Every September, R U OK? Day reminds us of the power of a simple question: “Are you OK?” This year’s theme, “Ask R U OK? Any Day,” is a powerful reminder that these conversations don’t need to be saved for a single calendar date — they should be part of how we connect with one another every day.
One day you’re working alongside your peers, the next you’re expected to set direction, manage performance, and support people through all the ups and downs of work life. That’s a lot. Here’s the thing: nobody expects you to have it all figured out on day one. But there are five leadership skills that will make the transition smoother—and help you feel confident, not just competent.
Resilience has become a workplace buzzword—but for leaders, it’s more than a nice concept. It’s a critical skill to cultivate within teams. In high-pressure environments where change, deadlines, and challenges are part of daily life, resilience is what keeps teams from buckling under the weight.
Stress isn’t always negative. Short bursts can sharpen focus, drive creativity, and fuel performance. But when stress is constant, unmanaged, or ignored, it chips away at wellbeing, morale, and productivity. Resilient teams recognise this reality. They don’t pretend stress doesn’t exist—they acknowledge it, manage it, and adapt.
Workplace wellbeing isn’t just a wellness perk or an HR initiative. It’s a direct line to higher performance, better retention, and stronger business outcomes. In today’s fast-paced, high-pressure world, companies that prioritise wellbeing don’t just look good—they win.
Burnout isn’t just about being “too busy.” It’s about being under sustained pressure with too little support. It’s the result of environments that reward overwork and overlook recovery. By identifying and addressing the psychosocial risks that lead to burnout, HR and Culture leaders can move from reaction to prevention—and build workplaces where people don’t just survive, they thrive.
Workplace safety has evolved. It’s no longer just about physical hazards—psychological and social risks now play a central role in employee wellbeing and performance. These are known as psychosocial hazards, and they’re now a major focus for Australian HR professionals and People & Culture leaders who want to build healthier, more sustainable workplaces.
We’ve all seen the script: high-performing leaders who run on four hours of sleep, power through 60-hour weeks, and wear burnout like a badge of honour. But in 2025, that narrative is outdated—and dangerous. In high-stress, high-stakes environments, what actually defines a resilient leader isn’t how much they hustle. It’s how well they rest.
It’s no secret: Australian workplaces are under strain. Between rapid digital transformation, post-pandemic recovery, staff shortages, and economic pressure, stress is now an unofficial member of every team. For HR leaders and Chief People & Culture Officers, the challenge is crystal clear—how do we build psychologically safe, productive environments without sacrificing our people’s wellbeing?
