You might have missed it, buried deep in the multiple channels and time-zone differences, and between swim sets and track runs, but sport climbing made its inaugural appearance in the Olympics this year.
It is time to innovate and, to keep our best people, we absolutely have to “re-recruit” the talent we have on board.
For many years, employers have denied flexibility to parents (more specifically, mothers) due to “business needs.”
The current market for proficient and skilled workers is tight, and it is getting increasingly competitive.
The Indianapolis Foundation, an affiliate of the Central Indiana Community Foundation, announced Monday it will withhold funds from the Indianapolis Public Library system until it completes a planned climate survey and makes “significant, meaningful and measurable” changes.
The first step in developing a survey is thinking about your audience.
Here’s the thing I’m learning about hustle—gritty effort is effective only when it’s balanced by space to release, play, create and rest.
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.
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.”
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.
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?
