by Julia Felton | Aug 12, 2025
In this week’s episode of Impactful Teamwork, I had the absolute pleasure of being joined by the brilliant Judith Germain, founder of The Maverick Paradox and one of Brains’ 500 Global Honourees. Jude is a strategic leadership consultant, author, and speaker who brings a fresh, dynamic lens to leadership through her Maverick methodology. We unpacked the often misunderstood concept of influence—and why it’s so much more than charisma or presence.
If you’ve ever thought, I need to be more influential, but had no idea where to start—this conversation is for you.
Influence Isn’t a Trait—It’s a System
Jude challenged the traditional view of influence being about personality or status. Instead, she presented her Influence Blueprint, which sees influence as a dynamic system powered by four core drivers:
- Capability – The foundation: your skills, credibility, emotional intelligence, and clarity of vision.
- Decisiveness – How you make decisions, demonstrate intent, and build your reputation.
- Power – Not positional power, but internal authority—your ability to act, innovate and lead without coercion.
- Impact – The ripple effect of your actions—how your influence spreads through people and systems.
“Influence isn’t about pushing people. It’s about aligning what you want with what others want—and what society needs,” Jude shared.
This holistic approach helps shift the narrative away from manipulation and into alignment, connection, and flow. Something that deeply resonates with my own experience partnering with horses.
Influence Exists at All Levels—If You Choose to Use It
A huge myth Jude busted is that only senior leaders have influence. Influence can come from any level in an organisation—from the CEO to the janitor. What matters is not your job title, but your ability to create movement and connection.
She used a lovely example: “When you’re out with friends and someone asks, ‘Where should we go?’—do they turn to you?” That, right there, is influence in action.
🟢 Action Step: Ask yourself: Where do people naturally seek my opinion or guidance? That’s the start of your influence zone.
What Stops Influence? Blocked Systems and Leadership Presence
One of the biggest barriers to influence is when it gets stuck in the system. This could be due to rigid hierarchies, poor communication flows, or ineffective leadership styles.
Jude and I both agreed—too often we see people say, “You just need more presence,” and then leave it at that. But what does that actually mean?
Her answer: Presence is built through your capability, reputation, and how well you use your power to make an impact. Influence can be amplified by others (like my former boss did for me), but you have to have it in the first place.
🟢 Action Step: Reflect on your reputation. Are you seen as competent, emotionally aware, and trustworthy? If not, where could you grow?
Let’s Talk About Power (Without the Eye Rolls)
Power gets a bad rap—but only if you think of it as control. Jude reframed power as something internal—what she calls Maverick Power. It’s the self-assurance, resilience, and innovation to act without needing permission.
She gave a great example: when there’s no hammer to hang a picture, a Maverick doesn’t say, “Oh well.” They pick up a screwdriver and get the job done.
🟢 Action Step: Where in your life or leadership are you waiting for the right tool or permission? How could you create a solution right now with what you have?
Leadership Is Influence in Action
In high-performing teams, influence is distributed. There’s an unspoken flow of leadership—people step up when needed, and decisions are made based on capability, not just hierarchy.
I loved how Jude described this as calibrated influence—where tools like the GC Index and her Influence Blueprint come together to reveal where people naturally lead and contribute.
This is something I see all the time with horses. If you don’t have the right energy, intention, and trust, the horse simply won’t follow. It’s not about domination—it’s about relational influence.
🟢 Action Step: Consider how leadership shows up across your team. Who’s actually influencing the direction of work, decisions, and morale?
Culture, Complexity, and the Need for Flow
As our conversation evolved, we delved into culture. Jude emphasised that real culture isn’t just “what we do around here”—it’s “who we are when we’re here.”
In today’s complex business environment, culture fit can be dangerous if it creates sameness. Influence thrives when there’s diversity of thought and energetic contribution—when people are hired for their potential impact, not just their similarity.
“Flow is what happens when presence meets trust meets clarity,” I added. And Jude agreed—businesses must now navigate energetics as much as strategy.
🟢 Action Step: Run a mini influence audit. Where is influence flowing in your organisation—and where is it getting blocked?
Influence Gone Wrong: The Trust Tax
We closed the episode reflecting on what happens when influence is missing. Jude shared examples of leaders who relied on control, but couldn’t motivate their teams. Change slowed, people left, and performance dipped. That’s what Stephen Covey calls the “trust tax.”
Conversely, when influence is present—when there’s alignment, trust, and shared goals—teams fly. Jude shared a story from early in her career when, despite holding others accountable, her team rallied to support her under pressure. That’s the power of relational influence at work.
Final Reflections
This conversation with Jude reminded me how crucial it is that we expand our definition of leadership beyond presence or performance—and see it as systemic influence.
Influence is the heartbeat of high-performing, agile teams. It’s what allows Teamship—not just leadership—to thrive. It’s what moves us from ego to eco, from chaos to coherence, from compliance to candour.
Your Next Steps: Build Your Influence Ecosystem
If you’re ready to deepen your own influence or diagnose what’s blocking it across your team, here’s what I recommend:
- Download Jude’s Influence Blueprint – available via The Maverick Paradox website.
- Take the GC Index with your team – and map where your team’s energy for influence lies.
- Book a Turbo-Charge Your Team Audit – and I’ll help you identify the key friction points in your team and how to unlock momentum using the Unbridled Teamship Roadmap.
Let’s stop talking about influence as a “soft skill” and start treating it as the strategic advantage that it really is.
.
Show Notes
00:00 Introduction and Guest Introduction
02:10 Understanding Influence
03:50 Leadership as a System
06:42 Influence in Practice
10:14 Women and Influence
11:15 Power Dynamics in Leadership
14:11 Influence and Organizational Culture
17:19 Practical Applications of Influence
33:14 Conclusion and Resources
by Julia Felton | Aug 5, 2025
It turns out you don’t need to be in the boardroom to sharpen your leadership skills. Sometimes, the best leadership lessons emerge when you least expect them—like on a sailing holiday in Greece. After a week under the Mediterranean sun, navigating the open waters with my partner and nine other boats in a flotilla, I came back feeling more connected, more grounded—and full of reflections about leadership, teamwork and business.
Here are some of the leadership lessons I brought back with me, straight from the deck of a Beneteau 323.
1. The Power of Shared Leadership
This trip marked our third sailing holiday, but when I rewind the clock to our first adventure, I’m reminded how essential shared leadership really is. I hadn’t planned to do any training—I thought I’d spend the week relaxing by the pool while my partner completed his Day Skipper practical. What actually happened was quite different: I joined the crew, learned the ropes (literally!), and earned my Competent Crew certificate.
And thank goodness I did.
Because when we set sail on that first flotilla trip six months later, having a shared understanding of how the boat operated—and my partner not having to shoulder all the responsibility—meant we worked together as a team. I brought a different perspective, focusing more on safety and systems, while he focused on navigation. Together, we made a more effective, resilient crew.
Action: Ask yourself—how are you enabling shared leadership in your team? Who else can hold the reins with you?
Reflection: True leadership isn’t about knowing everything—it’s about knowing how to empower others to lead with you.
