We explore the future of inclusive leadership with Kelli Lester, co-founder of Onyx Rising. Zoë opens with reflections on ageing, robotics in aged care, and the value of connection. And introduces Kelli, who shares insight on navigating today’s polarised workplace and equipping leaders for diverse, resilient teams.

Kelli unpacks the backlash against DEI programs, reframing them as essential business strategies rather than politically charged mandates. She explores how organisations can move beyond performative initiatives by anchoring their diversity efforts in clear objectives—be it talent, innovation, or community alignment.

This conversation covers emotional and cultural intelligence, generational divides, psychological safety, and the systemic barriers to inclusion. Practical frameworks like Kelli’s seven inclusive leadership traits provide a tangible pathway to fostering a thriving, human-centred workplace.

SHOWNOTES are here:
https://www.zoerouth.com/podcast/leading-through-difference

Planet Human:
Robots in aged care boost retention by reducing carer injuries and burnout.
https://www.eurekalert.org/news-releases/1069918

Kickstarter link:
Support Power Games: https://www.kickstarter.com/projects/zoerouth/power-games-stop-toxic-power-in-the-workplace

Key Quotes:
“Maps are helpful, but they are not the territory.” – Zoë Routh
“Inclusive leadership is not just nice to have. It’s the future of leadership.” – Kelli Lester
“Any time you don’t share your thoughts, you’re hurting the company.” – Kelli Lester
“Just because someone’s pro-Black doesn’t mean they’re anti-white.” – Kelli Lester

Questions Asked:

1. Why is there so much resistance to DEI in today’s climate?

2. How can leaders reframe diversity as a business enabler?

3. What are the seven traits of inclusive leadership?

4. How do we build psychological safety and trust across generations?

5. What does it take to dismantle systemic bias in hiring and promotion?

Take Action:

• Self-Audit: Reflect on your own lens—what influences how you see the world, and how does that shape your leadership?

• Amplify Voices: In your next meeting, actively include perspectives from quieter or less-represented team members.

• Define It Clearly: Have a leadership-level conversation about what diversity, equity, and inclusion means in your context and why it matters.

Tip of the Week
Facilitate a “Bias Interrupt” session: Identify where decisions are being made based on assumptions—hiring, promotions, even meeting invitations—and ask, “Who’s missing and why?”

Key Moments

00:00 Introduction and Weekly Question

00:15 Robots in Nursing Care Homes

02:07 Kickstarter Campaign for Power Games

03:48 Understanding Human Behavior and Categorization

07:27 Inclusive Leadership with Kelly Lester

08:26 Challenges and Misconceptions of DEI

28:48 America's Mythmaking and Cultural Conflicts

30:23 Polarization and Political Correctness

34:27 The Importance of Self-Awareness and Valuing Differences

37:49 Promoting Psychological Safety and Amplifying Voices

40:25 Emotional and Cultural Intelligence in Leadership

41:49 Managing Inclusively and Effective Mentoring

45:49 Fast Three Questions with Kelly

50:01 Book Recommendation: Why Are We Yelling?

51:05 Final Thoughts and Upcoming Changes

We explore the power of systems thinking and strategic foresight with futurist Donna Dupont, as we challenge assumptions about leadership, innovation, and our collective future. Zoë shares an exciting update on her new book Power Games launching on Kickstarter, and we dive into the emerging vision of a moon-based data centre and what it means for the future of digital infrastructure.

In this episode, Donna brings clarity to the often-misunderstood world of foresight work. She breaks down how mapping complexity, anticipatory thinking, and systems framing can shift the way leaders respond to crises, craft policy, and design for change. From Arctic policy to leadership development, this conversation unpacks how to lead with deeper awareness in an increasingly unpredictable world.

