Workplace360: To kick us off, please share your history with BOSS Leaders of the Future (LOTF).
James Day: I joined LOTF in 2019 after recommendations from colleagues at Durable and others in the industry, many of whom I was just beginning to get to know at the time. It’s been a fantastic environment for meeting like-minded individuals. Over the years, many of those who’ve been part of the committee have become people I trust and can rely on for honest opinions and advice.
Amy Remmer: My journey with LOTF began with immediate inspiration. From that first event, I knew I wanted to be more involved. Applying to the committee was daunting, but I overcame my fears and took the leap. Witnessing the exceptional leadership of Alex Stone and Rachael Lewis as they concluded their tenure ignited a desire within me to contribute at a higher level. My passion for this industry and dedication to supporting others in their career growth fuelled my decision to pursue the leadership role.
W360: All right, let’s discuss your two-year roadmap.
JD: We’ve called it Solving the Puzzle for Individual Growth. The idea is that personal development is a jigsaw puzzle – a bridge between where people are now and where they want to be.
We’ve deliberately avoided defining ‘success’ because it’s subjective and doesn’t necessarily mean earning more money or getting a higher-ranking job. For some, it’s about improving assertiveness, building associations or mastering specific skills.
To create the roadmap, we gathered feedback through questionnaires and discussions, identifying eight core subjects aspiring young leaders value most. These now form the foundation of our events. For example, our last conference – which was our first as co-Chairs – concentrated on imposter syndrome and self-confidence and the aim is for each event to provide a ‘puzzle piece’ for participants.
AR: We have outlined a roadmap for the future, identifying key areas crucial for career development. Our upcoming webinar and in-person conference in Q2 are strategically designed to address these critical topics directly, providing professionals with the essential tools and knowledge they need to thrive.
We understand that career growth is not a linear path, but a dynamic journey filled with challenges, triumphs and the resilience to overcome obstacles. Some individuals may already possess key elements of success and are poised for significant advancement. Our mission is to assist them in connecting the dots, bridging any knowledge gaps and building the momentum they need to lead with confidence.
W360: So, what’s on the horizon?
AR: We have some exciting plans in the works. One key area we’ll be exploring is finance for non-finance professionals – an interactive, hands-on learning experience in a new and exciting area. We’ll also delve into crucial areas like conflict resolution and negotiation skills, which are essential capabilities for anyone navigating relationships with stakeholders, clients or colleagues.
We’ve always prioritised building confidence in our participants, which has proven invaluable. Now, James and I are taking our approach to the next level. We’re focusing on delivering highly practical, skills-based sessions that equip participants with the tools they need to excel.
W360: What else are you looking to focus on going forward?
JD: Ensuring all parts of the industry are well-represented. Dealers, for example, have been slightly underrepresented in the past, but it’s starting to change. At our last conference, we saw great representation from companies such as United UK and Heatons, thanks to Alex championing this effort.
Looking ahead, I’d like to see a strong balance across wholesalers, dealers and manufacturers. Another key focus for us is encouraging audience participation. At these events, you often hear the same voices, but we want to create an environment where everyone feels comfortable contributing.
AR: We’re also eager to attract a more diverse range of people from various roles and organisations. While we have a strong presence within the sales and marketing sector, we want to emphasise that LOTF is not solely focused on sales. It’s a growth programme designed to help individuals at all stages of their careers, regardless of their current role or seniority. Continuous learning is essential throughout any professional journey, and it’s never too late to acquire new expertise and boost your career.
W360: Are you looking to expand the LOTF community? If so, how?
AR: Absolutely! The aim is to utilise the BOSS website to enhance community engagement. We’ve created a dedicated section under Special Interest Groups that serves as a central hub. This platform provides access to resources like webinar recordings and past conference content. It also includes forums where members can discuss topics of interest, share ideas and provide feedback.
We actively encourage forum participation. While we have planned key topics for upcoming sessions, we’re open to adapting our plans based on the valuable feedback we receive from our community.
W360: LOTF certainly seems to be creating our next generation of leaders, colleagues and friends within the industry.
AR: Definitely. When I first started attending industry events, I felt like an outsider. I knew no one, and being one of the few women in the room was overwhelming. I was surrounded by accomplished business leaders – mostly men – who exuded confidence and familiarity. Joining LOTF was a game-changer. It gave me the courage to believe that I belong and could be that leader. Now, I’m determined to help others feel the same. Our mission is clear: we are creating a strong and supportive safe space where young professionals can thrive and rise with confidence.
JD: I couldn’t agree more. The camaraderie in our industry is unique and sets us apart. The willingness to share knowledge and experiences and to help each other is rare.
W360: One final question – what’s your message to the industry?
JD: It’s simple: LOTF offers a community for anyone at any stage of their career to form meaningful connections across the industry. This isn’t just for professional development; it’s personal too and LOTF offers real, tangible value. Personally, it’s helped me become more confident in conversations with customers and my peers.
If anyone would like to know more, contact me or Amy. We’re happy to chat and share the LOTF story and the benefits it offers.
AR: By encouraging employees to be part of something like LOTF, you’re cultivating the next generation of diverse leaders who will shape the future of our industry for years to come.
When I began my career in sales at VOW at 18, it was simply a job. However, I quickly realised my desire for growth – to lead, inspire and create opportunities for others. For those who may not find those opportunities within their current workplace, LOTF becomes that platform.
It provides a neutral space for guidance, growth and the tools needed to unlock their full potential and a place to make friends and lifelong connections.