2. The Power of Beliefs: Old Experiences Shape New Realities
Before these flotilla adventures, my only sailing experience was in dinghies—and let’s just say that included three capsizes and a few dunkings, thanks to my partner’s enthusiastic steering! That experience left a deep impression. I developed a belief that sailing with him meant getting wet—and potentially being in danger.
So when we first took out a larger keelboat, even though it was far more stable, my nervous system was on high alert. I was terrified we’d capsize.
It wasn’t until I learned more about the stability of these boats, spoke to others, and built new experiences that I was able to let go of that limiting belief. And that’s when I started to actually enjoy sailing.
Action: What limiting beliefs are you carrying into your leadership or team interactions? What outdated ‘truths’ need to be re-evaluated?
Reflection: Beliefs formed in one context don’t always serve us in another. It’s time to let go of the stories that are no longer true.
3. Roles, Responsibilities, and Accountability Create Flow
Sailing taught me—yet again—the importance of clearly defined roles. When it was time to depart a port, there were multiple tasks that had to be done efficiently and safely. Naturally, we divided them: I was in charge below deck, securing items and closing hatches, while my partner handled the sails and navigation.
Each of us knew what to do. No confusion. No duplication. Just flow.
And the reason it worked? Systems. During my training, I’d been given a checklist to ensure the boat was ready to sail. That simple structure gave me confidence. It also freed up mental space because I didn’t have to remember everything—I just had to follow the process.
Action: Have you clarified who is doing what in your business? Do your people have clear systems and checklists to follow?
Reflection: When everyone knows their role and what’s expected of them, it creates empowerment, efficiency and trust.
4. The Value of Supportive Teams
One of the main reasons we continue to sail as part of a flotilla is the incredible support structure it provides. There’s a lead boat with a captain, an engineer and a social host—all of whom are available to assist if anything goes wrong.
And trust me, things do go wrong.
Like the time our anchor jammed mid-drop and we had 50 feet of chain dangling from the front of our boat. We couldn’t dock, we couldn’t move, and we definitely couldn’t fix it alone. But thanks to the flotilla team, help arrived—and after two hours and some serious manpower, the problem was solved.
Action: Who are your “flotilla captains”? Do your team members have people they can call on when something goes wrong?
Reflection: Psychological safety at work is just like sailing safety on the water. People perform better when they know help is at hand.
5. Proper Planning Prevents Poor Performance
There’s a reason that phrase is a cliché—it’s true. When we didn’t plan our manoeuvres properly, everything got a bit chaotic. My partner would suddenly say, “Let’s tack now!” and I’d freeze—unsure of what to do, feeling flustered.
But when we planned together—”Step one: bring in the mainsail; step two: adjust the jib”—the manoeuvre was seamless.
And this is so true in business too. When things are moving fast, it can feel like you don’t have time to plan. But pausing to clarify the steps means fewer mistakes, less chaos, and better outcomes.
Action: Where can you slow down to plan more effectively this week?
Reflection: Clarity breeds confidence. A calm, prepared team is a high-performing team.
6. Emotional Energy Sets the Tone
During one of our more rushed manoeuvres, my partner became visibly anxious. His energy shifted—he became erratic, issuing conflicting commands—and I froze. It reminded me how much a leader’s energy sets the tone for everyone else.
I had a fascinating conversation with a Navy captain on the trip who echoed this. He said that in high-pressure situations, the leader’s calmness anchors the entire crew. Whether you’re navigating a yacht or leading a team through a business storm, the principle is the same.
Action: How are you managing your emotional energy in moments of stress?
Reflection: Your energy is contagious. Staying grounded helps your team stay steady in uncertain times.
7. Don’t Lose Sight of the Bigger Picture
While helming the boat, I often picked a point on the horizon to steer towards. It gave me focus—but it also narrowed my field of vision. One day, I was so fixated on that point that I failed to notice a massive ferry bearing down on us from the side!
In business, this happens all too often. We’re so focused on the goal that we miss what’s happening around us—market shifts, team fatigue, or emerging risks.
Action: Take a moment to look up from your to-do list. What are you not seeing?
Reflection: Peripheral awareness is just as important as focus. Great leaders take in the full horizon.
Final Thought: From Busy to Brilliant
One of the biggest lessons from this trip was about attention—where we place it, how we manage it, and the impact it has on our performance.
That’s why I’m running a 20-minute webinar on August 12th called “From Busy to Brilliant: How Strategic Attention Fuels High-Performance Teams.” If you want to learn how to leverage attention to drive business results, I’d love for you to join me. Simply register at here
Whether you’re on a sailboat in Greece or in the thick of your next big project, the lessons are there—if you’re willing to pause, observe, and learn. I came back from holiday not just refreshed, but re-inspired.
Here’s to navigating your own leadership journey with more clarity, calm, and connection.
Show Notes
00:00 Introduction: Lessons from a Greek Holiday
02:19 The Power of Shared Leadership
09:18 Roles, Responsibilities, and Accountability
11:17 Team Dynamics and Support Systems
17:27 The Importance of Planning
21:41 Maintaining Strategic Attention
23:46 Conclusion and Upcoming Webinar
by Julia Felton | Jul 29, 2025
In this week’s episdoe of Impactful Teamwork we’re diving into a crucial topic for every modern team member and leader: learning agility.
In today’s fast-changing business environment—fuelled by technological disruption, shifting roles, and the rise of AI—the ability to learn, unlearn and relearn quickly isn’t just a “nice to have”; it’s a must. Traditional skills are becoming obsolete faster than ever, and what organisations truly need now are agile learners—people who can adapt, grow, and thrive in uncertain, evolving contexts.
So what does it take to become an agile learner? And how can we, as individuals and teams, cultivate this vital skill to remain relevant and resilient? That’s what we explored in this week’s episode.
What Is Learning Agility?
Let’s start with a definition. Learning agility, as defined by Helen Tupper and Sarah Ellis in Harvard Business Review, is:
“The skill of learning from experience so you can succeed in new situations. It’s knowing what to do when you don’t know what to do.”
It’s not about what you know—it’s about how you learn. Agile learners excel because they’re comfortable being uncomfortable. They lean into change, take risks, and bounce back from failure with a stronger sense of purpose. They are sought-after within organisations because they can flex across roles, adapt to new challenges, and inspire others to do the same.
Why Learning Agility Is a Competitive Advantage
Today’s careers are no longer linear. Roles are evolving fast, and yesterday’s expertise may not be relevant tomorrow. So rather than hiring purely for hard skills, forward-thinking organisations are prioritising learning mindset, adaptability, and curiosity.
Agile learners:
- Respond well to uncertainty
- Embrace new technologies and systems quickly
- Adapt to cross-functional teams or projects
- Are more likely to be promoted or considered for new opportunities
- Create stronger team dynamics through empathy and collaboration
Learning agility is what enables individuals—and teams—to stay relevant, connected and impactful.
The 3 Foundations of Agile Learning
In the episode, I broke learning agility down into three key components that form the foundation of this capability:
1. Navigating Newness
How do you approach something you’ve never done before? Are you someone who jumps in and figures it out on the go—or do you wait until you know every step?
