At a time when decisions need to be timely and changes are waiting around every corner, it’s crucial that leaders stay connected both to what is happening on their market and inside their organizations. A hands-on approach is the best way to truly move companies in the right direction with appropriate speed.

Change is quite difficult when transformation has to be achieved in the workplace and people need to rally together in order to make it happen. However, if leaders prove brave, trustworthy and with a sound vision the positive results will not tarry.

The world will no longer be the same and we should all prepare for changes. The five stages of grief are as real for individuals as they are for companies. Let’s see how the model might help businesses cope with the current crisis:

Without the ability to utilize new technology in a timely manner your business will likely fall far behind your competitors. The key is to continually upskill your employees and maintain your own education on how new technology will impact your industry and how you can best take advantage of the situation.

C-suite executives are not born exceptional leaders. It takes time, sometimes a process of trial and error and every so often going by gut feeling. Gearing your organization’s L&D program to groom its beneficiaries for any impeding strategic change of course is a must and the four tips above are a good start.

It takes a lot of work to break habits and adopt new points of view. However, in an ever-changing business ecosystem, change may sometimes be the only chance of survival. Those who can change will grow their business and keep their clients.

For too many organizations, cybersecurity is one of those issues hidden in plain sight; it’s only noticeable when something bad happens. And that can happen quite frequently. Here are a few practices that will keep your small business protected against cyber threats:

There are eight cultural profiles that can be found across all business environments. And we might add, identifying the cultural profile of a given organization is essential for designing adequate learning and development programs. Let’s explore the first four:

Learning is an ongoing process that lasts a whole lifetime – teaching too. Whether it’s instructing an up training class for coworkers, taking people through team-building exercises, or leading an independent workshop, it’s valuable to understand how to most easily reach adult learners.

High-trust companies manage to build and sustain a culture of trust, holding their employees accountable for their roles without micromanaging them. Ultimately, cultivating trust is about setting a clear direction, giving people what they need to see it through, and getting out of their way while they get there.