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The COVID-19 pandemic has been an ultimate test of leadership. Many leaders will have to take another look at how they define their responsibilities. Can leaders rise above the negative pressures they face? What can leaders do to help their team survive and thrive in this new economy?
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During COVID-19 and its aftermath, many leaders will have to take another look at how they define their responsibilities. Organizational priorities may have shifted dramatically, from a readiness to launch major new initiatives to a need to hunker down and manage for survival.
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Josh and his business development colleagues at a Healthcare company that my team and I have worked with, have been pounding away at a new product planning and development program for 18 months and are almost ready to launch.
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No one knows the long-term impact that COVID-19 will have on the economy and your company. Company senior leaders are taking a hard look at their bottom lines. As a result, decisions are being made as to who stays and who goes based on bottom-line productivity and profitability.
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Over years of working with organizational leaders as a leadership development researcher and consultant, one thing that I have learned is that organizational leaders generally want to have a positive impact on those that they lead.
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How does HR maintain or drive company culture during the “new normal” of these challenging times? As most companies battle to adjust, it’s more crucial than ever to zone-in on four key areas to engage, retain, and attract high performing stakeholders with employee relations concepts.
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Most companies intentionally select an organizational structure that maximizes the collaboration, engagement, and effectiveness of teams and individuals.
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Have you noticed an evolution of how employees and managers are interacting? In this podcast episode, Dr. Heidi Scott and Brian Fretwell talk about how the employer and employee relationships are changing in business today.
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Are women really being heard in your workplace? Do you feel that they have limited opportunities for growth? What should your leaders do about it?
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