Rethinking Readiness in a World of FLUX

“We cannot predict the future, but we can prepare our people for it.”​— Simon Sinek 

As trade routes shift and global alliances evolve, we are entering a new era of unpredictability. 
Businesses are navigating volatile supply chains, geopolitical uncertainty, and rapid digital transformation — all while being expected to perform and innovate. 

WELCOME TO THE AGE OF FLUX:

Fast. Liquid. Uncharted. Experimental. 

In this world, stability is no longer a baseline — it’s a moving target. And learning is not just a support 
function — it’s a strategic engine. 

The recent Red Sea shipping disruptions, the recalibration of alliances post-BRICS expansion, and 
nearshoring trends in North America are more than headlines — they’re indicators that yesterday’s 
playbook won’t solve tomorrow’s problems. 

Companies that thrive in FLUX environments won’t do so because they guessed right — but because 
they prepared their people to adapt, learn, and lead through uncertainty. 

Navigate the era of AI 

Strategic Learning: From Tactic to Transformation

Now more than ever, learning must be directly linked to company strategy. That means 
shifting from generic leadership programs to capability-building initiatives that are: 

• Contextual – rooted in your business reality 

• Continuous – treating leadership as a habit, not a one-off event 

• Cascading – empowering teams at every level to lead and learn 

SO ASK YOURSELF:

✔ Are your leaders equipped to thrive in ambiguity?​

✔ Are you building learning systems, not just courses?​

✔ Is your L&D team sitting at the strategy table — or waiting for instructions? 

To build learning that truly drives business agility, Simitri is rethinking how we design and deliver 
development — making it more relevant to real challenges, embedded in daily work, 
and scaled through every level of leadership. Here’s what that can look like in action: 

1. Contextual Learning

   Tie learning to the real challenges your company is facing. 

   Example: Supply Chain Disruption Simulation​

   A global manufacturing company experiencing trade route instability designs a scenario-

   based leadership program. Instead of generic modules, leaders go through an immersive 

   simulation where they must respond to: 

   • A blocked shipping channel 

   • Rising material costs 

   • Geopolitical shifts in supplier regions 

   This program blends operational knowledge with leadership decision-making — building 
   judgment and agility in context. 

   Why it works: Learners aren’t just absorbing theory — they’re making decisions they could 
   face tomorrow. 
   

2. Continuous Learning

   Move from “event-based” training to ongoing, embedded learning. 

   Example: Leadership as a Monthly Habit…. leading to skill stacking​

   A tech company replaces its annual leadership retreat with monthly “Lead Labs.” These 90-minute virtual sessions include: 

   • A micro-topic (e.g. decision-making under uncertainty) 

   • Peer-led problem solving 

   • Real-time business case applications 

   • Nudges and toolkits for follow-through

   Managers also get monthly pulse surveys to identify where support or reinforcement is needed. 

   Why it works: Learning is no longer an interruption — it becomes part of the rhythm of work. 
   

3. Cascading Learning
   Equip leaders at every level — not just the top — to drive strategy. 

   Example: Strategy Activation through “Leader-as-Teacher”​

   A retail company launches a new customer experience strategy. Instead of just telling teams what’s changing, it trains mid-level managers to facilitate workshops with their teams. These managers: 
   
   • Attend short intensives to master key concepts 

   • Get coaching on facilitation and storytelling 

   • Lead “Strategy-in-Action” workshops in their own departments 
   
   Why it works: This turns managers into multipliers — aligning messaging, ownership, and learning throughout the organization. 

WHAT NOW?

This is a moment to pause and reframe: not "What programs are we running?" but rather, "What kind of 
organisation are we becoming?" 

Let us know how you're adapting. What’s changed in your L&D focus this year? What new skills are 
becoming mission-critical? 

We’d love to hear from you — and learn from you. 

Let’s talk about how your learning strategy can drive real business agility.

Contact Us

At Simitri, we believe executive presence isn’t just for leaders — it’s for anyone who wants to make a stronger impact. Through our programmes like Motivating & Engaging Team Members, Growth Mindset, and Transformational Coaching, we help individuals at all stages build the clarity, confidence, and authenticity needed to stand out. Because no matter where you are in your career, how you show up matters.

