One thing was clear: the world of work has fundamentally changed. Constant waves of AI disruption, hybrid team dynamics, shrinking attention spans, and lingering post-pandemic fatigue are stretching leaders in new ways. Jennie noted how confidence in leadership has reached a new low - not because leaders care less, but because their challenges have become more complex, the pace faster, and the path less certain. 

Her advice to HR leaders: simplify. Strip back the noise, give people something clear to hold onto, and focus energy where it really matters. 

Here are five practical takeaways that resonated across the room: 

1. Simplify to Amplify

When everything feels urgent, clarity isn’t a luxury - it’s a leadership strategy. Jennie urged HR leaders to help teams focus on what’s truly critical. Instead of layering on new initiatives, get specific: what must they achieve in the next three months? Giving employees small, concrete sets of priorities that they can act and removing the clutter that dilutes their energy, is the perfect starting point.  

She explained how even the act of naming fewer priorities can reduce overwhelm, increase focus, and rebuild confidence.

2. Mechanise Meaning, Not Just Process

Unexplained processes and policies might keep an organisation running, but they don’t inspire people to give their best. Jennie emphasised the importance of storytelling behind decisions - explaining why something is being introduced, not just what it is. 

When Rightmove redesigned its office spaces, leadership didn’t simply roll out new floor plans. Executives moved out of private offices and into open spaces alongside their teams. It wasn’t about the furniture; it was about showing that change affects everyone. That shared experience, built trust, empathy, and buy-in - something no policy document could achieve on its own. 

3. Lead Across Generations with Empathy

With four generations now working side by side, a one-size-fits-all approach no longer works. Instead of forcing uniformity, Jennie urged leaders to embrace differences as a strength. 

Her advice: train teams to understand one another’s perspectives, create space for dialogue, and model the flexibility needed to work across styles. Empathy, she reminded us, isn’t just soft leadership - it’s a strategic advantage. 

4. Face AI with Education, Not Fear

AI has rapidly moved from the periphery to the centre of how we work - and with that shift comes anxiety. Instead of treating it as something to fear, we should be treating AI as a learning journey for everyone. 

At Rightmove, teams are grouped into learning “pools”: some test tools, others build, and others share their experiences. Managers are supported with an AI conversation coach to help them approach new scenarios confidently. This structured, open approach keeps AI from feeling like a threat and turns it into a shared capability. 

For HR leaders, the lesson is clear: talk about AI openly, give people practical ways to learn, and normalise not having all the answers yet. 

5. Build Healthy Cultures with Clarity, Meaning, and Accountability

In periods of high pressure, people don’t need more noise - they need structure. Three ingredients that underpin a healthy culture were highlighted: 

Clarity: Everyone should know what’s expected of them and why it matters. 

Meaning: People should feel personally connected to the organisation’s goals. 

Accountability: There must be follow-through - did we do what we set out to do? 

For HR leaders, this isn’t abstract theory. It’s the framework that builds trust and resilience when everything else feels uncertain.

So, what next?

AllBright events like this aren’t just about sharing insights, they are a space to in which to spark new ideas, build connections, and offer a shared sense of clarity and courage in challenging these times. 

We that in mind, we have gone one step further to launch our brand new, one-day incubator: the Future Leaders Forum 2025. If you are a woman ready to step into her first leadership role, gain the required practical skills, and be part of a diverse network of women striving for the same goals. 

Future Leaders Forum 2025 will be a fully interactive learning experience, with a range impact-focused workshops, inspiring panels and cross-industry networking opportunities. We are looking for employed to buy sets of tickets, thereby supporting as wide a range of female employees as possible, so make sure you speak to your People or HR leader.  

Together, we can close the promotion gap and build a more diverse, future-ready leadership pipeline. 

Join us here.

Future Leaders Forum 2025, 26th November, Canva HQ, 9.30am-4.30pm, £450pp (group booking discounts available).