Embracing Change: What Experts Say About Leadership, DEI, and the Future of Work

In an engaging discussion between Nicolas Bivero, the CEO and Co-founder of Penbrothers, and Nicole Golloso, a seasoned HR professional at McCann in Singapore, we discover a compelling story about how the world of work is transforming. They share a vision where human connection, empathy, and adaptability redefine traditional norms of leadership, Diversity, Equity, and Inclusion (DEI), and the future of work. The narrative unfolds through Nicolas’s experience of leading a company amid growth challenges and Nicole’s journey of navigating the complexities of HR in a diverse and evolving workplace.

A New Kind of Leadership: Leading with Empathy

The conversation opened with a deep exploration of leadership, focusing on the importance of mental health and self-awareness. A 2022 Deloitte cross-industry study revealed that only 59% of surveyed employees rated their well-being as good or excellent. The primary factors negatively impacting well-being were heavy workloads or stressful jobs (30%) and insufficient time due to long work hours (27%).

This disconnect underscores the need for a more empathetic leadership approach, one that values the mental health of both leaders and their teams. The traditional view of leadership has often been about driving performance at all costs, but Nicolas and Nicole offer a refreshing perspective that humanizes growth. They highlight that leadership must go beyond setting and meeting goals—it should encompass the well-being of those we lead.

Nicole’s journey is a testament to the value of prioritizing well-being in leadership. She candidly shared her struggles with mental health:

“Mental health is important and that our well-being is important as well as our people’s well-being.”

Nicole’s story reveals how her challenges shaped her leadership approach. This aligns with a study by Harvard Business Review, which found that vulnerability in leaders fosters stronger team loyalty and engagement. Nicole’s story exemplifies how turning personal challenges into leadership strengths can make a significant impact.

“I went through it, in my personal life, I went through it on my own. Me incorporating that in the kind of HR approach and leadership that I have made it easier in a way.”

Nicolas also reflected on how experiencing stress and mental health issues shaped his outlook on leadership. This experience taught him the importance of understanding and acknowledging struggles within his team:

“It really made sense to me much more once I actually experienced certain mental health problems due to stress.”

This shared vulnerability speaks to a broader narrative—leaders must evolve to embrace empathy, making space for the struggles and growth of their people. They emphasized that a leader’s responsibility is not just about navigating organizational challenges but also about being attentive to the human aspect of work.

Nicolas brought up another crucial aspect of leadership—self-awareness. He highlighted the importance of recognizing blind spots that may harm team dynamics:

“Blind spots are usually where the damage really happens.”

According to research by Zenger Folkman, over 85% of Fortune 500 companies utilize 360-degree feedback as a cornerstone of their leadership development processes. However, the effectiveness of these programs significantly depends on proper implementation. Nicolas’s reflections on addressing blind spots highlight the importance of ongoing learning and development in leadership. This humility, combined with empathy, forms the foundation of a supportive and thriving workplace culture.

Key Takeaway: Leadership today requires empathy, self-awareness, and a commitment to growth. By embracing vulnerability and recognizing blind spots, leaders can create supportive environments that promote well-being and productivity, ultimately fostering stronger teams and more resilient organizations.

Fostering Inclusion: Diversity as a Strategic Advantage

The conversation then shifted to Diversity, Equity & Inclusion (DEI), with both leaders highlighting the power of diversity in creating strong, resilient teams. A McKinsey report highlights that organizations in the top quartile for ethnic and racial diversity in management are 35% more likely to outperform their peers financially. This economic imperative showcases the critical advantage that embracing diversity brings to an organization. For Nicole, stepping into a regional role in Singapore expanded her understanding of how diversity can be leveraged for greater organizational impact:

“Transferring to a more regional and global space compared to just the Philippines changes your perspective as a leader. I’m not the stereotypical Asian—I’ve had extensive exposure, not just through travel but also in managing a diverse, multicultural team. This experience has made me more vocal and straightforward about my needs, which has earned me respect as an HR leader, and even as a woman.”

Nicole’s experience illustrates how working with diverse teams opens leaders up to new ways of thinking, challenging their own biases and preconceived notions. It’s about learning to adapt communication and leadership styles to meet the diverse needs of individuals, which in turn fosters creativity and resilience within teams.