Agile learners are willing to operate without a manual. They step into the courage zone, where things are unfamiliar and unpredictable. Whether it’s leading a new project, stepping in for a colleague, or partnering with horses in an unfamiliar environment (like in my equine retreats!), they trust themselves enough to act without certainty.
👉 Try this: Challenge yourself to do one new thing this week that makes you slightly uncomfortable. Step into the “courage zone.”
2. Understanding Others
Agile learners are also skilled empathisers. They can see things from other perspectives and anticipate how decisions ripple across a team or organisation. This ability to connect the dots and engage in solution-focused thinking makes them invaluable collaborators.
They also listen—really listen. And as we discussed in last week’s episode on noticing and attention, true listening creates space for insight, understanding and transformation.
👉 Try this: Notice your talk-to-listen ratio in meetings. Can you ask one more curious question instead of offering advice?
3. Increasing Self-Awareness
Perhaps the most overlooked element of learning agility is self-awareness. Agile learners know how they show up, what impact they’re having, and what they need to work on. They seek feedback, reflect on their experiences, and continuously set intentions for how they want to grow.
👉 Try this: After a key meeting or experience, ask yourself:
- What strengths did I use today?
- Who or what helped me succeed?
- What could I do differently next time?
How to Build Learning Agility In Your Organisation
Now that we’ve covered what it means to be an agile learner, how do we bring it to life in our teams and businesses?
Here are some practical strategies to cultivate learning agility in your workplace:
1. Celebrate Curiosity
Make space for questions, experimentation, and exploration. Reward curiosity—not just correctness. Agile learners love asking “What if?” and “How else might we?”
2. Create Low-Risk Learning Zones
Whether it’s a cross-functional project, shadowing another department, or even joining a workshop like my Unbridled Success Experience, offer ways for people to try something new without fear of failure.
3. Encourage Feedback and Reflection
Feedback is the fodder of champions. Yet many people avoid it, fearing criticism. Instead, reframe feedback as a gift that fuels growth. And create structured opportunities for people to pause, reflect, and absorb lessons from experience.
👉 Top tip: At the end of a project or session, ask: “What’s your biggest takeaway and how will you apply it?”
4. Promote Help-Seeking as a Strength
In the episode, I shared a story from one of my equine leadership sessions, where a participant was struggling with a task but didn’t ask for help—until a teammate stepped in. It reminded me how often we stay silent, afraid to look incompetent.
But agile learners ask for help. They know their growth is a team effort.
👉 Action point: Start normalising help-seeking in your team. Model it yourself as a leader.
Reflection Questions to Spark Agility
Use these prompts to increase learning agility in yourself or your team:
- When was the last time you stepped outside your comfort zone?
- How well do you empathise with other departments or functions in your business?
- What feedback have you received recently—and how did you respond?
- How often do you carve out time for reflection?
- What are three words you want people to associate with your presence in a meeting?
Final Thoughts: Your Agile Learning Playbook
If you want to future-proof your career or strengthen your team, developing learning agility is the key. It’s not about mastering one skill—it’s about becoming someone who can keep learning, no matter what.
So, I invite you to create your own Agile Learning Playbook. Include:
- Your courage zone goals
- People you can learn from
- Habits for reflection and feedback
- Areas you want to stretch into
Because when you become an agile learner, you unlock new opportunities, deepen your team’s capacity, and amplify your impact.
Next Steps: Share Your Learning Journey
I’d love to know: What’s one thing you’re doing this week to develop your learning agility? Pop over to LinkedIn or email me—let’s keep this conversation goingnour the energy of each activity, we give our team the environment they need to thrive—and that’s where the real momentum starts.
👉 Email me or send a message on LinkedIn. Let’s share and learn together..
Show Notes
00:00 Introduction and Podcast Overview
01:22 Welcome to the Impactful Teamwork Podcast
01:42 The Importance of Agile Learning
05:13 Foundations of Agile Learning
10:19 Practical Strategies for Agile Learning
14:43 The Role of Self-Awareness and Reflection
17:51 Conclusion and Final Thoughts
00:00 Closing Remarks and Call to Action
How To Become An Agile Learner – Helen Tupper & Sarah Ellis – https://hbr.org/2023/11/how-to-become-an-agile-learner
by Julia Felton | Jul 22, 2025
This week on the Impactful Teamwork podcast, I explored two of the most underrated skills in leadership today: Noticing and Listening. As I’ve learned time and time again – through my work with horses, in my leadership retreats, and even during my sabbatical in Africa – true leadership begins with awareness.
Why Noticing Matters More Than You Think
Most of us are running so fast, we forget to stop and take in what’s around us. Yet noticing is not just a mindfulness exercise—it’s a strategic leadership skill. It’s what allows us to tune in to our team’s energy, understand underlying tensions, and lead from a place of clarity and connection.
I learned this lesson the hard way during a conservation trip in Namibia. One evening around a campfire, someone asked me about my experience swimming with dolphins. Despite it being a “bucket list” moment, I couldn’t remember a single detail. Why? Because I hadn’t been present. I was so consumed by work stress and mental distractions that I missed the moment entirely.
That wake-up call was profound. It prompted me to seek more present, grounded experiences—ultimately leading me to live in the African bush and later deepen my connection with horses. These incredible animals, as prey animals, survive by being exquisitely tuned in to their surroundings. Their very lives depend on noticing.
And that’s where the leadership lessons began.
Horses as Masters of Attention
Horses notice everything: a subtle shift in energy, a change in posture, a flicker of emotion. They don’t listen with their ears—they listen with their whole being. And when you’re around them, you’re forced to do the same.
You can’t fake presence with a horse. If you want to lead, you must first be worthy of being followed. That means being grounded, aware, and fully in the moment. If they sense you’re distracted or unaware of what’s going on in the environment, they’ll take charge—or they’ll walk away.
Sound familiar? That’s exactly what happens in human teams too.
Attention is Active, Not Passive
There’s a common myth that listening is passive. That noticing is about standing still. In fact, they’re both highly active skills.
When I run equine-assisted leadership programs, the biggest challenge leaders face is staying fully present. Many want to jump into action or control the outcome—but horses require you to pause, sense, and respond appropriately.
In the business world, this is where most chaos begins. Leaders notice a problem—but instead of pausing to reflect, they jump in and react. And more often than not, that reaction creates more mess than momentum.
As I often say: Leaders should notice first. Pause second. Then act.
The Diamond Model of Leadership
This principle of attention is at the core of the Diamond Model of Shared Leadership™—a model inspired by the way horse herds operate. In this model, attention sits at the top of the diamond. It’s what directs the herd (or team) toward safety, alignment, and direction.
In a herd, all members share responsibility for paying attention. When danger appears, the sentinel horses on the edge of the herd lead the way to safety. Leadership is shared, not static. It’s responsive, not rigid.
The same dynamic is critical in high-performing teams. We all must own the responsibility of noticing what’s going on—in ourselves, in our colleagues, and in the wider environment.
Awakening Awareness with the Unbridled Teamship Roadmap
In my Unbridled Teamship Roadmap, one of the nine core accelerators is called Awaken the Awareness. It sits under the lever of Holistic Partnerships, because you can’t build meaningful partnerships unless you’re truly present and attuned.