SHOWNOTES are here:
https://www.zoerouth.com/podcast/regenerating-teams-from-inside-out

Planet Human:
LoneStar’s moonshot: Data centres on the lunar surface by 2025
https://www.reuters.com/technology/space/lonestars-moonshot-firm-aims-place-data-center-lunar-surface-2025-01-21/

Power Games Kickstarter:
https://www.kickstarter.com/projects/zoerouth/power-games-stop-toxic-power-in-the-workplace

Key Quotes:
"Strategic foresight isn’t about predicting the future. It’s about preparing to act in it with intelligence and compassion." – Donna Dupont
"When we slow down to map the system, we see possibilities we couldn’t before." – Zoë Routh
"Every assumption is a doorframe some keep us safe, some keep us stuck." – Donna Dupont

Questions Asked:

1. What is strategic foresight, and why is it critical for future-ready leadership?

2. How can leaders build the capacity to map complex systems in times of uncertainty?

3. What role does anticipatory thinking play in solving today’s wicked problems?

4. How do we challenge deeply held assumptions that limit innovation and inclusive decision-making?

Take Action:

• Identify one system you’re part of (team, community, organisation) and begin mapping its inputs, outputs, and actors.

• Use Donna’s approach: define the system’s boundaries, identify the stakeholders, and uncover any blind spots.

• Bring this framework into your next strategic conversation and notice what shifts.
  
  

Tip of the Week:
Host a “Future Now” workshop: Gather your team and spend 60 minutes exploring trends, weak signals, and strategic responses using foresight tools. Even one hour can unlock radically different insights.

We explore the vital intersection of organisational design, leadership culture, and power dynamics with special guest Susannah Robinson, author of Beyond the Boxes and Lines.

Zoë kicks off the episode with exciting updates on the Power Games Kickstarter campaign and a groundbreaking Planet Human segment on brain-computer interfaces that enable near real-time speech interpretation for paralysed individuals.

Then we dive into the conversation with Susannah, who brings over 30 years of HR and organisational design experience. She shares practical frameworks for rethinking job roles, enhancing collaboration, and resolving structural friction in organisations.

Together, we unpack what causes cultural breakdowns, the consequences of poorly implemented matrix structures, and why flatter hierarchies may not be the magic bullet many leaders believe they are.

SHOWNOTES are here:
https://www.zoerouth.com/podcast/organisational-design

Planet Human:
Brain implant enables a paralysed woman’s thoughts to be streamed into speech
https://singularityhub.com/2025/03/31/brain-implant-streams-a-paralyzed-womans-thoughts-as-if-shes-speaking-in-near-real-time

Kickstarter Campaign:
https://www.kickstarter.com/projects/zoerouth/power-games-stop-toxic-power-in-the-workplace

"When the person leaves the role, we finally take the lid off the pot and discover everything they were actually doing." – Susannah Robinson

"Leadership today isn’t just about giving direction, it's about managing your impact." – Susannah Robinson

"Collaboration needs good structure. Culture is the bridge." – Zoë Routh

1. What triggers the need for a redesign of organisational structures?

2. How can job design improve retention and employee engagement?

3. What are the common friction points in team handoffs and collaboration?

4. How do flatter hierarchies shift leadership expectations?

5. What structural patterns lead to power struggles and office politics?

6. How should leaders handle stonewalling behaviour in the workplace?
   
   

Take Action

• Audit your structure. When someone leaves, resist the urge to simply refill the role. Ask: could we do this differently?

• Map job design. Identify overlaps, friction points, and gaps in role clarity especially where handoffs occur.

• Assess your collaboration culture. Are your incentive systems and tools aligned with teamwork, or unintentionally rewarding lone wolves?

• Educate your teams. Use visual tools (like “five guys, one piano” teamwork analogy or org charts) to demystify structure and process.

• Normalise discomfort. Have the hard conversations about misalignment, underperformance, or mismatched roles with compassion and clarity.

Before you flatten your hierarchy or shift to team-based models, first ensure your systems (incentives, tools, contracts) are designed to support that culture. Otherwise, you’re simply rearranging the dysfunction.

Key Moments

00:00 Introduction and Weekly Question

00:16 Exciting Advances in Brain-Computer Interfaces

01:41 Introducing 'Power Games' Book Launch

04:11 Strategies for High-Performing Teams

06:21 Interview with Susanna Robinson on Organisational Design

19:42 Exploring Organisational Structures

20:16 The Concept of Hollow Organisations

21:27 Visualizing Organisational Models

23:00 Flattening Hierarchies: Pros and Cons

25:32 Encouraging Team-Based Environments

28:06 Barriers to Collaboration

29:44 Office Politics and Power Games

31:52 Quickfire Leadership Insights

33:15 Handling Employee Stonewalling

35:35 Conclusion and Resources