Executive Presence: A Must-Have Skill for Every Career Journey

In the professional world, "executive presence" is often seen as a trait exclusive to senior leaders. However, the truth is that executive presence is something everyone, regardless of their career stage or industry, should aim to develop. Whether you're just starting out in your career or you're well-established, having a certain level of presence can elevate your professional trajectory, increase your influence, and improve the way people perceive you.

When we think about presence, we often envision high-ranking executives or well-known figures. But the reality is, anyone can cultivate this skill — and those who do can quickly set themselves apart in a competitive environment. Let’s explore the importance of executive presence, how some of the most influential people in the world cultivate it, and practical ways you can build your own presence.

The Power of Personal Presence: Influencers and Athletes as Examples 

In today’s digital age, social media influencers have become modern-day examples of individuals who have mastered executive presence. They stand out because of their unique personalities, clear beliefs, and authentic self-expression. Think about the most popular influencers — they aren't just known for promoting products; they're admired because they communicate what they stand for, whether it's body positivity, sustainability, or a sense of humor. They don't just show up online; they engage their followers with a level of consistency and authenticity that makes them memorable and trusted.

Take someone like Emma Chamberlain, a popular YouTuber and influencer. Her success stems from her ability to create a personal brand that feels natural and authentic. She is relatable and open about her beliefs, and her audience connects with that genuineness. Her personal presence — how she speaks, how she dresses, the way she presents herself in videos — all reflect her personality and create a bond with her followers. People follow her because they believe in her message, and they expect her to stay true to it.

Similarly, professional athletes provide another great example of executive presence, albeit with some variance. A player like LeBron James exudes confidence, discipline, and a clear sense of purpose both on and off the court. His leadership skills, charity work, and commitment to his personal brand have made him a role model, not just for basketball fans, but for anyone striving for success. On the other hand, a player like Antonio Brown, who made headlines for behavior off the field, shows how a lack of consistency and positive presence can negatively affect one's professional image, despite undeniable talent.

These examples — influencers and athletes alike — demonstrate that having a well-defined sense of self and purpose is key to building executive presence. This doesn’t just apply to celebrities; it’s important for everyone, especially those at the start of their careers, to focus on how they present themselves. It's not just about how you look; it’s about how you communicate what you believe in and how you express your personality in every interaction.

Why It’s Crucial for Early Career Professionals to Build Executive Presence

For those starting out in their careers, building executive presence early can help you establish a strong foundation for success. People’s perceptions of you can be shaped early on, and that perception tends to follow you throughout your career. Developing a positive executive presence can set you up for leadership roles down the road — whether you're aiming for a promotion, striving to make an impact in your industry, or looking to build a robust professional network.

Starting with a strong sense of presence means you’re more likely to be remembered positively. When you communicate clearly, demonstrate confidence, and dress appropriately for your role, you create an impression that you are serious, capable, and ready to take on responsibility. By consistently showing up as someone with executive presence, you’ll build a reputation that positions you for future success.

Moreover, executive presence isn’t limited to just one aspect of your life — it’s about consistency. It’s how you speak to others in meetings, how you engage with clients, how you dress for work, and how you make decisions. All these things influence how people perceive you. In the fast-paced world of business, people who exude executive presence are often the ones given the opportunity to take on leadership roles.

The 7 C’s of Executive Presence

One structured approach to building executive presence is the 7 C Model. This framework can help anyone at any stage of their career develop a personal brand that resonates with others. Here’s a breakdown of the 7 C’s:

1. Clarity
   To develop executive presence, start by being clear about who you are and what you stand for. Understand your values and communicate them effectively to others. This includes how you present your ideas, how you articulate goals, and how you make decisions.

2. Credibility
   It’s essential to be dependable, knowledgeable, and ethical. People with credibility are trusted by others because they consistently deliver on their promises and behave with integrity.

3. Confidence
   Confidence is key to executive presence. Speak with conviction, make eye contact, and carry yourself with poise. The way you walk into a room — whether you feel it or not — can have a lasting impact on how others perceive you.

4. Connection
   Build relationships based on trust and mutual respect. People with executive presence understand the importance of connecting with others and being present in conversations. They make others feel valued.

5. Composure
   Composure is the ability to maintain your calm in high-pressure situations. When faced with challenges or setbacks, those with executive presence stay collected, showing resilience and adaptability.

6. Courage
   Have the courage to speak up, share your ideas, and take risks. Whether you’re in a meeting or networking event, people with executive presence have the bravery to express their thoughts, even when they differ from others.