This accelerator teaches us to:
- Slow down and sense what’s really happening
- Notice misalignments between intention and impact
- Choose to respond, rather than react
When we awaken our awareness, we move from transactional team interactions to transformational partnerships. This is where trust, innovation, and sustained performance emerge.
Noticing Builds Psychological Safety
Real leadership starts with helping people feel seen, heard, and safe. Harvard Business Review contributor Zach Mercurio describes noticing as “the intentional act of making people feel seen and valued.”
It might sound simple, but in today’s disengaged workplaces, it’s revolutionary.
When you notice someone’s effort, acknowledge their struggle, or simply give them your full attention—you create space for them to thrive. This is the true foundation of psychological safety.
I saw this play out firsthand recently while running a 400-guest restaurant pop-up at a racecourse. When back-of-house staff weren’t present, the waitstaff suddenly realised how much they’d relied on those “invisible” roles. Their appreciation—and attention—shifted. It was a powerful reminder that every role matters, and noticing is a form of respect.
3 Levels of Attention Every Leader Must Cultivate
We’re always listening on three levels:
- Self – What’s going on in your body? Your gut instinct? Your emotional state? Our bodies are constantly giving us feedback—if only we’d listen.
- Others – What’s really going on for your team? Are their words congruent with their body language? Are they silently struggling?
- Environment – What’s happening in the wider business context? Are there changes you’re ignoring? Trends you’re missing?
Failing to pay attention on any of these levels can put your business—and your people—at risk.
Action Steps: How to Practice Noticing and Listening
Here are five simple ways to build your awareness muscle:
1. Stillness Before Strategy
Take 60 seconds of silence before each meeting to ground yourself.
2. Start with a Noticing Round
Ask your team: “What have you noticed this week—about yourself, our team, or the environment?”
3. Mirror What You Sense
Say things like: “I noticed you paused before responding—what’s behind that?”
4. Slow Your Responses
Resist the urge to fill silences. Let insights emerge in the pause.
5. Spend Time in Nature
Nature models presence. Go for a walk and observe what you hear, see, and sense.
The Final Word: Awareness is the Foundation of Great Leadership
If you take one thing from this week’s episode, let it be this:
What might you be missing—about yourself, your team, or your business—simply because you’re not paying attention?
When we awaken awareness, we unlock new levels of trust, clarity, and performance. Whether you’re leading a boardroom or a herd of horses, the message is the same:
Slow down. Pay attention. And lead with presence.
Curious to Go Deeper?
If you’re ready to discover how the Unbridled Teamship Roadmap can help you develop conscious, collaborative, high-performing teams, then let’s talk.
👉 Book your complimentary Turbo-Charge Your Team Audit
👉 Or explore more at www.businesshorsepower.com.
Show Notes
00:00 Introduction to Impactful Teamwork
02:00 The Importance of Noticing and Listening
03:24 Lessons from Africa and Horses
08:16 Applying Noticing in Leadership
15:22 The Diamond Model of Leadership
25:29 Practical Tips for Building Awareness
27:52 Conclusion and Invitation
Great Leaders Make People Feel Noticed – Zach Mercurio – https://hbr.org/2025/05/great-leaders-make-people-feel-noticed
by Julia Felton | Jul 15, 2025
Welcome back to this week’s edition of Impactful Teamwork! I’m genuinely excited to explore a topic today that doesn’t get nearly enough attention in the business world—yet, it holds the power to transform how our teams perform. That topic is business energetics: the unseen, yet deeply felt, energy in your workplace.
Why Energy Matters in Business
Every business has its own energetic signature—its vibe, rhythm, or pulse. Just like in nature, where every ecosystem has its own flow, your business environment influences how people feel, connect, and perform. It’s often overlooked because energy is invisible—but its effects are not. It shapes everything from team engagement and decision-making to trust, psychological safety, and innovation.
Think about it—have you ever walked into a meeting and just felt that something was off? That’s business energetics at play.
Four Common Energetic Climates
Let’s explore some common energetic signatures found in businesses, drawing inspiration from nature:
- The Flowing River: Open communication, aligned teams, trust, and momentum. This is the ideal—we see it in agile, purpose-driven teams where everyone is pulling together.
- The Stagnant Pond: Resistance to change, disengagement, unclear direction. Often found in legacy organisations stuck in “what’s always worked.”
- The Wildfire: Hustle, high urgency, reactivity. Typical in scale-ups with little structure—fast-paced, but burnout is lurking.
- The Windstorm: Chaos, unpredictability, mixed messaging. Often shows up in companies with unclear leadership during times of rapid change.
🧭 Actionable Reflection:
- What’s the dominant energy in your business right now?
- Where is energy flowing freely—and where is it blocked?
- Is your team energised or drained by the work?
Five Energetic Zones for Business Activities
Just as ecosystems are made up of different natural elements, I see businesses functioning across five energetic zones. Each one links to a specific type of activity and is influenced by a natural element. Here’s how they break down:
🌱 1. The Creative Space — Wood Energy (Spring)
This is your visionary zone. It’s where bold ideas take root, innovation blooms, and planning begins.
Ideal for:
- Strategic thinking and goal-setting
- Vision mapping
- Innovation workshops
- Collaborative exploration
What it looks and feels like:
- Natural light, organic materials, mood boards
- Comfortable, flowing layout
- Quiet but inspiring
🎯 Try this: Block out time weekly in a calming space—away from tech—just for ideation and reflective leadership.
🔥 2. The Connective Space — Fire Energy (Summer)
This space fuels relationships, trust, and joy. It’s all about the heart and human connection.
Ideal for:
- Sales and discovery calls
- Team onboarding
- Client appreciation
- Collaboration and joint ventures
What it looks and feels like:
- Warm lighting, personal touches, circular seating
- Buzzing like a firepit or community gathering
- Inviting, safe, and resonant
🎯 Try this: Use a café, breakout space or casual environment for relationship-building conversations or emotional check-ins.
🌍 3. The Consultative Space — Earth Energy (Late Summer)
Grounded, reliable and collaborative—this is your delivery zone. It’s where we follow through on promises and support clients with structure.
Ideal for:
- Project implementation
- Strategic reviews
- Client check-ins and reporting
- Problem-solving and feedback sessions
What it looks and feels like:
- Clear, professional layout
- Accessible tools and visuals
- Reliable tech
🎯 Try this: Create clarity in these sessions with agendas, timelines, and agreed next steps.
⚙️ 4. The Calculative Space — Metal Energy (Autumn)
This is where precision meets performance. It’s about control, systems, data, and structure.
Ideal for:
- Financial reviews and budgeting
- Data analysis and metrics
- SOP documentation
- Risk and compliance
What it looks and feels like:
- Minimalist, focused, dual screens and dashboards
- Calm, serious, logical energy
🎯 Try this: Dedicate time each month in a distraction-free zone for metrics and performance analysis. Visionaries—don’t skip this one!
💧 5. The Contemplative Space — Water Energy (Winter)
Stillness. Wisdom. Renewal. This is where insight emerges and clarity is restored.
