Opportunities for Innovation and Impact

For aspiring and emerging leaders, innovation is not simply a corporate buzzword or a line in a strategy document. It might be the essence of why they step into leadership in the first place. 

Innovation is about solving problems in new ways, questioning outdated systems, and finding opportunities to create something meaningful. When leaders are given the freedom to contribute, experiment, and grow, they not only feel engaged but also bring fresh energy to their organisations. Without these opportunities, however, their passion can quickly turn into frustration or disengagement. Some may even begin looking for workplaces where creativity is truly valued.

According to Gallup's State of the Global Workplace: 2025 Report, in Australia and New Zealand, 77% of respondents are either not engaged or actively disengaged. While there's been a slight improvement in engagement, the majority of employees remain disengaged, with a significant 12% actively disconnected from their work.

What’s getting in the way?

Despite the desire to innovate, many workplaces unintentionally stifle creativity. Rigid hierarchies often mean that only senior voices are heard, leaving aspiring leaders feeling invisible. Fear of failure is another powerful barrier, as individuals worry that their ideas will be dismissed or criticised. On top of that, short-term pressures often consume leaders’ time, leaving little room to test new ideas or explore alternatives.

A culture that prioritises compliance over curiosity sends a clear signal: it’s risk-averse. And when that happens, organisations risk losing both potential and productivity.

What leaders can do differently

Creating a culture of innovation doesn’t always require massive change programs or big budgets. Often, it begins with small but intentional shifts.

Start by building psychological safety within your team. When people feel safe to share ideas and speak up, creativity flows. Leaders can also model curiosity themselves: ask open-ended questions, listen deeply, and show genuine appreciation for contributions, even if ideas aren’t implemented straight away.

Another powerful strategy is to encourage small experiments. Innovation doesn’t always need to be disruptive or organisation-wide; it can begin with pilot projects or low-stakes trials. These allow leaders to test new ideas without significant risk, while building confidence and momentum.

Importantly, innovation should be connected to purpose. Emerging leaders are most inspired when they can link creativity to values such as inclusion, sustainability, or wellbeing. When innovation isn’t just about efficiency but about making a meaningful difference, people feel motivated to give their best.

Why this matters now 

Innovation is no longer a “nice to have.” In today’s fast-changing work environment, it’s essential for keeping leaders motivated, engaged, and future-ready. Aspiring and emerging leaders want more than stability, they want to know their ideas matter, their contributions count, and their creativity can make an impact.

When organisations fail to provide these opportunities, they risk disengagement, turnover, and the loss of the very people who could help them adapt to change. On the other hand, when leaders feel empowered to innovate, the benefits are significant: loyalty, creativity, resilience, and stronger performance across the business.

Opportunities for innovation and impact are not just about improving processes; they are about unlocking the full potential of people. By creating environments that encourage experimentation, reward curiosity, and align innovation with purpose, organisations not only attract and retain top talent but also prepare themselves to thrive in times of change. For aspiring leaders, this isn’t just about professional growth, it’s about being part of a culture where their creativity helps shape the future.