7. Charisma
   Charisma is the magnetic energy that draws people to you. It’s about how you engage others with your personality and enthusiasm. A person with charisma naturally attracts attention and motivates others.

Conclusion

Executive presence is a skill that can be developed by anyone, regardless of where they are in their career. By learning to communicate effectively, building confidence, and consistently expressing your personality, you can establish a strong and lasting impression. Whether you’re inspired by social media influencers, professional athletes, or executives in your industry, remember that cultivating executive presence is about being authentic, consistent, and professional in everything you do.

If you’re just starting your career, now is the best time to begin working on your executive presence. Your actions today will set the tone for how people perceive you and will influence the opportunities you have tomorrow. Building this presence early not only gives you a competitive edge but also helps you establish your personal brand in the professional world. Take charge of your presence now — and you’ll reap the benefits for years to come.

At Simitri, we believe executive presence isn’t just for leaders — it’s for anyone who wants to make a stronger impact. Through our programmes like Motivating & Engaging Team Members, Growth Mindset, and Transformational Coaching, we help individuals at all stages build the clarity, confidence, and authenticity needed to stand out. Because no matter where you are in your career, how you show up matters.

Great Leaders Ask This One Simple Question

“People will forget what you said, people will forget what you did,
but people will never forget how you made them feel.”

— Maya Angelou

Great leaders understand this truth. In the rush of deadlines and deliverables, they make time to check in—not just on progress, but on people. And that makes all the difference. This month, we’re focusing on the power of checking in: how great leaders ask, “How are you doing?”—and truly listen to the response. This simple question can build trust, boost morale, and unlock a culture of psychological safety.

Why Checking In Matters 

Research shows that employees who feel heard and supported are more engaged, productive, and loyal. Checking in isn’t just a box to tick—it’s an opportunity to foster trust, create psychological safety, and strengthen team culture. When leaders provide a safe space for open conversations, they empower their people to bring their best selves to work. 

Leaders Who Lead with Empathy 

Many of the world’s most respected leaders make it a point to check in with their teams regularly: 

SaTYA NADELLA

Known for his empathetic leadership style, Nadella encourages managers to focus on individual team members' well-being, ensuring that employees feel valued beyond their work output. 

Leading with Empathy: When Nadella became CEO in 2014, he shifted Microsoft’s culture from one of internal competition to a more collaborative and growth-oriented environment. 

Personal Connection: His leadership style is deeply influenced by personal experiences, especially raising a son with cerebral palsy. This has made him a strong advocate for accessibility and inclusivity. 

Encouraging Psychological Safety: Nadella encourages leaders at Microsoft to listen actively, show humility, and be open to learning from employees at all levels. He believes that innovation thrives when people feel safe to express ideas. 

Actions: He introduced a “Learn-It-All” culture instead of a “Know-It-All” mindset, pushing for continuous learning and encouraging managers to check in with employees on both professional and personal levels. 

JACINDA ARDEN

Her leadership during crises, marked by open communication and genuine care for people’s emotional states, set a benchmark for compassionate leadership. 

Compassionate Crisis Leadership: Ardern is widely recognised for her empathetic and people-first response to crises, including the Christchurch mosque attacks and the COVID-19 pandemic. 

Human-Centered Communication: She frequently used social media and live Q&A sessions to check in with New Zealanders, ensuring people felt heard and informed. 

Transparency & Vulnerability: She wasn’t afraid to show emotion and be open about challenges, which made people trust her more. After the Christchurch attack, she immediately reached out to affected communities, wearing a hijab as a sign of respect and solidarity.  

Actions: She introduced well-being budgets in New Zealand’s economy, prioritising citizens’ mental health, child welfare, and domestic violence prevention over pure GDP growth. 

HOWARD SCHULTZ

Schultz has long emphasised the importance of  personal connection, fostering an inclusive and supportive culture where employees feel heard  and respected. 

Prioritising Employee Well-Being: Schultz refers to Starbucks employees as “partners” rather than “workers”, fostering a sense of ownership and belonging. 

Comprehensive Support: Under his leadership, Starbucks was one of the first companies to offer healthcare benefits to part-time employees, as well as tuition reimbursement programs to help them pursue higher education. 

Listening to Employees: Schultz has been known to personally visit Starbucks stores, engage  with baristas, and ensure leadership understands the frontline experience. 

Actions: In times of crisis, like after the 2008 financial downturn, Schultz held open forums and  town halls with employees, listening to concerns and addressing them directly. 