Ideal for:
- End-of-cycle reviews
- Visioning and long-term planning
- Purpose and alignment work
- Coaching or self-awareness practices
What it looks and feels like:
- Quiet, soothing, candlelight, nature
- Journals, reflection prompts, no tech
- Space to simply “be”
🎯 Try this: Build regular pauses into your calendar—walks, retreats, quiet mornings—to allow insight to surface.
Why It All Matters
In most businesses, we attempt to do all these energy tasks from one desk. But each activity requires a different environment to flourish. Just as you wouldn’t expect a forest to grow in a desert, you can’t expect high-level strategy work to happen in a chaotic space.
As a leader, your role is to conduct the energy. Your presence, tone, and clarity set the tempo. Be the laser, not the sparkler—focused, not scattered.
Final Thought: Designing Spaces That Support Energy
This week, I invite you to rethink your working spaces—both physical and energetic. Ask yourself:
- Where do I feel most creative?
- Where do I build the best relationships?
- Where do I need focus and control?
- Where do I reflect and reset?
Then design around that.
Because when we honour the energy of each activity, we give our team the environment they need to thrive—and that’s where the real momentum starts.
👉 Email me or send a message on LinkedIn. Let’s share and learn together..
Show Notes
00:00 Introduction to Business Energetics
02:40 Understanding the Impact of Business Energy
04:03 Nature Analogies for Business Environments
07:22 Diagnosing Your Team’s Energy Field
08:10 Creating Positive Team Energy
11:05 The Five Energies of Business
11:19 Creative Space: Wood Energy
14:38 Connective Space: Fire Energy
18:04 Consultative Space: Earth Energy
21:05 Calculative Space: Metal Energy
24:55 Contemplative Space: Water Energy
29:15 Recap and Final Thoughts
by Julia Felton | Jul 8, 2025
Welcome back to Impactful Teamwork! In this week’s episode, I explored the complexities of leading remote and hybrid teams—a topic that continues to surface in many of my coaching sessions with business leaders. One client recently told me how frustrated he was with hybrid working. It’s harder, he said, to build meaningful relationships from a distance—and that got me thinking…
Although remote working is nothing new, many leaders are still grappling with how to lead effectively in this new landscape. Whether your team is fully remote or works in a hybrid setup, the challenges remain the same: how do you build trust, connection, and high performance without being physically together?
Let’s unpack the key takeaways from this episode.
The Core Challenge: Balancing Opposing Priorities
One of the biggest challenges remote leaders face is navigating polarities—those seemingly opposite but equally necessary forces we need to hold in balance. In remote teams, three critical polarities show up:
- Task vs. Relationship
- Individual Identity vs. Collective Culture
- Technology Investment vs. Cost Efficiency
Too often, leaders lean too far into one side of the polarity, resulting in inefficiencies, burnout, or disconnection.
📝 Action Point:
Draw a large “+” sign on a piece of paper. Label the top left quadrant “Task” and the top right “Relationships”. Under each, note the positive and negative consequences of over- or under-emphasising each side. This is a great reflection tool for your next leadership meeting.
Task vs Relationship: Why You Need Both
Remote work amplifies the tension between getting things done and staying connected.
When you over-focus on tasks:
✅ Work gets delivered
✅ Accountability is clear
❌ Relationships weaken
❌ Collaboration drops
❌ Team cohesion suffers
When you over-focus on relationships:
✅ Team members support each other
✅ There’s a culture of trust
❌ Deadlines are missed
❌ Clarity and motivation drop
❌ Accountability becomes fuzzy
The solution? “Both/And” thinking. Effective leaders in remote settings know how to switch gears and intentionally nurture both execution and connection.
📝 Action Point:
In your team meetings, allocate time for both “business” and “bonding.” A 45-minute Zoom can include 30 minutes of agenda and 15 minutes of check-in or celebration.
Conscious Connection: Building Rapport from Afar
In a virtual world, relationships don’t build themselves. Gone are the days of the “water cooler moments”—those spontaneous chats over coffee that helped us stay in touch with each other’s lives.
So, how do we replicate that in a digital environment?
- Schedule regular connection time: Some of my clients hold “virtual coffee chats” or “connection days” with no agenda other than catching up.
- Bring people together in person: If possible, meet face-to-face at least once or twice a year. Nothing builds rapport faster.
- Make time for personal check-ins: Even just five minutes at the start of a Zoom call can make a big difference.
📝 Action Point:
Book a monthly “connection-only” meeting for your team. No agenda. Just show up, chat, and build bonds.
The Hidden Cost of Remote Work: Loss of Informal Learning
One of my biggest concerns about remote work is the loss of osmosis learning. When I started in corporate life, I learned by observing others—how they handled client calls, solved problems, or navigated tough conversations.
Today, with so many people working remotely, new team members miss out on these subtle, powerful learning moments.
📝 Action Point:
Create “shadowing” opportunities—even virtually. Let new hires join experienced colleagues on calls, observe how decisions are made, and then debrief afterward.
Technology: A Double-Edged Sword
Technology has made remote working possible—but it’s also added layers of complexity. We rely on Zoom, Teams, Slack, email, and WhatsApp—but constant pings can kill focus and lead to cognitive overload.
Tips for healthy tech usage:
- Agree on communication channels: Set clear guidelines on what platform is used for what.
- Limit notifications: Encourage team members to turn off alerts during focus time.
- Train your team: Make sure everyone is confident using your tech stack.
- Don’t forget real-time: Real-time communication helps teams feel more connected.
📝 Action Point:
Audit your team’s tech usage. Are there too many platforms? Could you simplify and streamline?
Time Zones and Burnout: A Global Leadership Challenge
Many of my clients work across time zones—from the US West Coast to Asia—which means their working days can stretch from early morning to late night. This isn’t sustainable.
If you’re leading across time zones:
- Define core working hours that overlap
- Be clear on escalation processes outside those hours
- Encourage flexibility so people can manage their energy wisely
📝 Action Point:
Review your team’s calendar habits. Are there boundaries in place to protect wellbeing?
Optimising Team Structure: Less Is More
Research shows that team size and composition are vital to success. The sweet spot? Between 5 and 9 people.
It’s also important to distinguish between:
- Core team members: Heavily involved, long-term contributors
- Peripheral team members: Ad hoc contributors or specialists
Watch out for team members who are overcommitted across multiple projects—they’re more likely to struggle with clarity, focus, and performance.
📝 Action Point:
Map your team. Who’s core? Who’s peripheral? Are you spreading key players too thin?
Final Thoughts: The Leadership Skills Remote Teams Need
Leading remote teams isn’t just about managing logistics—it’s about managing paradoxes. It demands emotional intelligence, presence, and the ability to hold two opposing truths at the same time: the need for performance and the need for people.
I truly believe remote and hybrid teams are here to stay. So the real question becomes:
How will you evolve as a leader to meet this new challenge?
Let’s Continue the Conversation
I’d love to hear from you. What’s worked well for you in leading remote teams? Where have you struggled? What strategies have you discovered that help your team stay connected and productive?
👉 Email me or send a message on LinkedIn. Let’s share and learn together..
