a culture of entitlement, and stifles improvement. In today’s Leadership Spark, we’ll discuss the importance of performance-based recognition, understand why real rewards should reflect real performance, and emphasize that true achievements come from hard work and results. Let’s advocate for a workplace where effort and excellence are genuinely rewarded to create an environment that encourages continuous growth and dedication. ________________ Start your day with the world’s top leaders by joining thousands of others at Great Leadership on Substack. Just enter your email: ⁠⁠https://greatleadership.subs

Is your company still stuck in the same old top-down management approach? It’s time to ditch that old playbook. In this episode, Frederic Laloux, Author of “Reinventing Organizations” and Co-founder of The Week, discusses why organizations need to reinvent traditional management approaches in today’s fast-paced world. He breaks down why outdated hierarchical structures often fail to engage employees and the flawed mentality of working solely for a paycheck. We also dig into the evolution of management models and how we’ve moved from rigid structures to more dynamic, people-first approaches. Frederic also discusses real-world examples of self-managing companies where teams thrive without the usual layers of management. He also shares stories from companies like Bayer and Zappos about the challenges and successes in adopting new management styles like “holacracy.” ________________ Start your day with the world’s top leaders by joining thousands of others at Great Leadership on Substack. Just enter your email: ⁠

We often hear the famous words "age doesn't matter,” but it’s not really an easy thing to accept in the context of leadership. In today's Leadership Spark, we’ll tackle this common concern: the unease of working under a leader who's younger than you. It's a frequent issue because we often equate age with experience. The situation becomes particularly challenging if the younger leader lacks the necessary skills. A younger leader who is adept, knowledgeable, and capable of motivating and challenging their team should be respected regardless of their age. Leadership effectiveness is about skill, vision, and interpersonal abilities, not the number of years one has lived. I explain why we should focus on these qualities rather than age. ________________ Start your day with the world’s top leaders by joining thousands of others at Great Leadership on Substack. Just enter your email: ⁠⁠https://greatleadership.substack.com/