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In a world that was already transforming quickly, the events over the past one year have challenged even the most competent and skilled leaders in organizations around the globe. And undoubtedly, it has been a truly testing phase.
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The alarming rise of leadership failure and dismissals, lack of talent and preparation in the succession pipeline, and mass exodus of millennials departing their jobs jeopardizes the viability and future of today’s companies.
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There is a need for effective employee recognition programs right now. So where do you start? It all begins with creating a culture of employee recognition that ignites your company values, and that caters to the needs and desires of the employees themselves.
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Research suggests that whatever post-pandemic leadership challenge you face, supporting people's basic psychological needs for choice, connection, and competence is a proven and powerful option to explore.
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Check out seven key themes to help leaders reset their business strategies and help to reset society.
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We should encourage CHROs to become true partners with their CEOs and to focus on working together to strategize about how to become the new kind of business leaders that are needed.
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The reality is that we are truly living in and trying to navigate a VUCA world. And, I think we need to anticipate that our world will only become more VUCA-ish and not less. This requires that leaders develop the characteristics of a VUCA leader.
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Leadership hasn’t changed. The great leaders of 2019 will still be great leaders in 2022. But the post-pandemic degree of difficulty has increased substantially.
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Returning to the workplace is both an employee and employer partnership that needs to have diversified and flexible approaches. In this article, we’ll focus on what leaders can do to best prepare themselves.
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