Show Notes
00:00 Introduction to Remote Team Management
00:55 Challenges of Hybrid Work
02:30 Understanding Polarities in Virtual Teams
04:01 Balancing Tasks and Relationships
07:11 Leveraging Technology for Better Connections
08:43 Importance of Face-to-Face Interactions
09:56 Informal Communication and Learning
17:22 Addressing Time Zone Challenges
19:30 Optimising Team Structure
21:31 Conclusion and Invitation for Feedback
by Julia Felton | Jul 1, 2025
In this episode of Impactful Teamwork, I shine a spotlight on a topic that is often overlooked yet absolutely critical—boundaries.
Rooted in my experiences with both corporate leadership and working with horses, this conversation unpacks why strong fences (or boundaries) are the foundation for trust, clarity, and high-performing relationships.
As William Arthur Ward reminds us:
“Leadership is based on inspiration, not domination; on cooperation, not intimidation.”
Let’s explore how leaders can use boundaries to inspire trust, prevent burnout, and create deeper collaboration.
Understanding Boundaries: What They Really Mean
Boundaries are more than just limits—they’re agreements that define how we want to be treated. Much like the fences in my horse paddocks, they provide structure and protection without restricting freedom. Horses don’t challenge the fences because they trust them. There’s no need for harshness or constraint—only consistency.
Without boundaries, relationships quickly fall into confusion. Expectations become unclear, trust diminishes, and resentment quietly grows.
🟢 Key Insight: Boundaries aren’t barriers; they’re bridges to safer, stronger relationships.
Why We Must Talk About Boundaries in Leadership
We’ve all experienced relationships—personal or professional—that felt off. Often, we can’t explain why we feel uneasy, frustrated, or depleted. But more often than not, the real issue is a lack of clear boundaries.
When boundaries are absent:
- People say “yes” when they mean “no”.
- Overwork and burnout become the norm.
- Disrespect is tolerated.
- Communication turns passive-aggressive.
On the flip side, healthy boundaries bring:
- Mutual respect and empowerment.
- Greater clarity in roles and expectations.
- Space for real dialogue and feedback.
- The confidence to protect our time, energy, and values.
The Three Types of Boundaries Every Leader Needs
Let’s take a closer look at the three core boundary types that can radically improve both personal wellbeing and team dynamics.
1. Time Boundaries
Many leaders overcommit because they fear saying no. Unfortunately, this leaves no friction point to encourage negotiation or collaboration. If you always say yes, your team never learns what’s realistic.
Action Step: Start saying, “Not right now, but here’s what I can do.” It’s assertive without being dismissive.
2. Value-Based Boundaries
When someone asks you to act against your core beliefs, it compromises integrity. These moments call for courageous conversations.
Action Step: Define your top three values. Ask yourself whether current relationships support or undermine them.
3. Identity Boundaries
A blurred identity often leads to taking on roles or responsibilities that don’t align with who you truly are. Reclaiming your identity helps you lead from a place of authenticity.
Action Step: Make a list of behaviours and interactions you’re no longer willing to tolerate—and stick to it.
Lessons from the Paddock: What Horses Teach Us About Boundaries
Let me introduce you to Bracken, a young pony I rescued at nine months old. She was terrified of people. So I spent months quietly sitting with her and her field mate, slowly building trust.
As she began to engage, I was thrilled. However, in my excitement, I neglected to teach her one vital thing—boundaries. She began walking into my personal space, nudging me, and later pushing into me as she grew.
Initially, I tolerated it. Eventually, though, I realised this was becoming dangerous. Re-establishing those boundaries after months of permissiveness was one of the toughest leadership lessons I’ve learned.
💡 Big Learning: When you fail to set boundaries early, it takes far more energy—and courage—to reinstate them later.
Why We Avoid Setting Boundaries
One of the biggest reasons leaders avoid boundary-setting is fear: fear of being disliked, of being called controlling, or of causing conflict. For many women I’ve coached, this fear is particularly strong.
Yet avoiding conflict doesn’t create peace. It creates resentment.
You simply cannot build healthy relationships with people who don’t respect your boundaries—or worse, don’t even know what your boundaries are.
What Happens When We Don’t Set Boundaries
Looking back on my corporate life, I now see how a lack of boundaries led me to burnout. I never pushed back. I never said “this is too much.” I always said yes.
Eventually, the imbalance in that dynamic left me exhausted and frustrated. There was no healthy friction, no honest communication. Just silent absorption of every request and expectation.
Unfortunately, this is all too common in today’s workplace. Leaders who want to be liked or seem strong often bear the burden alone, quietly carrying more than their fair share.
Resetting Relationships: It’s Not Too Late
You may be wondering, what if I’ve already let a boundary slide? The truth is, it’s never too late to recalibrate. However, it does require courage and consistency.
Take my story with Bracken. Resetting the boundary meant stepping into discomfort, standing firm, and being willing to repeat the message until it landed. It took time—but it worked.
Action Step: Identify one relationship where your boundaries need reinforcement. Then have the honest conversation you’ve been avoiding.
Building Trust Through Boundaries
Think of trust and respect as two sides of a seesaw. If boundaries are unclear, that balance tips. Once trust erodes or respect fades, dysfunction creeps in.
Consider a colleague who repeatedly fails to deliver on time. If you say nothing, that lack of accountability grows. Eventually, it leads to frustration or even conflict.
By addressing the issue early, with clarity and kindness, you protect the relationship and build stronger collaboration.
The Three Relationship Habits of Great Leaders
Let’s wrap up with three core habits that help leaders create boundary-respecting, trust-filled teams:
1. Listen Deeply
High-impact leaders truly listen. They remove distractions and give others their full attention.
Try this: During your next meeting, challenge yourself to listen without interrupting. Let silence do the heavy lifting.
2. Understand Others’ Perspectives
Empathy fuels effective leadership. When you understand someone’s point of view, your response becomes more grounded and respectful.
Try this: Ask a team member, “What matters most to you in this project?” and really listen to their answer.
3. Acknowledge Contribution
Recognition builds confidence. Great leaders offer praise generously—and specifically.
Try this: End each week by acknowledging one teammate’s contribution. Be genuine and detailed.
Final Thoughts: Boundaries Create Brave Leadership
The horses have taught me again and again that boundaries are not restrictions—they are the frameworks for freedom. They help us show up fully and safely in our relationships.
In your business, boundaries create the conditions for high performance, trust, and creativity. Without them, you’ll struggle to lead with clarity—or build a cohesive team.
🧭 Reflection Questions:
- Where are your boundaries currently too loose?
- Where have you compromised too much?
- What is one boundary you’ll recommit to this week?
Let’s Lead Differently—With Strong Fences and Brave Hearts
At Impactful Teamwork, we believe boundaries aren’t a leadership luxury—they’re a necessity.
If this episode resonated with you, please share it with someone who needs permission to say “no,” reclaim their power, or build better relationships. Let’s make setting boundaries the norm, not the exception.
Show Notes
00:00 Introduction to Impactful Teamwork
00:57 Building Strong Boundaries
04:33 Types of Personal Boundaries
04:56 The Importance of Saying No
06:12 Identity and Personal Boundaries
08:17 The Role of Trust in Boundaries
09:00 Lessons from Horses on Boundaries
11:41 Reinforcing Boundaries with Bracken
15:12 Boundaries in Professional Relationships
18:29 Three Tools for Great Leadership
21:36 Conclusion and Final Thoughts
by Julia Felton | Jun 24, 2025
As leaders, we often seek a singular leadership style that defines our approach—firm but fair, visionary, collaborative, or strategic. But in reality, great leadership is far more dynamic. The best leaders don’t wear a crown; they wear many different hats—switching styles depending on what their team needs at any given moment.
