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A global survey from Peakon—with views from tens of millions of respondents—confirms that future business success requires employers to identify and deliver on a variety of employee expectations, most importantly the desire to work for an organization that supports mental and physical well-being.

The pandemic has been a catalyst for unprecedented transformation, prompting leaders to change their views on their values and value systems—and redefining what it means to be a leader.

An increasing number of organizations are taking stock to determine whether their senior executives are fit for current purpose. Organizations that have procrastinated or ignored the need for a planful approach will be hit the hardest.

Empathy and compassion are generally considered founding principles within the whole area of Emotional Intelligence and Psychological Safety, which are redefining the approach to leadership that de-emphasizes technical skills and amplifies the so-called “soft skills.”

If working from home is the future of work for many people, then we should start casting a critical eye toward connectivity and productivity tools like video conferencing and make sure we are developing important video communication skills needed for the future.

The future of work requires that we change our mindset, the way we view work, our relationships with our employees and employers, and our careers.

Ricardo Vargas, Executive Director, Brightline™ Initiative, talks about how the pandemic is accelerating the transformation and re-invention of work, and the opportunities that are emerging.

Although we cannot eliminate uncertainty or the anxiety it causes, everyone can take steps to manage it. Prof. Janet Reibstein, clinical psychologist and Professor Emeritus at the University of Exeter, and Sharon Patterson, CHRO with LHH, offer advice to help leaders alleviate stress at work.

Most bad hire calculators look at productivity only as it relates to the sub-par performance of the bad hire. But this isn’t telling the whole story. We need to look more broadly at collateral costs.

As CEO of Foodstuffs North Island, New Zealand’s largest grocery retailer, Chris Quin wanted to improve the overall leadership culture of this well-established co-operative by making his leaders more accountable.

Most people struggle with how to effectively approach conflict and difficult conversations. But mastering this skill is one of the best ways to guard against groupthink, consider multiple perspectives and resolve damaging workplace conflicts.