“People Risk” in a changing world: Why Leadership Capability matters more than ever
Last week, Paula Gibson represented The Oxford Group during CRF HR Function and Risk Management: Navigating Complexity with Resilience.
Here are some key themes and reflections from the conference – insights that are already influencing how The Oxford Group assists its clients in leadership and management development.
A shifting world of work
I recently attended the CRF HR Function and Risk Management: Navigating Complexity with Resilience conference, and it left me reflecting on just how rapidly the world of work is changing. Every conversation pointed to the same reality: people risk has moved centre stage. It is no longer something organisations can afford to treat as a parallel concern. It is now one of the most significant factors shaping business performance, agility and long‑term resilience.
One of the standout discussions was around the recent update to the UK Employment Rights Act, which reduces unfair dismissal protection from two years to six months. This is more than a legal change. It fundamentally reshapes what the first months of employment mean. The clarity, feedback and support employees receive early on suddenly matter far more. And the people who shape that experience most directly are managers. Their confidence and capability now carry real business risk.
Leading through complexity
What the conference made clear is that leaders today are facing an environment that is more complex and more contradictory than ever before. Data doesn’t always align, external pressures change quickly and there are fewer clear, binary answers. Instead of certainty, what leaders need is the ability to navigate nuance. The world isn’t simplifying itself any time soon, so our approach to leadership has to evolve to match it. This is where human capability becomes critical. Leaders who can communicate clearly, create trust, ask the right questions and support people through uncertainty become vital anchors. They reduce confusion. They create stability. They keep teams aligned when everything around them is shifting.
Why talent can’t be a once a year activity
If there was one theme that came through loud and clear, it was this: talent management can’t happen once a year anymore. The pace of change is simply too fast. Capability gaps can surface suddenly. New expectations can emerge within weeks. And organisations that rely on an annual cycle are effectively managing their talent through a rear‑view mirror. When we only check in on talent annually, we miss early warning signs. We miss opportunities for development. We miss the chance to intervene before a small people risk becomes a major business risk.
The consequences of not investing
It’s easy to think of leadership capability as something that can wait for a quieter moment, but the consequences of delaying investment are real. New starters leave early when onboarding feels unclear or inconsistent. Managers avoid performance conversations because they don’t feel equipped, allowing issues to grow until they become more complex to resolve. Teams start to disengage, wellbeing dips and psychological safety erodes. Talent pipelines thin out, leaving organisations exposed at precisely the time they need the most adaptability. None of this usually happens with big dramatic moments. It happens quietly, in the background. But its impact on performance is anything but quiet.
The power of well equipped managers
The good news is that the benefits of investing in leadership capability show up just as clearly. When managers are well equipped, you notice it immediately. Expectations are clearer. Conversations happen earlier. Teams feel supported. Change feels more manageable. Leaders pick up risks before they take root. These managers become both future‑ready and growth‑ready. They help organisations stay resilient, responsive and aligned even as the external world continues to move at speed.
Supporting organisations for sustainable growth
At The Oxford Group, we work with organisations to build exactly this kind of deep, sustainable leadership capability. Through practical development, coaching and experiential learning, we help managers strengthen the human skills that matter most in fast‑changing environments. Our focus is on equipping leaders to reduce people risk, support their teams with confidence and build healthier, more resilient organisations. By developing strong leadership from the ground up, we help businesses strengthen their cultures, safeguard performance and enable long‑term growth.
If you’re experiencing similar challenges, our team is here to explore them with you and provide support. Get in touch via the link below to start the conversation.