On this episode of Scouting For Growth, Sabine VdL speaks with Sterling Parker, SVP of Global Solutions & Services at Ivanti, to unpack a leadership challenge that’s quietly reshaping every enterprise operating model: Flexibility is now a talent requirement… but most workplaces still treat it like a perk. Sterling brings insights from Ivanti’s latest Technology at Work report, revealing why the future-ready workplace won’t be built by chasing productivity alone — it will be built by designing work that’s efficient, human, and sustainable. The flexibility gap leaders can’t ignore The report uncovers a striking disconnect: 73% of office workers and 83% of IT professionals say flexible working is high value or essential but only 23% of employees describe their current job as highly flexible That gap isn’t just a culture issue — it’s a competitive one. Because when flexibility expectations rise and workplace reality doesn’t, talent doesn’t “wait it out.” They leave. And when top talent exits (or never joins), innovation slows. Sterling calls it out clearly: losing talent creates innovation stagnation—and the cost compounds fast. Flexibility isn’t free — but inflexibility is expensive Sterling highlights something leaders often underestimate: employees calculate flexibility in real-life terms. There’s a cost in commuting. A cost in time away from family. A cost in burnout. Post-COVID, people are simply more willing to switch employers to regain control over their time. Refusing to adapt doesn’t preserve performance — it increases attrition risk. Listening is the strategy A key message in this episode: don’t design flexibility from the boardroom. Sterling stresses that leaders must hear directly from teams what’s blocking flexibility — whether it’s perception, policy, or workflow reality. Without that feedback loop, it becomes almost impossible to align employee demand with business objectives. Flexibility is not “one-size-fits-all.” It’s negotiated at the team level, shaped by goals, responsibilities, and trust. Define success or you can’t scale flexibility Sterling also offers a practical leadership test: if you haven’t defined what success looks like for an individual, how will you measure whether flexible work is producing outcomes worth continuing to invest in? This is where flexibility becomes operational — not ideological. Clear expectations + measurable outcomes = flexibility that works for both the business and the employee. The shadow AI warning The report also points to the rise of shadow AI—tools employees adopt without formal governance, often to move faster and work smarter in environments that aren’t meeting their needs. That’s both an opportunity and a risk: opportunity, because teams are hungry for efficiency risk, because unmanaged AI introduces security and compliance exposure Why this episode matters For enterprise leaders — especially in highly regulated sectors like insurance and financial services — this episode is a wake-up call: The workplace isn’t just competing on salary anymore. It’s competing on time, autonomy, and trust. Because the future of work won’t be won by the companies that demand presence. It will be won by the ones that build workplaces people don’t want to escape from.