Management practices haven’t kept up with changing workplace demands.
Successful cultures are consistent across virtual and in-person teams. Leaders must promote collaboration and trust.
The culture changes caused by remote work carry risk. Leaders can mitigate risk by defining and measuring culture drivers.
Most performance management systems are too rigid for uncertain times. Agile goals, ongoing feedback, and flexible metrics and incentives are key.
The coronavirus crisis revealed opportunities for improving risk management. Businesses need better tools to manage risk.
While COVID-19 won’t be an issue forever, remote work will be. What you learn about leading a remote workforce now will likely become..
Coaches focus on individual and team engagement, unique talents and strengths, and clear expectations.
In 2015, global pharmaceutical company Eli Lilly and Company began a research study unlike any of the thousands it had conducted in its 140-year history…
Distrust of peers’ decision-making is common and counterproductive. A strengths-based workplace optimizes decision-making. Incorporate str..
Remote workers are too valuable for managers to overlook their unique needs. Individualization, clear expectations, trust and talent help ..