In this week’s episode of Impactful Teamwork, I shared lessons fresh from the field—literally. After a week of hands-on leadership at the Paris Air Show, managing a hospitality chalet for an aerospace giant, I was reminded how leadership in action demands agility, presence, and emotional intelligence. It’s not about power or prestige—it’s about being who your team needs, when they need it.
So what does this look like in practice? Let me walk you through the 10 leadership hats that I believe every leader must learn to wear to truly make an impact.
1. The Mentor: Share Wisdom Without Preaching
The Mentor guides rather than instructs. They empower others to think for themselves by asking thoughtful questions and holding space for learning.
💡 Try this:
Instead of giving all the answers, ask your team members, “What do you think is the next best step?”
2. The Coach: See the Potential Before They Do
Coaches spot hidden strengths and push their people to grow. They believe in potential—even when the person doesn’t believe in themselves.
💡 Action step:
Identify one team member who’s playing it safe. What stretch goal could you challenge them with this week?
3. The Defender: Protect Without Hovering
The Defender shields their team from distractions and unnecessary politics. They fight battles behind the scenes so others can focus on their work.
💡 Try this:
Review current team frustrations. Are there obstacles you can quietly remove without fanfare?
4. The Translator: Bridge the Communication Gaps
The Translator adapts their language to suit their audience. This leader doesn’t expect others to speak their language—they learn how to speak others’.
💡 Leadership prompt:
Is your message landing? Try explaining your vision in the simplest terms possible—and tailor it to different generational or personality styles in your team.
5. The Cheerleader: Celebrate Effort and Energy
Everyone needs a cheerleader. This leader is generous with praise, celebrates the small wins, and energizes the team through appreciation.
💡 Quick win:
Recognize someone’s effort publicly today. Bonus points if it’s something small that often goes unnoticed.
6. The Therapist: Hold Space for the Human Stuff
Let’s face it—life happens. The Therapist leader knows when to stop solving and start listening. They make it okay to be human.
💡 Reflection:
Are you always jumping in with solutions? Next time someone vents, try just saying: “That sounds tough. Tell me more.”
7. The Janitor: Clean Up the Mess Without Blame
Sometimes things go wrong. The Janitor rolls up their sleeves and fixes what’s broken—without pointing fingers. They’re about solutions, not shame.
💡 Leadership move:
Next time something fails, lead with curiosity: “What can we learn from this?” before assigning responsibility.
8. The Student: Stay Curious and Humble
Even seasoned leaders need to keep learning. The Student hat means staying open to ideas from anywhere—junior team members, peers, or even customers.
💡 Experiment:
In your next team meeting, ask: “What can we do better?” And really listen.
9. The Mirror: Reflect Back Their Best Self
The Mirror helps others see their own brilliance. They reflect back strengths and hold up a vision of who someone is becoming—not just who they are now.
💡 Practice this:
When giving feedback, balance it with what’s going right. Say, “I see how much you’ve grown in…”
10. The Compass: Provide Direction in Chaos
When everything feels uncertain, the Compass holds steady. They remind the team of the vision, the purpose, and what truly matters.
💡 Anchor your team:
Revisit your team’s ‘why’ at the start of a busy week. Purpose is the fuel that sustains performance.
Why Wearing Multiple Hats Matters
Leadership is not a fixed identity—it’s an ever-shifting dance. Different situations call for different energies. Some team members need encouragement; others need clarity or protection. As leaders, our role is to sense what’s required and step into it—not from ego, but from service.
This doesn’t mean you have to master every hat immediately. Most of us have natural preferences. For example, I naturally love mentoring and cheerleading. But last week, leading a diverse team in Paris, I was constantly shifting between therapist, janitor, and compass roles, depending on what the situation called for.
Leadership is less about having the answers and more about showing up with the right energy at the right moment.
How to Discover Which Leadership Hats Fit You Best
If you’re curious about which leadership hats come naturally to you—and which ones you may need to cultivate—then I invite you to join me on **3rd July for a free 4-hour interactive masterclass:
“Unleash the Game-Changing Potential in Your Team.”
In this session, we’ll use the GC Index®, a revolutionary tool that reveals your natural energy for impact, helping you understand:
✅ Where you add the most value in a team
✅ What activities energize or drain you
✅ How to play to your strengths (and those of your team)
✅ What hats you should wear more—and which to delegate or develop
Everyone will complete their own GC Index profile ahead of time, and during the workshop we’ll explore anonymized group data, breakout exercises, and practical applications to turbo-charge your leadership effectiveness.
🕒 When: Thursday, 3rd July | 3:00pm – 7:00pm (BST)
💻 Where: Online – join from anywhere
🎯 Cost: FREE
🔗 Register now here: https://classes.businesshorsepower.com/game-changing-teams
Final Thought: Leadership Without the Crown
Great leadership isn’t about being the boss. It’s about becoming the kind of leader your team needs—moment by moment, hat by hat.
So this week, take a moment to reflect:
👒 Which leadership hats do you wear often?
🧢 Which ones feel uncomfortable but are necessary?
🎩 What new hat could you try on this week?
Because the most impactful leaders don’t cling to a title—they move with intention, wearing the hat that helps their team thrive.
Show Notes
00:00 Introduction to Impactful Teamwork
00:46 Host Introduction and Episode Prompt
02:27 The Importance of Diverse Leadership
04:52 The 10 Leadership Hats
05:02 Mentor and Coach Roles
07:01 Defender and Translator Roles
09:07 Cheerleader and Therapist Roles
12:52 Janitor and Student Roles
14:39 Mirror and Compass Roles
16:27 Summary and Upcoming Workshop
20:36 Closing Remarks and Call to Action
This podcast episode was inspired by Justin Wright, Founder of Stealth Start-Up
by Julia Felton | Jun 22, 2025
I’m absolutely delighted to share some incredible news — Business HorsePower has been named the Best Leadership Coach in the UK for 2025!
This award is a huge honour, not just for me personally, but for everyone who has supported and believed in the power of nature-inspired leadership. It validates the work we’ve been doing to help leaders and teams thrive in today’s complex and fast-moving world.
Standing Out in a Crowded Industry
This recognition came after a competitive selection process. Hundreds of leadership coaches across the UK were considered. I was chosen because of my unique approach — blending real business experience with the transformative power of horses and nature.
Instead of relying on traditional leadership models, I guide leaders to align their energy, purpose, and strategy through the Unbridled Teamship Roadmap. This is not just coaching — it’s an energetic shift that unlocks momentum in teams and organisations.
Leadership That Connects Head and Heart
My journey started in the corporate world, working for global firms like Arthur Andersen and Deloitte. I know the pressure leaders face — the burnout, the constant change, the need to perform.
That’s why I created Business HorsePower — to offer an alternative. A way of leading that is both powerful and sustainable. My methods help leaders create workplaces where people feel connected, energised, and ready to contribute their best.