A Moment of Reflection from Elmo 

Recently, Sesame Street’s Elmo took to X (formerly Twitter) with a simple yet profound question: “How is everyone doing?” The response was overwhelming—over 200 million people engaged, revealing their struggles, joys, and challenges. 

When was the last time you checked in—really checked in—with someone on your team?

We’d love to hear from you—how do you check in with your team?  Share your experiences! 

At Simitri, we’ve seen how powerful this question—“How can I help you succeed?”—can be in shaping stronger teams, deepening trust, and unlocking performance. It’s a principle that sits at the heart of many of our leadership programmes, from Motivating & Engaging Team Members, to Growth Mindset, and Transformational Coaching. These programmes provide leaders with practical frameworks and real-world tools to lead with intention, empathy, and impact—because asking the right questions is often more powerful than having all the answers.

Future-Proofing The Workforce

The Future of Jobs Report 2025 by the World Economic Forum has been released—have you seen it? Industry giants are already acting on its findings. The question is: Are your learning programs preparing your teams for the challenges ahead?

You can find the here: https://www.weforum.org/publications/the-future-of-jobs-report-2025/

With 170 million new jobs expected to be created and 92 million roles displaced by 2030, the global workforce is undergoing a seismic shift. Companies that fail to adapt risk falling behind in a rapidly evolving landscape.

The report highlights that 86% of employers anticipate transformations in their business driven by AI and digital technologies. Yet, the skills gap remains the biggest barrier to harnessing these advancements effectively underscore the urgent need for continuous learning and development.

Essential Human Skills for the Future:

Beyond technical competencies, the report emphasises the importance of human-centric skills:

• Analytical Thinking and Innovation: The ability to assess complex situations and devise innovative solutions.

• Resilience, Flexibility, and Agility: Adapting swiftly to changing circumstances and recovering from setbacks.

• Leadership and Social Influence: Guiding teams effectively and inspiring positive change.

• Technological Literacy: Understanding and leveraging technology to enhance performance.

What Does This Mean for Your Learning Calendar?

Incorporating upskilling and reskilling into your learning agenda isn’t just beneficial—it’s essential.

Investing in these areas will:

• Boost Productivity: Teams with up-to-date skills work more efficiently and effectively.

• Enhance Employee Engagement: Learning opportunities lead to greater job satisfaction and morale.

• Improve Retention Rates: Employees are more likely to stay with organizations that invest in their growth.

• Future-Proof Your Organization: A continuously learning workforce ensures your company remains competitive and agile.

By prioritizing upskilling, companies can navigate technological advancements and market shifts effectively.

Supporting Data from the Report:

• 65% of children entering primary school today will work in jobs that currently do not exist.

• 44% of workers’ core skills are expected to change within the next five years.

• Companies investing in comprehensive upskilling programs report a 12% increase in productivity and a 10% rise in employee satisfaction.

• Organizations that prioritize reskilling see a 15% improvement in employee retention rates.

Is Your Organization Equipped to Navigate These Changes?

Failing to implement upskilling and reskilling initiatives can lead to significant challenges for organizations:

• Widening Skills Gap: Without proactive skill development, companies may find that their workforce lacks the necessary competencies to adapt to technological advancements, particularly in areas like AI and digital transformation. This gap can hinder the effective implementation of new technologies and processes.

• Increased Inequality and Job Displacement: The report indicates that technological changes could result in the displacement of 92 million roles by 2030. Organizations that do not invest in reskilling may contribute to increased inequality within their workforce, as employees without updated skills may be left behind.

• Decreased Productivity and Competitiveness: Companies that neglect upskilling may experience a decline in productivity. Employees lacking current skills may struggle with efficiency, leading to decreased competitiveness in the market.

• Higher Employee Turnover: A lack of development opportunities can lead to decreased job satisfaction and morale, resulting in higher turnover rates. Employees are more likely to leave organizations that do not invest in their growth and development.

In summary, neglecting upskilling and reskilling efforts can have detrimental effects on an organization’s adaptability, equity, productivity, and employee retention.

Why Choose Simitri?

Our cutting-edge training solutions are designed to bridge the skills gap, ensuring your teams are not only prepared but positioned to lead the future of work. Don’t let your competitors outpace you—invest in your people today to secure your organization’s success tomorrow.

Let’s discuss how Simitri can help future-proof your workforce.

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