Born to Disrupt – Purpose-Led Leadership and Transformation with Martin Ewart
In this episode of Born to Disrupt, leadership coach and transformation expert Martin Ewart joins the hosts to explore how modern organisations can embrace purpose-led leadership, empower their people, and drive meaningful cultural change. Drawing on his extensive corporate and coaching experience, Martin shares why trust, collaboration, and clarity of purpose are essential for successful transformation—especially in today’s rapidly evolving world of work.
From Strategy Delivery to Human-Centred Leadership
Martin begins by outlining his professional journey, which started in the world of corporate strategy and evolved into senior transformation roles within major UK banks. Initially focused on delivering results through structural and technological change, he now reflects that the true drivers of successful transformation are not processes or tools, but people, culture, and purpose.
He describes an early belief in the power of centralised IT and process standardisation as a route to efficiency—a mindset typical of large corporates at the time. However, experience showed that meaningful, lasting change requires collaboration, inclusion, and psychological safety. Transformation cannot be imposed top-down; it must be co-created.
The Flaws of Traditional Leadership Models
Martin critiques the traditional, hierarchical models of leadership that still dominate many large organisations. Rooted in military thinking, these models prioritise control, authority, and performance metrics—often at the expense of engagement, creativity, and well-being.
In contrast, he argues that today’s environment calls for distributed leadership, where power and decision-making are shared more equitably. Employees, especially from younger generations, want to work for organisations that reflect their values and invest in their development. Leadership, therefore, must shift from command to coaching, from telling to listening.
Martin emphasises that leaders should foster environments where teams feel safe, seen, and heard. Trust and psychological safety are critical conditions for innovation, particularly when organisations are navigating rapid change or uncertainty.
From Start-Up Energy to Enterprise Empowerment
The discussion explores the differences between start-ups and established enterprises. Start-ups are often fuelled by a shared sense of purpose, which drives alignment and momentum. However, as companies scale, they frequently lose this clarity and connection.
Martin highlights the importance of clarifying purpose at every stage of growth. In large organisations, strategy can often feel abstract or disconnected from day-to-day work. To address this, leaders must involve employees in shaping strategic direction, translating vision into action, and measuring success in ways that matter to both staff and customers.
He shares a real-life coaching example where a founder initially equated success with a lucrative exit. Through coaching, the founder identified a deeper motivation—impact—which ultimately enhanced the business’s positioning and legacy.
Power, AI, and the Future of Work
The conversation turns to the future of work, especially the implications of data, AI, and automation. Martin notes that as AI becomes more embedded in organisations, power dynamics will shift. Influence will increasingly reside with those who understand and harness data, regardless of their position on the org chart.
This shift demands a cultural response: organisations must foster adaptability, flatten hierarchies, and encourage continuous learning. Leaders should not only understand emerging technologies but also create space for ethical reflection, curiosity, and collaborative problem-solving.
Coaching, Mutual Respect, and Human Connection
Martin concludes by reflecting on his work as a leadership coach. He believes that everyone—no matter how senior—benefits from external perspective and challenge. His approach is anchored in trust, mutual respect, and shared responsibility for outcomes, values captured in the name of his consultancy, Hanya, which means “mutual respect” in Shona.
The episode offers a refreshing and human take on transformation. Rather than focusing solely on systems or strategies, Martin underscores the central role of empathy, empowerment, and clarity of purpose in building resilient, high-performing organisations ready to thrive in a changing world.
