Podcast Episode Details

187. From Roles to Portfolios: Rethinking Careers Before 2026 [Genevieve Ryan]

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Today’s workforce has changed faster than most leaders have. We unpack what that means with organisational development partner , who’s been ahead of the curve on offshore teams, flexible work, and culture long before they were mainstream. We cover how AI shifts the balance from implementation to creativity, why six generations in one workplace demand new leadership behaviours, and how to design a portfolio career that creates optionality - without losing identity. Expect pragmatic tools: emotional intelligence as the meta-skill, the 'say yes then architect it' career move, and how to turn fear of change into a leadership advantage. Time Stamps 00:00 Intro — Why the old playbook no longer works 02:06 Meet Gen Ryan & her early bet on offshore/global teams 07:58 Noise vs. signal — spotting trends worth your time 12:10 AI as collaborator: creativity > pure implementation 17:45 Connection beats perfection: the human trust layer 22:18 Six generations at work — practical leadership shifts 28:30 Imposter syndrome in senior leaders (and what to do) 34:40 Portfolio careers: optionality, not instability 41:05 Resilience & adaptability: the real job description 47:20 How to say yes before you feel “ready” 53:10 Action plan + where to find Gen Key Takeaways Implementation is commoditised; creativity and critical thinking are not. AI accelerates tasks, but your input quality (original thinking, judgement) determines output quality. Emotional Intelligence is the meta-skill. Self-awareness → awareness of impact → adaptive behaviour under uncertainty. Influence precedes instruction. Presence, connection and credibility cues (tone, eye contact, framing) make the message land. Six-gen leadership is a design problem. Clarify expectations, vary communication channels, and normalise flexibility; don’t force a single “ideal worker” mould. Portfolio careers create optionality. Build multiple value streams intentionally; stability now comes from adaptability. Say yes, then architect it. Stretch opportunities compound; mitigate fear with micro-plans and fast feedback loops. Frameworks & Tools Mentioned Clarity–Energy–Connection: make messages simple, vary state every 7 minutes, connect before content. Capability–Credibility–Visibility (Trusted Authority™): three levers to build influence in any room. Name–Nod–Notice: quick pattern for rapid rapport. Trend Filter: Sustainability of the trend × Depth of human impact. Fear Gap Map: Identify what people fear losing → design reassurance moves (support, process, cadence). Practical Actions (Do This Next Week) Run a 7-Minute Shift in your next session: story → question → movement. One-line clarity test: explain your topic so a 12-year-old understands it. AI as collaborator: outsource drafting; insource perspective—add your “Jen take” before shipping. Portfolio step: add one new value stream (advisory day, short contract, board committee). EQ rep: after each meeting, note (a) how you felt, (b) how others likely felt, (c) what you’d adapt next time. Quotable Lines “Everyone can create content; very few build authority assets.” “Say yes, then architect how you’ll deliver.” “Stability now comes from adaptability.” “Your presence is a trust cue long before your words are.” Resources & Links Guest: Gen Ryan — OD Partner, leadership programs, culture design. Websites:    LinkedIn:     Ready to become the go-to authority in your industry? If you’re an executive, partner, or entrepreneur looking to scale trust, attract high-caliber opportunities, and create lasting impact, here are a few ways you can take the next step: 📊Get your personalised Authority Score with the free Scorecard →    🎥 Watch the free training on the systems you need to scale trust and influence in 2025 →    📝 Want to explore the 1-Day Authority Strategy Intensive? Book your complimentary 20-Min Executive Brand Briefing →   More Resources: 🎓 Prefer to start

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Published on 15 hours ago