Achieve bold business transformation for extraordinary outcomes

Leonie: You are very optimistic about the future. Can you just talk a little bit about why you're so passionate about transformation?

Cherie: I have the privilege of interacting with passionate, purpose driven people and I see first-hand incredible innovation and change happening to solve big problems. I truly believe that the future of work is already here if you know where to look. That's why I'm optimistic, because I know where to look and I know what good looks like. I'm on a mission to shine a light on that and to equip and empower leaders to think differently about why their organisation exists, and how they can enable people to do their best work for a greater good.  It's about thinking bigger, imagining bigger and the extraordinary outcomes that follow when leaders embrace that mindset.

Leonie: So what problems are you solving for clients now?

Cherie: I noticed that many organisations with ambitious goals were hitting a plateau, and talented leaders weren't delivering their full potential. I had a lot of anecdotal evidence on the problems I was seeing and I wanted to go deeper to see whether these problems were more widespread.  To investigate, I conducted research with 200 leaders around the world,  asking if they were doing their best work. My questions revealed alarming constraints —leaders felt stifled, held back, unable to deliver value or realise their full potential.

My research highlighted three key problems:

1. Lack of clarity: Organisations struggle with unclear or frequently changing strategies and decisions, leading to confusion and frustration among leaders.

2. Leadership and culture issues: The most significant issue was a command-and-control environment and toxic culture, where leaders felt micromanaged, disengaged and often fearful of contributing ideas.

3. Shifting thresholds post-pandemic: People have reassessed their work priorities, placing greater value on trust, empowerment and flexible working conditions. They resist outdated models, such as mandating time spent in the office, that no longer align with their values.

My research is backed up by global research from Gartner, highlighting that 45 per cent of the global workforce is disengaged. Iin Australia it’s even worse, with four out of five employees ’quietly quitting’, costing our economy over $200 billion a year.

Leonie: Why is it important now to solve for these problems?

Cherie: I believe there are three reasons why it's crucial to address these challenges now.

1. Unprecedented pace of change: The rapid advancement of technology, including AI and other emerging technologies, is happening at an unprecedented rate. This technological evolution is crucial because we face significant global challenges that demand innovative solutions, not just at the organisational level but on a much larger scale.

2. Disruption across industries: Every single industry is being disrupted, without exception. Organisations that stick to outdated strategies may not survive in the coming years. To thrive, they need to think differently, work differently and collaborate differently such as with start-ups or universities, to tap into innovative developments.

3. Strategic use of technology: Organisations that don’t embrace emerging technologies will be overtaken for sure. But it's not about chasing the latest trends, such as AI; it’s about using technology to amplify, accelerate and scale solutions to real challenges or opportunities.

Leonie: How do clients work with you?

Cherie: There are four ways clients engage with me:

1. Coaching: This is gaining significant traction right now. I work with leaders who have taken on higher responsibilities, particularly those driving transformation programs. My coaching combines future-fit leadership capabilities with new ways of working by embracing proven, contemporary techniques and tools. It’s a continuous, collaborative processes that addresses their challenges and growth opportunities while building on their strengths. As a result, leaders feel equipped to step out of their comfort zones and play a bigger game.

2. Transformation model: I've developed a model that addresses why transformation programs often fail. By examining eight zones of transformation activity, I help organisations view transformation as an enterprise-wide process rather than a series of projects. I use a diagnostic survey to identify strengths, focus areas and potential blind spots, then link these to signature programs that rapidly lift capabilities for purpose-driven impact and growth.

3. Bespoke projects: I analyse existing operating models, people and culture frameworks, as well as other business functions. Through fresh perspectives, stakeholder conversations and external insights, I help redesign and align these models for future readiness.

4. Speaking engagements: I speak at conferences and leadership off-sites, offering thought-provoking concepts and practical solutions to address why people aren’t doing their best work. My overarching goal is to help clients understand that the future of work is already here, —if you know where to look—and there are tangible actions they can take to embrace it.

