Leadership for a New Era — Regenerative Businesses Are Adapting To A Changing Definition Of Success

In today’s shifting landscape, the role of leadership is under the spotlight like never before. Traditional models that prioritised hierarchy, financial gain and constant output are being questioned — and rightly so. As our collective definition of success evolves, leadership must evolve with it.

Regenerative business is built on the principle that sustainable success comes not from extraction or performance pressure, but from balance, connection and contribution. To lead in this way, we must first reimagine what leadership looks like.

Regenerative Business Requires Evolved Leadership

The need for a more regenerative approach to leadership is being felt across industries. As society grapples with burnout, rising mental health challenges, and global uncertainty, leaders are being called upon not just to deliver results, but to create environments where people thrive.

According to research by McKinsey & Company (2023), 70% of employees say that their sense of purpose is defined by their work — and yet only 15% feel aligned with their company’s purpose. That disconnect signals a need for more attuned, human-centred leadership.

In regenerative business, success is not only measured by outcomes, but by the quality of relationships, wellbeing, and long-term value creation. And that shift begins with how we lead.

Regenerative Business & Recognising Diverse Motivations

We’ve moved far beyond the idea that everyone is motivated by the same things — a bigger title, a pay rise, or climbing the ladder.

In fact, research from Deloitte (2023) shows that Gen Z and Millennials — who make up an increasing share of the workforce — value flexibility, wellbeing, and alignment with values over traditional career incentives.

This means that good leadership today involves understanding what motivates each person individually. Success may mean financial security for one team member, but autonomy or meaningful work for another.

To lead regeneratively is to recognise and respond to these nuances — not with a one-size-fits-all approach, but with attuned, relational leadership that sees people as whole human beings.

You can read more about how I support teams and leaders to do this here.

Practices For Modern Leadership In Regenerative Business

Making this shift doesn’t require a complete overhaul overnight. But it does require leaders to consciously evolve their mindset and practices. Here are three essential practices I encourage with my clients:

Honest Conversations

Modern leadership invites open dialogue. This means creating space for honest, two-way conversations about what success looks like — not just for the organisation, but for individuals.

Psychological safety, a concept pioneered by Dr Amy Edmondson at Harvard, is key here. When people feel safe to express ideas and concerns without fear of retribution, creativity and engagement flourish.

Vulnerability and Openness

Gone are the days when leaders were expected to have all the answers. Today’s most impactful leaders are those who model openness and humility. Sharing your own uncertainties or growth areas can help build trust and authenticity within your team.

As Brené Brown famously says: “Vulnerability is not weakness; it’s our greatest measure of courage.”

Purpose Alignment Through Collaboration

Rather than dictating purpose from the top, regenerative leadership involves co-creating purpose with your team. This might mean collectively revisiting the organisation’s vision, or simply allowing space for teams to discuss how their roles connect with wider goals.

When purpose is shared and co-owned, it becomes a living part of the culture — not just a statement on the website.

Many of my clients have experienced deep transformation through this kind of purpose-led facilitation. You can read their feedback here.

Regenerative Business Means Measuring Success Differently

If we only measure profit, productivity and performance, we only get part of the picture.

In regenerative business, we expand our metrics to include:

• Team wellbeing and engagement

• Psychological safety

• Environmental or social impact

• Relational trust and collaboration

• Personal growth and learning

These can be measured through pulse surveys, reflective team practices, or qualitative feedback loops — all of which offer a fuller view of how your business is truly doing.

Practical Tips To Shift Your Leadership Style

Changing your leadership style doesn’t need to be overwhelming. Here are a few ways you can begin to shift:

• Hold regular team check-ins focused on energy and motivation, not just output.

• Model boundaries by taking breaks and respecting time off — especially your own.

• Ask open questions like “What does success look like for you right now?” or “What support would help you feel more fulfilled?”

• Create space for reflective practices — journalling, mindfulness, or team retrospectives that value emotional as well as operational insight.

• Celebrate progress not just achievements — acknowledge the effort, the growth, and the learning along the way.

The Role Of Leadership In Inclusive Success

Leadership in a regenerative business is not about controlling outcomes — it’s about creating conditions for success to emerge. It’s about holding space for diversity, for complexity, for humanity.

When we expand our definition of success, we open the door to more inclusive, resilient and meaningful work. And the leaders who adapt to this shift will be the ones who not only succeed — but help others thrive too.

If you're ready to explore what regenerative leadership could look like in your organisation, I’d love to hear from you. You can get in touch with me directly here.

Next in the series: Balance Over Burnout: Creating Space in Business to Work Differently