Measurable Results That Matter
The results speak for themselves. Clients regularly report:
- Higher levels of trust and collaboration
- Greater clarity and alignment across their teams
- Improved performance and productivity
- Increased employee engagement and retention
Because we focus on the energy of the team, we uncover the hidden dynamics that drive success — or block it.
A New Era of Leadership Is Here
Winning this award is a proud moment, but it’s also a signal. Leaders are ready for something different. They want more than just performance metrics — they want purpose, authenticity, and a way to lead that doesn’t burn them out.
At Business HorsePower, we’re showing what’s possible when we combine strategy with soul. We help leaders build businesses that are not only successful but also sustainable and deeply human.
Thank You for Being Part of This Journey
To all the clients, horses, partners, and peers who’ve been on this journey with me — thank you. This award is a reflection of your courage to lead differently.
👉 Read the full article here
If you’re curious about how this approach could support your leadership or team, let’s talk. The future of work is here — and it’s unbridled.
by Julia Felton | Jun 17, 2025
The art of boundary-spanning leadership and cross-functional collaboration
In today’s fast-paced, interconnected business world, influence doesn’t come from titles—it comes from relationships. And nowhere is that more apparent than in matrixed organisations, where teams and leaders must navigate across geographies, functions, and hierarchies to get things done.
In this week’s Impactful Teamwork episode, I unpack one of the biggest leadership challenges I faced during my own corporate career—and one I’m frequently helping clients overcome: how to lead and influence people across boundaries in complex, matrixed organisations.
Whether you’re in a global role, a cross-functional team, or working remotely with dispersed stakeholders, this episode is packed with insights to help you succeed.
Why Boundary-Spanning Matters
Matrixed organisations are defined by complexity. People aren’t just reporting into a single boss anymore—they’re collaborating across teams, geographies, and functions. That’s why building relationships outside your immediate team is no longer optional. It’s essential.
The Center for Creative Leadership (CCL) calls this skill boundary-spanning leadership, which they define as “the capability to create direction, alignment, and commitment across group boundaries in service of a higher goal.”
Put simply: if you want to influence, lead, and make things happen—you need to learn how to span boundaries.
The Benefits of Boundary-Spanning
Boundary-spanning leaders drive tangible business impact. Some of the benefits include:
- Faster organisational agility to respond to market changes
- Breakthrough innovation from diverse perspectives
- Engaged and empowered teams who feel connected to a wider purpose
- Improved risk management through collaborative problem-solving
- Cross-regional collaboration and global mindsets
In fact, CCL’s research found that people who build and maintain cross-boundary relationships are consistently rated as more influential—while those who don’t are granted far less power within their organisations.
My Personal Experience: Building Influence Through Relationships
Let me share a simple but powerful story from my own days at Deloitte and Arthur Andersen. I used to send out monthly client reports—hundreds at a time—and they had to be printed quickly and accurately. Unintentionally, I formed a strong relationship with the team in the print room by chatting with them and picking up my own documents.
Over time, they began prioritising my jobs, often bumping me up the queue during tight deadlines. I hadn’t planned that influence—it came from genuine human connection. Years later, when I was promoted to Director, they were shocked. “You’re a Director? But you come and get your own printing!”
That relationship saved my team hours of stress and delays. It’s a powerful reminder: influence doesn’t require authority—it requires rapport.
The Five Types of Boundaries in Organisations
If we want to become more collaborative leaders, we need to understand the different types of boundaries we may need to span. CCL outlines five key categories:
- Horizontal – Between functions (e.g. Sales vs. Marketing) or departments at the same level
- Vertical – Between levels of seniority and power within the hierarchy
- Stakeholder – With external partners like customers, suppliers, or investors
- Demographic – Across differences in gender, culture, personality, or generation
- Geographic – Across locations, time zones, or regional markets
For me, the most common ones I navigated were horizontal and geographic boundaries. Often, I acted as the connector—linking up teams who didn’t realise they were working on the same projects.
The Hardest Boundary? Horizontal Ones
Interestingly, CCL found that horizontal boundaries—between departments—were both the most valuable and the most difficult to span. Why?
Because often there’s competition for resources, conflicting priorities, or lack of awareness. One team may hoard information, fearing it could lose power. But this siloed thinking is incredibly costly.
As a leader, I constantly observed duplicated efforts, wasted resources, and missed opportunities—all because people weren’t talking to each other. As matrixed structures become more common, we must shift our mindset from protection to collaboration.
The Gap Between Intention and Action
Here’s a sobering stat:
86% of senior leaders say cross-boundary collaboration is critical to their role.
But only 7% feel very effective at it.
That’s a 79% skills gap.
The solution? Investing in collaborative behaviours and adopting the three universal strategies of boundary-spanning leadership.
1. Managing Boundaries
Set the foundations for collaboration:
- Create a team charter to clarify purpose, roles, and goals
- Practice perspective-taking—ask, “How would our partner team see this?”
- Shadow colleagues in other departments for deeper understanding
- Build psychological safety by being consistent, reliable, and trustworthy
2. Forging Common Ground
Build bridges, not walls:
- Reach out to under-utilised groups and stakeholders
- Prioritise personal connection before transactional conversation
- Host cross-functional meetings to surface shared goals
- Adjust KPIs to reward collaboration, not just siloed performance
3. Discovering New Frontiers
Create new possibilities by working across boundaries:
- Launch joint projects with other teams or even external competitors
- Partner with a complementary organisation to deliver client value
- Run small experiments to test cross-boundary collaborations
- Challenge old rules—ask, “Does this boundary still serve us?”
In my corporate role, I formed a joint venture with a competitor in the US to offer clients a global hotel survey platform. It was bold, unexpected—and incredibly valuable. Together, we created something that neither of us could have achieved alone.
Small Steps, Big Wins
You don’t have to overhaul your entire network today. Just start with one new connection. Reach out. Ask questions. Be curious.
As the Japanese concept of Kaizen teaches us, small improvements add up over time. A 1% shift in your collaborative habits can lead to exponential impact.
So this week, I invite you to ask yourself:
- Who outside of my team could I build a stronger relationship with?
- What boundary am I willing to cross to create greater impact?
- How can I lead across the organisation—not just within it?
Final Thoughts: Leadership Beyond Your Box
If we want to create sustainable performance, we can’t stay in our silos. Today’s successful leaders are connectors, collaborators, and catalysts for change.
They don’t just manage down—they lead across.
So let’s move beyond our box on the org chart and embrace the wider system. Because real influence comes from building bridges, not staying in our lane.
Until next time—here’s to building boundary-spanning, high-impact relationships that unlock the full potential of your team and organisation.
Would you like support developing your boundary-spanning leadership skills or helping your team become more collaborative and connected? Let’s have a conversation—just reach out.ious and keep leading with energy.
Show Notes
00:00 Introduction to Leading in a Matrix Organization
01:08 The Importance of Building Relationships
04:16 Examples of Effective Relationship Building
07:10 Challenges in Creating Cross-Functional Relationships
07:37 Types of Organizational Boundaries
18:14 Strategies for Effective Boundary Spanning
25:54 Conclusion and Final Thoughts
