Many leaders think of coaching as giving “feedback” without realizing that feedback is only one of several coaching skills. Feedback in and of itself doesn’t account for the kind of positive impact a leader can have by applying a coaching approach to managing and developing others.
The Fourth Industrial Revolution continues to take hold of the global economy, and the need for reskilling American workers has never been more urgent. Roles in the workplace are shifting dramatically, as new technology both eliminates and creates new jobs. According to the World Economic Forum, “75 million jobs are expected to be displaced by 2022 in 20 major economies. At the same time, technological advances and new ways of working could also create 133 million new roles.”
By Susan Gallagher, President & CEO, U.S.
Congratulations! Whether it is a cross-border merger, explosive market growth, or a new technology that is working better than you had ever hoped, you have the best problem a business can have: managing rapid growth.
By Michael McGowan, Managing Director & Practice Leader, Leadership & Talent
Not long ago, I was training a group of leaders on effective presentation, communication, and storytelling skills. While I conveyed the finer points of elocution, a participant raised a question.
By Susan Gallagher, President & CEO, U.S. | Last year set a record for mergers and acquisitions, with more than 50,000 deals valued at more than $3.5 trillion, according to Thomson Reuters. I wonder how many of them will succeed. According to Harvard Business Review, between 70 and 90 percent of mergers and acquisitions fail. The reasons for this failure rate are complex, and no two deals are the same.
By Michael G. McGowan, Managing Director, Leadership & Talent
Global leadership is an essential competency in today’s knowledge economy.
As an HR leader, you have your finger on the pulse of all aspects of your organization – and a critical role to play in developing the business strategy. From helping diagnose how well the organization is aligned for effectiveness, to securing the tools and competencies needed for successful organizational change, these are the top five ways HR can shape the business strategy: