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The pace of workplace transformation is accelerating. AI is changing how teams operate, traditional career paths are becoming less linear, and leaders are being asked to do more than adapt — they’re being asked to help others evolve. As Forbes predicts, organizations are shifting from hybrid workplace models focused on time and location to hybrid workforce models where humans and AI work together as teammates. In this new environment, employees face growing ambiguity, evolving roles, and rising expectations for skills that don’t always come with a clear roadmap.
This shift is forcing a new question for leaders: how do you prepare your workforce not just for what’s next, but for what’s constantly changing?
Today, the most successful leaders are those who help their teams stay curious, embrace ambiguity, and find strength in reinvention. That’s why we invited Francesca Cornelli, Dean of Northwestern’s Kellogg School of Management, to join our latest Medley Moments conversation. Dean Cornelli is not only preparing the next generation of business leaders, she’s modeling what it means to evolve, experiment, and stay open to possibility-even in senior leadership roles.
At Medley, we call this dynamic leadership: the ability to lead through uncertainty by developing adaptability, resilience, and human connection. Coaching your talent to reinvent themselves is one of the most valuable capabilities you can offer, and one of the most urgent.
1. Normalize the Nonlinear Path with Narrative Coaching
Success today rarely looks like a straight line. Yet many high performers struggle to view pivots or pauses in their career as progress. Narrative coaching helps individuals reframe their story to see these moments not as setbacks, but as strategic chapters in growth.
As Dean Cornelli pointed out, nonlinear paths are not only common, they are powerful. “My career has always been a bit erratic. It was not linear. If an opportunity arrives and it’s interesting, jump.”
Leaders can help team members reframe detours or disruptions as valuable chapters in their development. Try asking:
This kind of reflection helps people find clarity and confidence in reinvention, and removes the pressure to have it all figured out.
2. Use the GROW Model to Structure Career Conversations
The GROW model (Goal, Reality, Options, Will) is a foundational coaching tool that helps individuals gain clarity and momentum. When someone is stuck or unsure about their next step, this structure can move the conversation from hesitation to action.
This framework works well in one-on-one settings and can also be adapted for team development programs. Dean Cornelli shared that at Kellogg, they emphasize the importance of creating low-stakes environments for this kind of exploration. Students are encouraged to experience new environments and even fail, so they can better understand what fits.
“If you have to fail, fail now. Understand where your strengths lie.”
3. Use the SCARF Model to Create Motivating Conditions for Change
The SCARF model (Status, Certainty, Autonomy, Relatedness, Fairness) by David Rock outlines five core social needs that influence how people respond to change. Understanding these drivers helps leaders create environments where reinvention feels safe and motivating.
When leaders address these needs, team members are more likely to take risks, speak openly, and explore new paths with confidence.
4. Build Psychological Safety to Unlock Risk-Taking and Learning
There is one truth that holds across every organization: people drive performance. No matter the industry, business model, or technology in play, it’s the human element that determines long-term success. And for people to perform at their best, they need to feel safe, seen, and supported.
Psychological safety is what makes that possible. It’s the shared belief that individuals can speak up with questions, concerns, ideas, or mistakes without fear of embarrassment or retaliation. In fast-changing workplaces, this kind of safety is a necessity for growth, learning, and innovation.
Here are three ways leaders can actively build psychological safety in their teams:
At Medley, we work with forward-thinking organizations to build the leadership capabilities needed to thrive through change. That includes equipping their managers and teams with practical coaching frameworks like GROW and SCARF, delivered through expert-facilitated group coaching sessions.
Our group coaching programs are designed to make reinvention practical. Leaders learn how to apply these frameworks in real conversations, reflect on their own evolution, and support others in doing the same. These experiences build the habits and mindsets that drive sustained leadership development across teams. In a moment when change is constant, investing in dynamic leadership is a strategic advantage.
Connect with our team here to learn how Medley supports organizations in preparing their people for what’s next.
