In this clip Blaire talks about how new generations at work are demanding that businesses stay true to their values and some of the qualities they bring to their work. 

In this clip Blaire explains why logic won't be enough to convince people to change. Instead they need their own emotional 'why'. We cannot create empowered, meaningful, humane workplaces with command and control change initiatives. This clip is part of the Punks in Suits app and supports the Punks in Suits book. 

In this audio clip, Blaire differentiates between leadership and management and dives in to what that really means - how are leaders spending their time? When are they managing and when are they leading. 

This clip is part of the Punks in Suits app. 

In this audio clip for the Punks in Suits app, Blaire shares some thoughts about distributing decision-making (and, vitally, information) down through the organisational hierarchy. Holding on to decision-making authority, saying "The buck stops here" and rescuing people from the discomfort of making decisions reinforces hierarchy, even when you have attempted to take out layers of complexity. 

This short piece of audio goes with the app and explores the two main beliefs in the book. 

If you've downloaded the Punks in Suits app, or read the book, you will have access to this model. Here I describe what the 4 quadrants mean, before you complete the checklist in the next module. 

If you've downloaded the Punks in Suits app, this is your welcome from me!

If you've downloaded the Punks in Suits app you'll be asked to set aside reflection time to consider how to upgrade your leadership. In this piece of audio I talk about how to get the most from your reflection time. 

If you've downloaded the Punks in Suits app, you will have access to a checklist to see where you sit in the Leadership/Trust Model. In this bit of audio, Blaire talks about how to fill it in. 

Miranda Willems is a Social Innovator for Future Generations. She works with companies and other groups to help them perceive from a 7 Generations perspective.  

In this thought-provoking conversation she describes what it means to sit in the centre of generations to come and our great ancestors. It’s so important that we listen to the voices of younger colleagues and those with different perspectives especially those who provoke us to see the world through a very different lens. I learnt a lot. I hope you will as well.  

Key points 

Ask - What kind of a society would we be if we don’t make decisions with the interests of our children at the heart? What kind of culture would we be if we did?  

Think about ‘the brightest possible future’ when imagining the future.  

Having reminders – photos, objects – that help connect you with the past and future are practical ways to keep different generations in the room. Combined with forums that literally bring different generations together can radically change your perspective.  

Our brains struggle with long term thinking. We need to build muscle in order to think about ‘brightest possible future thinking’ with all our relations. It doesn’t come naturally. We need to evolve new brain patterns.  

Doing this can provide a sense of calm or ‘rest’. Rather than being in the frame of mind of watering the fires day to day, this thinking provides a broader space that enables us to be part of something bigger. This can feel liberating.  

Humans are capable of making decisions but also to imagine and dream.  

We are stuck like ‘addicts to time’ to all we have to get done. Do we have the courage to let go of that?  

Consider making a council of young people, or a mix of generations, with a perspective of 30-40 years. Invite inter-generational opinions into the room. Make a sincere invitation to learn from each other.  

Embrace others as part of a community, to combat the feeling of loneliness. We have created isolated systems. Instead we need to organize as an eco-system across generations.