Leonie: What ROI can you expect from working with nextgenify?

Cherie: I think it's really simple.  It comes down to three key questions: Are you doing the right things? Are you doing them in the right order? And are you doing them in the right way? That’s what being future fit is all about.

Leonie: What kind of impact is nextgenify having in organisations?

Cherie: nextgenify helps leaders and organisations achieve extraordinary outcomes by building their confidence and capability beyond what they thought possible. Leaders become bolder in their strategic direction and realise that true transformation extends far beyond project implementation. They start thinking bigger and aligning more closely with their purpose, making the vision visible and valuable throughout the organisation.

This enhanced clarity and sense of purpose inspires everyone within the organisation, fostering stronger connections and driving impactful change. Leaders also develop the ability to bring out the best in their teams. My goal is to equip and empower clients to be future-fit and future-focused, which is in stark contrast to the consulting model of constantly trying to sell more work.

Leonie: Now, last question, what would you say to Chief People Officers who are undergoing change in their organisation or wanting to transform their business?

Cherie: I would advise Chief People Officers to seize the incredible opportunity to influence and shape their organisation to be more future-focused. A simple yet powerful concept to consider is my "Work in 3D” model, which stands for Dare, Ditch, and Dial:

1. Dare: Is about reflecting on what your organisation dares to do. What is your purpose? Is it visible, valued and reflected in daily actions? Effective leaders bring this purpose to life through their words and actions.

2. Ditch: Often, we focus on adding new methods or technologies without assessing what is no longer serving us. Take the time to identify and remove outdated practices that are holding your organisation back. Involve your people in this process to discover what’s slowing them down and make the transition an engaging and enjoyable experience.

3. Dial: Once you’ve created space, explore new and proven ways of working that enable both your people and your organisation to thrive. Encourage leaders to shift from entrenched paradigms to more contemporary, innovative approaches that achieve extraordinary outcomes.

My ‘Work in 3D’ model—Dare, Ditch, and Dial—is simple yet powerful, with several layers beneath it. The 3Ds can spark meaningful conversations and drive significant shifts within the organisation. By taking small, intentional steps and involving your people in defining and implementing changes, you can unlock remarkable results and inspire others to follow.

Leonie: Anything else you would like to share with our client community?  

Cherie: I’d love to highlight a powerful approach for organisations to solve big problems and foster entrepreneurial thinking within their teams. It’s an innovation bootcamp technique called an ExO Sprint, an accredited process I’ve used with large global corporates as part of a global cohort of experienced coaches. The process draws on the proven attributes of Exponential Organizations (ExOs) based on the work of globally renowned futurist Salim Ismail.

During this transformational three-month experience, internal teams are given a broad theme to tackle, and with guidance from coaches, they develop impactful solutions to significant problems, then pitch their initiatives to executives for funding.

In my decades of experience, I’ve never seen anything like it.  Not only do these teams come up with groundbreaking solutions every single time, they emerge with a different mindset, an expanded worldview and future-ready capabilities that continue to drive value long after the sprint is over.

From my experience working on ExO sprints since 2018, participants often describe this as an MBA in 12 weeks—except even better. Key elements that make this methodology so successful include:

1. Transparency and permission: Being open about challenges or opportunities and giving people permission to focus on them. This might mean allowing them 20-50% of their time to work on this type of project, requiring leaders to adjust their responsibilities accordingly.

2. Ambitious deadlines: Setting a challenging deadline. The sprint process involves weekly progress reports and culminates in a final pitch, which creates a sense of urgency and drives creativity. Teams often start with doubts but always deliver incredible results, realising that innovation can emerge from anywhere in the organisation when the right conditions are established.

3. Space and cadence: Create a structured cadence for the project with regular check-ins and feedback. This helps maintain momentum and drives the team toward their goals.

By fostering transparency, granting time and space and setting ambitious deadlines, you can unlock remarkable innovations and transformations within your organisation.

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