This article is for people in those companies that tried new business ideas, regardless of whether they worked. Most leaders would agree that it’s important for their company to be innovative but struggle to empower their people.
A hot topic right now is the notion of employers offering employees a flexible work environment. However, it leaves a lot of us wondering: Just what does a “flexible work environment” mean, and how does it help us to be our best?
So we’ve got a genius idea, to which a number of geniuses have contributed. Is that enough for it to break out? Sadly, no.
The companies that will thrive post-COVID are those that invest in helping their managers become better coaches.
Companies that lack diversity are being called out publicly, falling behind in recruiting, and likely losing business. But the power is with the people, and the people are calling for change.
While those supplemental benefits might have contributed to a reluctance to return to work for some, the unemployment rate in Indiana has declined dramatically since the height of the pandemic.
The bill would lead to Juneteenth becoming the 12th federal holiday. It is expected to easily pass the House, which would send it to President Joe Biden for his signature.
We are hearing stories every day of new M&A activity, accelerating valuations and increasing deal flow.
While businesses think they can be choosy with new hires, job seekers can and will be choosy, too. Job seekers have a lot of choices right now.
As a result, businesses large and small are calling their workers to return to the office this summer and fall, perhaps with the anticipatory sense that, since “we built it, they will come.”
Investment fund management continues to be male dominated, and, unsurprisingly, funds go primarily to male founders. Things don’t change because those with power don’t have a strong impetus to upset the status quo.
After the talent displacement of 2020, we’re beginning to see unemployment numbers drop again. Predictably, a boom will stimulate even more demand for top talent as businesses reopen, capacity swells and seasons change.
As executives, one way we grow our impact and scale our performance is by creating standard operating procedures for our team. So why can’t we do that for ourselves when distinguishing between work and life?
Organizations and teams who are successfully working hybrid have individuals and managers who trust each other.
Little attention, if any, is paid to whether the brand resonates with the people inside the organization.
We apologize if we have slighted one of your own “go to” phrases that help you navigate your business journey. But for different reasons, we believe we should look at those phrases a different way.
First impressions can be lasting impressions.
The use of customer preference in selection—whether based on gender, race, age or any other protected characteristic—is one of a number of examples of possible systemic discrimination outlined by the Equal Employment Opportunity Commission recently.
Historically, women have gone unfunded and have been underfunded while being expected to do more than their male counterparts. Male allies in C-suites can help by working to eliminate these often-overlooked forms of gender disparity.