Nicolas, on the other hand, discussed the diversity within the Philippines, which extends beyond nationality to include regional identities, dialects, and lived experiences:

“The reality is we still are very bureaucratic as a country… yet we also have so much talent and people who are very resourceful.”

He emphasized the importance of breaking down barriers to make opportunities accessible:

“There are extremely talented people all over the Philippines. And so how do we also bring them into the organization, ideally without having to move them to Manila if they happen to live in other places?”

The emphasis on inclusivity regardless of location underscores a core theme in today’s workplace—providing equitable opportunities to all, not just those located near the traditional business hubs. Both Nicole and Nicolas recognized that by making diversity and inclusion central to business strategy, companies can foster richer collaboration and more innovative problem-solving.

Key Takeaway: Diversity goes beyond just representation—it is a strategic advantage that drives innovation and resilience. Leaders must embrace cultural intelligence and ensure that opportunities are accessible to all, regardless of geography. By doing so, organizations can unlock the full potential of their workforce.

The Future of Work: Flexibility as a Catalyst for Growth

The conversation naturally transitioned into the future of work, where Nicole and Nicolas shared insights on the shifting nature of work environments and the growing demand for flexibility. The growing demand for flexibility was a central theme in Nicolas and Nicole’s conversation, emphasizing the need for adaptability in modern workplaces. Nicole shared her experience of working remotely from Siargao for a year, an arrangement that did not hinder her performance but rather allowed her to excel:

“I was living in Siargao for a whole year… I was already with McCann at that time too, doing my HR work, but from Siargao. And I was able to go through a full year without impacting the quality of work I was delivering.”

This shift aligns with a Stanford study that found a 13% increase in productivity among remote workers due to reduced distractions and commuting stress. Nicole’s experience reflects how allowing employees to work from locations like Siargao can unleash untapped potential and foster an inclusive workforce. Remote work opens up opportunities for those living in less central areas to participate in the global economy. Nicole emphasized the importance of decentralizing work opportunities:

“If more and more companies—not just in the BPO industry, but even in other industries—would be more open to decentralizing… then you give more Filipinos the opportunity to work, to show what they are capable of.”

Nicolas echoed this sentiment, pointing out that flexibility is a key differentiator in attracting and retaining top talent:

“If we want the best people and the most motivated people, that’s part of the future of a company and of work itself.”

The discussion emphasized that the future of work is not about reverting back to the traditional office-based model but embracing flexibility to meet employees’ needs. This approach not only fosters satisfaction but also enhances productivity and creativity. Nicole highlighted a critical issue—there is not a lack of talent, but rather a mismatch between skills and the demands of industries:

“The shortage is not due to a lack of people but rather a mismatch between available skills and what businesses need.”

Both leaders agreed that reskilling and proactively adapting to changing job requirements are essential strategies for bridging this gap. The World Economic Forum predicts that by 2025, 50% of all employees will need reskilling due to advancing technologies and evolving industry needs. This means that fostering a culture of continuous learning is not just beneficial, but essential for companies to remain competitive in a rapidly changing environment.

Key Takeaway: Flexibility is a cornerstone of the future of work. By embracing remote work, decentralizing opportunities, and investing in continuous learning, organizations can build a workforce that is not only adaptable but also motivated and equipped to meet future challenges.

Humanizing Growth in the Evolving Workplace

Nicolas and Nicole’s conversation weaves together a powerful narrative on how leadership, DEI, and the future of work are interconnected through the shared theme of humanizing growth. They highlighted that the future of work lies in flexibility, empathy, and inclusivity, and leaders play a crucial role in making this transformation happen. By promoting emotional intelligence, embracing diversity, and rethinking traditional work models, leaders can create environments where both people and businesses thrive. As Nicole aptly put it:

“It goes back to the basics of being human—not just to others but to ourselves.”

This sentiment encapsulates the heart of their discussion—effective leadership in the evolving world of work starts with empathy, self-awareness, and a commitment to humanizing growth. By focusing on people first, organizations can create a culture where growth means not just improving metrics but also enriching lives.

For more in-depth insights and to hear the full conversation between Nicolas and Nicole, watch the complete video here: